The Group has more than ten functional departments, and each functional department has a core leader.
Different department leaders have different personalities and styles. As a subordinate, you want to develop well in your work and learn to understand the meaning of direct leadership. Personally, I think this is a compulsory course in the workplace.
Everyone in the workplace is speculating about what the leader wants to express.
In the process of this analysis, the differences between people gradually emerged. Some employees began to be good at "obedient", and some employees learned to be "smart".
As leaders of the company, everyone has come from the grassroots step by step, and everyone has a steelyard in his heart.
They not only like smart people, but also don't like employees who are good at listening to themselves.
The key point is that leaders will only choose people who are suitable for solving problems according to the needs of different actual work scenarios!
Everyone works in the company, no matter what department or position you are in, for most enterprises, it is nothing more than asking people with different technical expertise to solve one problem or another in the company, which is a fundamental value point.
On the premise of grasping the fundamental point of value, I need to remind you of three points:
(1) To understand the so-called sense of belonging in the workplace, we need our own strength to interpret it, not all kinds of ostentatious "posturing".
(2) Always think about the sense of value in the workplace. People who lack motivation to work and are keen to stay in the comfort zone will find it difficult to develop their jobs.
(3) Shaping and improving workplace sensitivity, concretizing daily work on a point, line and plane, and grasping the concerns at different levels.
Reminder 1: To understand the so-called sense of belonging in the workplace, we need our own strength to interpret it, not all kinds of "flowery". You will meet all kinds of people in the workplace. If you want to leave a reliable impression on the leaders, you have to speak with strength.
Don't underestimate what leaders say to you in their daily work. In fact, great wisdom is hidden in small things.
Who knows if the leader is testing your ability? Do these things well and let the leaders shine.
In the long run, what's good? Leaders are more likely to think of you first.
Yesterday at the company, something happened to me.
Leader C came to the open office area of the department, just as his subordinates Atao and Acheng were there.
Leader C said: "At the end of the year, we should pay attention to the cleanliness of the office. The waste paper boxes on those filing cabinets should be disposed of in time. "
The leader gave the order and left.
Judging from the implementation effect, there are differences between Atao and Acheng.
Atao belongs to the smart category, and he understands the meaning of what the leader said.
First of all, he disposed of the waste paper box according to the requirements of leader C. At the same time, he understood the meaning of the leader's words, and by the way, he cleaned the whole filing cabinet, five floors, and gradually cleaned it from top to bottom.
Acheng belongs to the category of obedience and lacks his own thinking and working ideas.
He did exactly as the leader C said, only assisting Atao to transfer the cartons in the filing cabinet and simply doing some local cleaning. As for the care of other parts, he naturally ignored it.
I believe that in our work, we often hear orders or complaints from similar leaders.
But the real master is definitely not just doing it, but more importantly, doing it well with results, so that the leaders can praise you silently after seeing the final result.
Many details are worth pondering by everyone in the workplace. If you figure out these little things, you can reap their value.
Characteristics of smart but disobedient employees
Everyone likes to fake a smile, which gives people around them a sense of unease and looks too smart.
(2) Being "excellent" with his own ability, he likes to put on airs in front of colleagues or leaders, which eventually leads to disgust.
(3) Don't lose anything, show your Excellence in all aspects, and only allow yourself to take advantage of others at work.
Characteristics of employees who are not clever but obedient
(1) I work hard in the company and am willing to do things. I am an executive and willing to cooperate with everyone.
(2) The leader's words refer to where he went, and there is no half sentence to refute, so he lacks personal opinion and initiative.
Siwei and his acting style are conservative, but his loyalty is relatively good, and he is willing to be diligent in his own land.
The sense of belonging in the workplace needs to speak with results, not cleverness. Please always keep thinking about how to provide better solutions for leaders or companies. This is the right way.
Reminder 2: Always think about the sense of value in the workplace. People who lack motivation to work and are keen to stay in the comfort zone will find it difficult to develop their jobs. Now the external environment is changing too fast. If you don't keep yourself updated and upgraded, your career prospects will be worrying.
As far as I know, many people in the company feel that their direct leadership is not as good as their own, and they are the value contributors in the department.
In fact, this is just feeling good about yourself in your personal comfort zone, and the vast world outside may be unheard of by you.
Two days ago, I went downstairs to walk around the company and heard the helplessness and complaints of Liang, the head of the brand.
Manager Liang is very dissatisfied with his subordinate H's recent work.
What he expects and what he actually does are two levels. His subordinate H seems to be "disobedient" and is in a dilemma.
Liang always looks sad in the office. I walked into the office, exchanged a few pleasantries and got down to business.
Recently, the brand is upgrading a customer training program. With the development of business and customer feedback, the previous training system needs to be upgraded and adjusted to ensure the effective realization of the results.
As the executor of this plan, his subordinate H showed "resistance".
In H's view, the existing training mechanism has been used for three years, and everything is normal in the process of use. In H's view, there is no need to change.
On the other hand, some customers have recently reported that the learning effect is not ideal. After communicating with them, the subordinate H didn't think much about why. He just thinks that customers are not serious enough in their own study and have problems with their attitudes, but does not think about whether there is anything that can be optimized and updated from the teaching and training mode, and lacks the ability to actively find and solve problems.
Of course, H also knows that if it needs to be adjusted, it will be a systematic project and will be overthrown from beginning to end.
Later, Manager Liang told me: "His subordinate H started to be square at such a young age. It feels like he's starting to live like an old man in the workplace. If he can upgrade and improve, he will change. If he really can't keep up with the rhythm, he has to change people. "
After listening, I was silent.
Frankly speaking, no matter what kind of company you are in, how can such people in the workplace have been just one person and two people?
The key is, in the face of random problems in the company, can we improve our handling of "cleverness"?
If you can promote it, you will continue to survive, otherwise you will eventually be eliminated.
So, in your daily work, do you resist "being smart" or gradually "solve problems like a good person"? Everyone has a good time with themselves.
In the face of those problems, your so-called rationalization excuse is not worth mentioning in the eyes of leaders.
You know, for many leaders, the result of work usually means everything.
Learn to shape personal workplace value in multiple dimensions and create a sense of freshness in work. These elements are as follows:
No matter how long you have worked in your current industry or company, you should be good at creatively putting yourself into your work.
Keep accumulating experience for your skills. The longer you stay, the more valuable you will become.
(3) Establish a set of own rules and attitudes, and give each step a new meaning.
Look at the workplace around you. Those who are walking on thin ice are the ones who really know how to measure.
As Ma Yun said: "The best today is the lowest standard tomorrow." Even if the above is difficult to achieve immediate results, remember to maintain a prominent desire for work. Only in this way will there be value and direction for progress.
Reminder 3: Create and improve workplace sensitivity, concretize daily work in points, lines and planes, and grasp the concerns at different levels. Judging from the actual results, employees who have no professional strength but blindly please the leaders have a general ending.
Managers in the company are constantly changing in the face of the outside world every day, and their thinking concepts and actions are also updated synchronously.
As a subordinate, if you want to get good development, you must change, be sensitive to the surrounding environment and pay attention to subtle changes.
From the leader's point of view, they will classify their subordinates:
A. "a brick": only know how to do things, and leaders only know how to do what they arrange, without thinking.
B. "cooperative school": I have some skills defects, but I am willing to find someone to help me cooperate.
C. "Can do things": always only submit the results to the boss, and the process will come by itself.
Each type represents the existing characteristics of a group of people in the workplace. What type do you belong to?
Manager Q of the next department is a typical obedient employee.
Go to work on time every day, and more people only talk to people who have their own work intersections.
I usually get along with my colleagues in the company and don't have much "friendship".
Manager Q is a typical person who doesn't want to make progress, but wants nothing, so it's good to live a stable life.
Obviously, the daily work is basically the leader's first step. If the boss turns a blind eye in the process, this arrangement is likely to go wrong when the deadline comes.
For example, the meeting agreed to submit a work summary report before 10 am on Saturday.
Generally speaking, there was little movement before Saturday, and it was not until Saturday morning that Manager Q showed his enthusiasm for "hard work" and reluctantly handed in the work summary report before ten o'clock.
As a leader, after clicking on the report, the result is usually not satisfactory.
It is worth mentioning that obedient employees, when they encounter mistakes in their work, often nod to admit their mistakes, look embarrassed and blame themselves, and keep saying that they will pay more attention to correcting them next time.
But in the long run, from the results, this kind of problem will still happen in the work of manager Q at some point in the future, and so on, until one day the leader can't stand his behavior and finally "breaks out".
Obedient employees have shortcomings in the depth of thinking and implementation of the problem.
So the same problem is repeating the same mistake, which seems to be "normal work".
As for the future of manager Q's work, it is actually foreseeable.
Sometimes leaders can't do anything about him. After several times, he will not be considered for a certain work arrangement. It is naturally difficult to make a big difference in the workplace.
How to visualize daily work and make the results more impressive?
① Project-based thinking: when receiving the task assigned by the leader, first think systematically, and then divide the problem into n subtasks.
② Sub-task docking: divide each sub-task into docking division of labor, and it is best to grasp the main points or responsible persons of each task.
(3) Update based on forms: present tasks in a visual form, update dynamically at any time, and communicate at any time.
I believe that with the above implementation ideas, your work will be more specific, organized and clear.
If you want to feel at home in the workplace, remember to think about what kind of people your enterprise (department) really needs. Fundamentally speaking, everyone's job is to exchange value with enterprises with their own time and labor skills. To strive to become a valuable talent that the company needs, you are naturally an indispensable member.
To sum up, as a person in the workplace, we should learn to guess the behavior of leaders, but we still need to be hard while the iron is hot.
It is the right way to think about your working ability and whether you are creating value for the team, department and project.
Each of us is an asset in the workplace. Are you an incremental asset, an existing asset or a decreasing asset? Please sit down accordingly.
To sum up, no matter whether you are smart or obedient in the company, leaders should pay attention to the following points in the face of various performances in the workplace:
To understand the so-called sense of belonging in the workplace, we need our own strength to interpret it, not all kinds of "showing off postures".
② People who always think about the sense of value in the workplace, lack the driving force of work, and are keen on staying in the comfort zone will find it difficult to develop their work.
(3) Shaping and improving workplace sensitivity, concretizing daily work on a point, line and plane, and grasping the concerns at different levels.
The road to the workplace, like running a marathon, is long and calm.
In addition to the so-called various techniques and methods, it is more important to grasp the unchanging core.