The first stage: the new period.
Any period that does not become a full member is called a new period. During this period, all the old employees who approach the newcomers actively tell you all kinds of so-called infighting secrets of your company. Remember that old employees are telling the truth and are one-sided with the facts they have dealt with. It's like a man talking about why he broke up with his ex-girlfriend. An old employee who really wants you to do better and better in your work will only emphasize two points to the newcomers and do your job well! Don't have a problem with any department, get involved! In the new era, there is one thing you must not refuse, that is, colleagues invite you to dinner. Colleagues in the company have dinner together, and whoever doesn't go will easily have black material at dinner. For those old employees who release the company's internal information to you, release goodwill and keep your distance. Don't talk to each other!
The second stage: the grassroots period.
This stage is a period when you have not been promoted to a leadership position within 2 years after you become a full member. Here are some rules about infighting. In a fast-growing company, the intensity of infighting is very low because everyone is busy making achievements in the market. A slow or even stagnant company may often have more intense infighting. Then the standard of this development is: personnel expansion, performance improvement and so on. The characteristics of each industry are different, so the development digital indicators are different.
The third stage: the core period.
Grass-roots employees who have worked in the company for more than 2 years, or are appointed by the company as the direct superior leaders of grass-roots employees. The supervisor is the waist, the most important thing. The core operation of any company is in the hands of the heads of various departments. Not a manager or supervisor, etc. Let's first define the standard of management order for easy understanding. The leader who directly manages the grass-roots employees is the supervisor. The leader of management supervision is the manager. The competent leader of the management manager is the director. If a director directly manages front-line employees. Even though he has the title of director, in practical management, he uses the management skills of a supervisor. Therefore, I understand that bosses who like to direct front-line employees will unconsciously turn themselves into supervisors, resulting in the limitations of the pattern. The company will lose its boss.
Never hate infighting, because infighting is the collision of wisdom.