The Boss Changed His Mind: Is The Boss Changed Or I Have A Problem?

Executive manager of Xiao Mingchao prosperity index data management Co., Ltd.

Wang Zi Skynet Public Relations Manager

Yu Yin, senior career development consultant, Shanghai new creative company

Cindy chief executive officer, director of public relations, Ltd.

I couldn't help but go quietly and quietly. Before I got to the door, I heard the angry voice of Qi. "So little things can't be solved well, you..."!

Qi is on fire again.

I hurriedly took the door of the general manager's room and slipped out quietly.

The boss was angry, and the employees outside were also afraid to come out. A cowardly newcomer seemed to hold the mouse steady.

5 years ago, the company was in the stage of entrepreneurship. The scale was not very large. There were many people. I was in charge of both administration and personnel, and also in charge of the company's market public relations. I was busy and busy all day, but I was very full and happy.

At that time, Qi Zonghe's employees were like a family. They had lunch together at night and worked overtime together at night without a boss's shelf.

Over the past few years, the company has developed rapidly. From the obscure small company to the leading soldier in the industry, I have also grown up. HR+PR has done a good job, and the position has also risen to the director.

Over the past year, the total aura of Qi has become more and more, but his temper has become worse and worse.

We also had several unpleasantness, and the tacit understanding and trust had been lost.

One day, Qi responsibility asked me why I changed the attendance of employees without authorization, and changed the late employees to ask for leave.

I was suddenly asked to be shocked. He had been away on business all day, and he never asked such little things before.

Most of the companies rely on creative workers, and my adjustment is due to humanistic management considerations.

Besides, I've always done this before.

I am puzzled. "You are stealing!"

Qi always threw such a sentence, I was speechless for a moment.

On one occasion, the company was in urgent need of an experienced project manager. I commissioned a headhunter to find a suitable person, Ms. Zhou, and have an appointment with Qi.

According to past practice, candidates need to carry on previous works to interview.

In the process of interview, Qi's tone was never satisfied. He did not seem very satisfied with Mrs ZHOU. She was more interested in her client resources.

After a brief interview, he hurried out in a hurry.

Mrs. Zhou was full of expectation, but did not expect to be put aside.

When she was sent out, she asked me to look at the works she had brought from her old age.

After that, Qi always knew that he was totally unprofessional and seemed too close to and trusted in the candidates.

I didn't expect it to happen. I wanted to save some of my employer's brand, but it turned out to be a bad job.

After several times of friction, I felt that I could not stay in this company.

I have been striving for perfection, achieving 100 points, and the reputation that the industry can win for the company and the boss.

A friend once said that my pursuit of perfection is not enough. My real job is to achieve 80 points and let my boss have expectations for you.

But at the moment, the boss is always dissatisfied. Has he changed or has I been unable to adapt to him?

In the face of my own company, can I just walk away?

Although this case only describes the inner confusion of Cindy, it seems to me that the boss of Cindy is facing the struggle and pain brought by the role change as well as her.

As far as Cindy is concerned, she is still immersed in the passion of entrepreneurship.

At that time, she and other employees had free room to play, they were not fixed in a specific position of a system, they could give full play to their talents, even one person even worked for several people, even though there was no correlation between these workplaces.

And their Qi Zong, with their personal enthusiasm and charm, fully motivates their employees and makes their employees proud. Therefore, they are just like a passionate team, not relying on the technical combination of players, but to encourage players to play their talents and rely on collective spiritual strength to win the competition.

When enterprises enter a period of rapid development, is Qi facing the challenge of continuous passion leadership or precise management?

I believe he has realized that if the entrepreneurial enterprise wants to better survive and develop, the way of operation of the enterprise must be changed. It is necessary to introduce excellent management mode -- careful analysis, pre planning, precise execution and clear division of labor.

Therefore, the CEO is like a steering wheel, controlling the steering wheel system.

Employees are like sailors, or like a team that relies on systems and technology. Players have a tacit understanding with each other. Everyone knows his position and responsibilities clearly, and he can't go all the way. They advance the pace of the game rationally and logically based on the detailed plan and rules that the coach has made in advance.

The conflict between passion and precision, leadership and management is the reflection of the opposition between people and things, processes and results.

The confusion of Cindy is obviously because she does not realize that the growth of enterprises will inevitably lead to the pformation of business models and roles, and still linger in the enjoyment of the entrepreneurial process.

But her boss tried to balance the conflict between passion leadership and precise management, but the ability to control is limited, thus suffering from the pressure and pain that employees can not understand.

Shopping malls are like battlefields.

Enterprises need to find a balance between calm, rational analysis and passionate, enthusiastic talents.

In the early days of the business, the management of the company mainly depends on the personality charm of the boss. The boss will often take care of the company. The details of the management and business of a lot of companies will be personally asked, even working overtime with the employees and so on. At this time, the boss often leaves the impression of affinity and care for employees.

And when the enterprise achieves a certain scale, the enterprise relies on standardized and institutionalized management and the role of middle managers. When the management level of the company increases, the boss has no energy to ask all the questions, but only cares about some important things.

If the boss finds that some problems are not handled well, it will naturally be dissatisfied with management and employees.

At this time, employees often use the impression of their former boss to evaluate them, thus forming a strong contrast.

Entrepreneurial stage, because the enterprise has not yet passed the survival period, so the boss's expectations for the development of enterprises and employees are relatively low, even if there are many non-standard places, the boss will also give leniency; but when the enterprise grows and expands, the boss often hopes that everyone in the enterprise is excellent, and at the same time will encounter more difficult business development problems, for some details of the problem will not be tolerant, but on the contrary will be higher.

As a professional manager, it is also necessary to adapt to the change of this process. Especially in the stage of enterprise development, we should think more from the boss's point of view so as to amend our work style and work goal.

In any enterprise, it is the staff to adapt to the boss, therefore, there is no Cindy fault or the boss's fault, but the environment of the enterprise has changed. At this stage, the enterprise needs the middle level to think more about the interests of the enterprise, not just the staff level, so that every link can be done well, and there will be no operational problems. The boss will naturally be more strict.

If professional managers do not exceed the boss's expectations, there will be problems in communication between the two sides.

At this time, Cindy should take the initiative to find a boss to do a separate communication, talk about the current state of work, as well as some of the company's current situation, and understand whether the boss has new expectations for his work, whether there are problems in the current work, as a senior entrepreneur with the boss, the boss can not be ignored.

Conversely, if Cindy takes a cool attitude, it will only make the situation worse and worse, because many problems will make each other suspect each other if they fail to achieve sincere communication.

As a professional manager, whether it is 100 points or 80 points, is actually difficult to quantify the standard, because in different stages, 100 points and 80 points contain different contents, and professional managers think 80 points and the 80 points that the boss sees are also different.

Therefore, professional managers must know how to communicate effectively with their bosses. Not only do they need to know how to think and make decisions from the perspective of mobilizing the enthusiasm of employees and teams, but more importantly, when dealing with things, they should consider more from the boss's point of view and act as "lubricants" between old boards and their employees, especially as senior staff members who work together with their bosses.

In the third eye, there are no more than two solutions: go and stay.

But I personally believe that going out is more conducive to Cindy's personal growth.

As the saying goes, "it is easy to create rivers and mountains, but difficult to ride on rivers and mountains". The reason why it is difficult to sit on rivers and mountains is that entrepreneurs often have enough leadership and lack of management. Business partners also focus their attention on people because of their feelings, righteousness and grace, which are antagonistic to the results oriented mode of mature enterprises.

If possible, Cindy had better choose to work in a mature company, find its opposites in the work, realize the difference between precise management and passion leadership, so as to learn to balance.