Teach You The Survival Rules Of Foreign Companies

There are ingenious rules in how to behave and behave in a foreign company. Often, a mere gesture will have a subtle influence on one's own impression or even his career prospects.

This time, Mr. Carbo, one of the founders of the HR alliance in Shanghai, (GaborNagy) personally talked about the rules of survival for foreign white-collar workers in the field.

In 2002, HRO, a senior human resource expert from Hungary, founded the Shanghai company (Hui Europe Management Consulting Co., Ltd.) in 2002, and set up an international consulting team to apply psychology, business management and human resource management to personnel assessment and training, independently develop the testing products and training courses, and have the intellectual property rights of products, so as to provide professional talents assessment services to Chinese enterprises.

There are four common problems in the four major diseases of foreign enterprises, namely, foreign companies.

First, pursue high quality.

Many people are always very satisfied with their working conditions and feel that they are "enough to stop" in their work, instead of striving for excellence.

Without the pursuit of high quality, of course, no high-quality work can be done.

Second, dare to speak your true thoughts.

This is the problem of white-collar workers in many enterprises. As long as there is no one in the meeting, they should not force their heads to talk.

Or worry that your proposal sounds childish and imexecutable and will be rejected by others.

It is precisely because of the fear of trouble and lack of self-confidence that many excellent ideas flicker and are not known to others at all.

Third, good at taking one step.

Many people think that having these jobs at hand is enough. They should not add trouble or trouble themselves.

They often do their own things well and never think about what they will do. They will not play the initiative to find new things and find new problems.

Fourth, do not share knowledge and experience.

Often, many people have mastered some of their business skills, but refuse to share them with other colleagues.

There may be a selfish idea that it is something of its own, even if it is reserved for new colleagues.

The general illness in the workplace is contrary to the value standard of an excellent employee.

Generally speaking, a good employee should have good communication skills, direct expression, wide range of information, large amount of information, enthusiastic personality, and full understanding of himself and self-confidence.

A lot of people say that the management mode of foreign enterprises is much more open than that of the traditional form of state-owned enterprises. However, there is bound to be a hierarchy in the relationship between supervisors and subordinates.

With the hierarchy of subordinates and subordinates, the subordinates' speech will be somewhat scruples.

But a good employee should dare to speak and dare to give advice when necessary. This involves the art of speaking.

It is very important for you to give a presentation to your boss, which determines whether or not you can convince your boss.

The way of expression and the form of question should be paid attention to in wording and tone.

Another point is to have a clear exposition of investment and harvest so that the hearers can feel justified.

While doing these things, we should consider the boss's meaning and match them with ingenious ways, so that the boss can feel that this is the result of his own ideas.

Therefore, the best way to give your boss advice is to let the boss feel that this is his own idea.

In addition, the form of direct communication is better. Important things need not be pmitted by E-mail, or not only by E-mail, so as to avoid delays and misunderstandings.

It is better to make suggestions if you can take advantage of regular meetings. Only when you are very confident can you face big boss.

When facing responsibilities,

A lot of people may have similar experience. At some juncture, their work has made mistakes. But is this the responsibility of the boss or his responsibility?

At that time, this is a balance of two sides.

Sometimes, some bosses will push their responsibilities on their own, even if they are extremely grieved, but they are not good at attack. After all, they are their superiors, and still want to "live" and can only swallow them up.

But this is not the only way.

At this time, lessons should be learned and lessons learned to avoid similar incidents in the future.

When the boss is authorized to do a thing, he should ask the details that he can think clearly and get the affirmation of his superiors, and then execute the operation. Even if the final mistake is only a decision problem, he should not simply blame the executive.

Because many bosses shirk their responsibilities to their subordinates are caused by vague, unclear recognition and consensus.

If these can be avoided, similar contradictions and disagreements can also be avoided.

Of course, at this time, we can not simply escape responsibility. We should think more about our mistakes and responsibilities.

This is a process for employees to grow and improve themselves, and is also a yardstick for an excellent employee.

A good boss values the performance of his employees and neglects past mistakes.

An employee's self reflection and self learning often win the boss's favor more than working overtime and pretending to be busy.