5 Fatal Mistakes Of Middle Managers

Since you have chosen to do management, you have no turning back. You have to constantly change yourself to adapt to the company to adapt to the corporate culture, rather than let the company or culture adapt to you.

We often see many middle management cadres working very hard. Overtime is a common thing. It is not too much to say "love factory like home", but they always do not get the approval of the boss, they can not get the support of their subordinates, let alone get the promotion of their positions.

After summing up, I think if you want to be a qualified middle-level cadre, you should avoid the following four fatal mistakes: first, you can't really understand the general manager of the general manager, especially in the private enterprise as the leader of the enterprise, and the soul of the enterprise.

The boss's thought is just like a country's law, and it is the guide of action for enterprises.

Therefore, as a middle-level cadre, you must understand the boss's thoughts and ideas and guide his work as a compass.

There are many middle-level cadres who always complain that they have made many suggestions for development, from personnel management to technological innovation, but they have not been recognized by the boss.

But they never thought about whether these are what the boss likes to hear or what you want to do.

The company must know that the company will not change with someone's will, except for the company's boss.

Most of the changes of the company began to change slowly after the change of mind of the boss, rather than the change of the thinking of a professional manager or a department manager.

Here, as a middle-level management cadre, you must bear in mind a sentence.

Before you change your boss's mind, do not try to change the boss. As a middle-level management cadre, what we can do is how to do things better under the boss's existing thinking.

If you want to quickly integrate into a company, you should first understand the culture of a company. The culture of a company is formed by the accumulation and accumulation of many years, which is suitable for the development of the enterprise stage. It is a manifestation of an enterprise's work style and human nature. Two.

As a middle-level management cadre of the company, we should go deep into learning to understand and adapt to this cultural atmosphere, and carry out our work in such an atmosphere.

In fact, many middle-level management cadres do not understand this point. They ignore the company's cultural system and even despise him as an old system.

Instead of bringing the original company's work style to the present company, it always embodies its consistent style of work in the company's behavior, which is incompatible with the culture of the enterprise.

It is understandable that such middle-level cadres in the company are hard to get big promotion in the company. When they communicate with other colleagues, of course, there will be problems of one kind or another.

What is more serious is that many of these middle levels do not review their own mistakes in the case of such problems, but complain that the system of the company is too backward and the relationship is too complicated.

As a middle-level cadre, you should understand that if you want to work in such a big environment, the culture of the company is like a dance competition. If you want to win the competition, you must abide by the rules of the game and have to dance on the stage.

Many middle-level cadres do not work on their own core business. They are also very enthusiastic in the work of help from colleagues' departments, and even put their hands down to complete the "help" of their colleagues. It is also famous for "doing well in the surrounding relations and showing their own ability".

When Comrade Deng Xiaoping visited the south, he said, "no matter whether a white cat or a black cat can catch a mouse, it is a good cat".

The popular saying is that "milk is mother".

It's the same thing as a department leader. Everything else is empty. If you don't do your core business well,

It is a serious mistake to waste time in some indifferent jobs or helping work every day. The mistake lies in not being able to correctly recognize that as a leader of a department, you have your own core job and your responsibility. Your first task is to work hard on your key performance indicators, embody your capability in your core business, and reflect your performance, instead of spending a great deal of time dealing with "help work".