How Do Job Newcomers Skillfully "Sell Old" Colleagues?

As far as the corporate culture of foreign companies is concerned,

Respecting the party is the best policy.

People who rely on their old colleagues are usually the ones who are old enough, experienced and unable to rise.

However, such a person, unless he overboasts himself, usually has chips in his hands to dare to rely on old age. For example, they have certain experience and ability in practice, and are often the opinion leaders of the Department, but they may not get promoted because of the lack of leadership characteristics or the broad pattern and vision.

For a new person, the most urgent thing is to integrate into the Department as soon as possible and adapt to the corporate culture and environment.

Therefore, the newlyweds may look at colleagues who like to rely on their old age in a different way, and find and make good use of their advantages to copy these experiences into their own advantages.

The newcomer can observe the colleague first, so as to understand the organizational ecology. In addition, do not refute his views, so as not to offend the opinion leader, but indirectly destroy the relationship with other colleagues. He should use his mindset to guide the rookie mentality and familiarity with the business content and process in the shortest time.

If this old businessman is too much to interfere with, and his views are different from yours or even with the supervisor, he must not be in conflict with him. Such a person usually loves face, and his face and full respect are his best bet.

Because the person who really reads and approves the document is the supervisor, not the old bird. As long as the new person shows his obedient attitude on the surface, he can still do the bill that he thinks is correct, and he does not need to argue with the old bird positively.

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Good use of reverse operation

In addition to keeping up with workplace ethics and not confronting old birds, in fact, whether old birds depend on old age or not, they are worthy of new people to learn and learn.

From the perspective of supervisors and old birds, new people can see different things from different angles and help new people to think and judge more.

In the case of executives, such subordinates usually like to "inquire" by the new supervisor. The supervisor should take advantage of the personality traits of old birds to understand the trend of each department in the new department. With the help of veteran bird experience, the new supervisor can grasp the overall situation, understand the team and establish leadership position as soon as possible.

The executive can make constructive conflict in the conference by voting. If the old bird has different opinions, he must persuade everybody, or reduce the opportunity to consult the old bird, let the team's strength appear. It can also establish a culture that attaches importance to "professional", emphasizing the personal performance of "performance management" and numbers, and letting him understand that the key of the supervisor's ability lies in his specialty, and he can not restrain himself from all his talk.

People's fate is very wonderful, often "do not fight, do not know", if the director feel that this old man is still full of desirable, just because some blind spots and missed opportunities for promotion, may wish to sincerely pull him, or occasionally pointing him out, so that he is more willing to work for the team.

If a person who likes to rely on old people does not review himself or does not think about change, he will usually fall out with his supervisor or colleague, and ask for a pfer of departments. Usually, the opportunity for pfer is not high, because other departments will also inquire about the work situation of the other party, so those who do not see clearly their shortcomings will finally come to a better position.