Escape From Colleagues And Become Embarrassed By Subordinates

In the workplace, the most satisfying thing is to get promoted; but the most troublesome thing after promotion is the new interpersonal relationship.

Former colleagues have become subordinates. How should they relate?

Listen to the advice of HR experts to new executives.

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Why do we face awkward situations when we work hard?

Lu Yan was promoted to the head of the design department just a few months ago.

However, in the past few months, Lu Yan has been more busy and busy than before. He often suffers from backache after a day.

Other colleagues in the design department are not only grateful, but also say something behind the scenes: "if you have the skills, you can take the tasks of the design department to do it yourself."

"Since we are promoted, we simply can not see our ability to work."

Lu Yan, who knew all this, could not think of anything. He was working hard. How could he face such an awkward situation?

Remember, you are promoted!

You are in charge now!

You have to withdraw from the original position in the shortest time and understand the job requirements of your new position.

If you are a newly established department, you will be more responsible.

Establish new rules and regulations, link up tasks and set new goals.

It's a question that you should seriously consider.

Only by clarified the above questions can you say that you have entered the role of supervisor.

When you are in charge, your relationship with your colleagues is very clear.

HR expert: the most undesirable thing for a supervisor is to "do everything personally".

According to statistics, a manager spends 80% of his time on communication, including communication with his subordinates, clients and other departments.

The supervisor also has a considerable mission and responsibility, that is, he must have a clear understanding of the intentions of the senior executives, and then assist the employees below to accomplish the task.

For ordinary employees, professional skills are their most important concern, but for supervisors, they must lead and assist colleagues who have been on the same level in the past, and assign jobs to subordinates appropriately after working with the upper level, and at the same time protect all responsibilities of the Department.

As a supervisor, he should set an example in front of his work, but the most undesirable is "do everything personally".

Over time, "subordinates can never grow up and never adapt to their roles."

After promotion, is there no friendship between colleagues?

Qin Jun, a public relations manager of a company.

In the past, a group of colleagues who had a good temper had good temper and ability to work. In private, they agreed to elect Qin to be their leader.

But when his former boss pferred to headquarters, Qin became a public relations manager, but things changed. His colleagues and him kept away from their daily greetings.

The good working atmosphere also seemed to be tense and depressed because of the promotion of Qin.

When Qin wanted to approach a colleague, they deliberately kept distance from him.

Sometimes he wants to be active in the atmosphere, tell jokes, and no one can support himself.

Qin army really can't understand why.

After promotion, is there no friendship between colleagues?

The friendship between colleagues can not be said.

Human effort is the decisive factor.

Team building capability is the most important element to consider the competence of supervisors. This is especially true for new executives.

From the ordinary members of a team to a team leader, when you are embarking on a new job, you might as well take an opportunity to talk to the former colleagues, or all of your subordinates, for the duties of the Department, identify their responsibilities and ideas, and collect as much information as you can about your new job domain and team members.

Remember, "know your enemy and know your enemy, and you will fight for ever."

Your attitude towards team members is related to their attitude towards you, and their attitude towards you is directly related to how your work should start.

HR expert: the new supervisor should avoid overemphasizing himself in the team.

Since his colleagues all think that Qin's temperament is good, it shows that he has inherent affinity.

When Qin and his team members discussed the work and set the goals, they could use their affinity to reverse the present tense and dreary working atmosphere.

In team management, learning some skills will also make you less detours.

For example, when a department meets, it can replace the sentence with "I" at the beginning of the sentence "I". After all, it will make the team members uncomfortable, and it is not conducive to the formation of unity and cooperation atmosphere, nor can it reflect the spirit of cooperation.

Before making any decisions in the Department, listen to the staff's opinions so as to arouse their enthusiasm for participation. They should not be able to arrange tasks and tasks, and give them room for innovation, so that they can develop their potential in deep trust. Such a team will also be a dynamic team, not a team responsible for singing a one-man show.

The promotion made her lose the ease of "one person is full and the family is not hungry".

Before Zhu Jia was promoted, he was editor of the educational channel of a website. Now he is the editor in chief of the channel.

On the first Saturday night after taking office, she revised a colleague's revision plan at home until late at night.

On Monday morning, she met her colleague, and Zhu Jia told her how to work overtime for her plan.

Later, the vice president of the company found her, saying that the colleague thought that Zhu Jia did not properly handle her revision plan, which completely negated her editing thought and even violated the basic rule of editing work, which was an unfair evaluation of her work.

Then Zhu Jiacai realized that his colleagues and she had entered the unit with her, and now he had been promoted. He had the power of "life and death" to the colleague's work, and his colleagues were still walking. How could she have no idea?

What troubles Zhu Jia most is that she doesn't know how to communicate with her colleagues. She doesn't know how to arouse her enthusiasm and not hurt her self-esteem.

The promotion made Zhu Jia lose the ease of "one person is full and the family is not hungry".

In a team, there are always people who believe that they are more suitable for you than you are. Even if they don't succeed, there will be at least some people who think you may not be competent, or even someone will stare at you and wait for your embarrassment.

This requires that the new supervisor should have good management style and establish a fair and just team management environment under the environment of corporate culture.

HR expert: the most important thing for supervisors is to let subordinates respect themselves.

Zhu Jia, as a new supervisor, when he looks at his colleagues' plans, plus his own opinions will naturally embody the authority of the supervisor.

But when communicating with colleagues, Zhu Jiaruo can first confirm each other's thoughts, and then tell the other party the principles and basis of her modification plan, which may make it easier for the other person to be convinced.

It's natural to show you the authority of the supervisor and get the respect from your subordinates, and it's also a key to your success in your work.

However, respect is mutual.

If you want to win the respect from subordinates, you must first respect every subordinate, and you must make sure that your subordinates are sincere.

"Peach is the fruit,"

You respect your subordinates and your subordinates will respect you.

No one is born to be a manager.

To successfully pform from an ordinary employee to a manager, you must use your confidence and use your attitude, knowledge and skills to bring your team to a qualified supervisor in the shortest possible time.