1. 歧視是把雙刃劍。指責別人歧視要有證據 “he threw out harsh language toward me” 不是證據。即使有證據告贏了,你就有了“敏感”的名聲。以後有的人會特別小心地對待你,該說的不說,該做的不做。有的人會成心用抓不到把柄的方式真正歧視你。在指責別人歧視之前,要做好找工作的準備。
2. 改善你目前狀況的辦法你已經有了:建議分工。從頭兒的角度看問題,這是一個正能量的行動。(你有了解決問題的方法,省得他想了。)同意的可能性大。
3. 分工和歧視是兩件事,要分開說。先說分工。
Dear John,
Thank you for your inspiring performance review and the suggestions for my goals of coming year's performance.
I went over both S and my projects carefully, found out that we can utilize our resources more efficiently and support our clients more effectively. There are some improvements I'd like to implement:
1. I’ll oversee the project A support and S will oversee the project B support. We will help each other to solve difficult issues if needed.
2. The monthly meeting will be altered to address the major issues of project B and A, therefore, hosted by S and I, respectively.
3. When there are different solutions of the same issue, avoiding to discuss our differences in front of client will give our clints more confidence to us. We can always discuss the issue in private to reach a best solution for client and for our company.
Please let me know if you agree with my suggestions.
Best Regards,
題外的話:隱形歧視絕對存在,不正式告狀不等於忍受歧視。關鍵是知道如何自衛,讓心懷惡意的人不敢歧視我們,但自衛不是吵架,也不是抱怨。推測這是頭兒建議的溝通技巧。
自衛的首要條件是直起腰來,主貼中所說:“我怕把領導惹毛了,經常小心翼翼。給人打工得看人臉色。大頭和小頭給我做performance review.這個S是小頭的前同事。” 是完全沒有必要的顧慮。第一,你為公司打工,不是為頭兒打工,第二,小心翼翼,看人臉色,必然限製發揮自己的能力,頭兒們會用你,但升職長薪時不會想到你,第三,也是最重要的,業務強比什麽都重要。原因很簡單,頭兒也要出活兒,需要出活兒的員工。
我的博客裏,有一個《溫柔的語言自衛術》係列,供你參考:
https://blog.wenxuecity.com/myblog/42433/201103/23672.html