Senior Training Consultant On How Deep The Workplace Is.

Before talking about the real workplace, let me give you two examples:

Case 1:

Last year, a technical director of a company met.

Such a situation is very common.

I told him that his problem seemed very difficult to solve in fact.

Because he is dealing with scientific research when he is in technology, and now he is a leader. He should often be led by other departments.

The prescription I gave him was: "according to these two articles, there will be effect. These two principles are the basic rules of workplace communication. They are simple, but easy to forget.

"

The prescription is: first, give more ear to your mouth when you exchange views with your colleagues; two, do not listen to others when you speak, but actually you are anxious to say what you want to say.

He is a very intelligent person. He can get a thorough solution.

Then we gave him second prescriptions: learning to use communication forms.

Leaders who do not design communication forms in the enterprise will not get effective communication.

It is interesting that he has designed many drawings and made many experimental forms while doing scientific research, but how to design communication forms is a bit of a mystery.

Case 2:

There was a young man who had not graduated very soon. His leader attached great importance to him and hoped that he could do it. But when he did it, he found that people in other departments did not buy it at all.

So he gave feedback to the leaders at the grass-roots level, and the leaders were enthusiastic and encouraged him to continue.

So he was born calf and daring to rush. He never thought that the problem would arise at once. Some laughed and patted him on the shoulder.

He again gave these unpleasant reactions to the leadership.

Unexpectedly, what happened later was that leaders rarely gave him anything to do.

He seldom communicated with him. When he saw goodbye, he always saw a professional smile, or came and went.

He had two senses of freedom at once.

[case answer]

This young man's practice is typical of the workplace.

Leaders all over the world hope that their subordinates can take the initiative and do not trouble themselves.

When a subordinate's initiative is very active, but the leaders are upset, this time the leaders will avoid us by hiding their troubles behind closed doors.

If we can not do something useful to reverse the attitude of the leadership at this time, there will be a lot of time to bite the chicken.

When work becomes "chicken ribs", our work will be very annoying.

Case 3:

On one occasion, I was late for work, and my colleagues in the company were almost gone.

But there was a strange girl standing at the elevator with a reluctant expression.

Our working habit is to see who is going to look after anyone standing in front of the company's product exhibition hall.

I immediately went out to ask if I knew I was here in the afternoon, because I didn't pass the first hurdle, so I couldn't be reconciled. What she wanted to say at the moment was: "give me another chance. I will do well."

"

I first asked her to sit in the reception chair for a while, then I went to the computer to get the files of the applicants. I remember that she got two impressions and six points or more could take part in the two test.

The impression is divided into five columns. If the recruited cadre feels good, it is 2 points, usually one point.

Now the girl gets the zero score in the first feeling column, the expression power is one point, the tone is one point, the expression is zero, and the initiative column is zero.

I saw this score a lot, and the girls in front were not bad. They also had a college degree, and they didn't cook. Now they also know that they have the opportunity to take the initiative, so the overall quality is the worst and they deserve five points.

But the reality is very realistic. She takes a score of two points when she should take more than five points.

[case answer]

Why is this happening? There is a "password" hidden in the workplace.

Leaders who are practical leaders, especially professional managers, are different from ordinary people in terms of new employees.

Behind their easy-going and smiling eyes, they often hide a string of stereotypes of ordinary employees, which are a series of strict and stereotypical prejudices, collectively known as the six elements of professional quality.

How about affinity and expressive power?

What is the ability to take the initiative?

What about learning ability?

How about loyalty?

What is the ability to resist setbacks?

Where are the highlights of business quality?

The six element of professional quality has been woven into a net in the heart of the director of personnel, sifting and screening, unable to fall enough, leaving outstanding performance as reserve talents.

Is there a password in the workplace?

After work, as soon as we go deep into the workplace, we often face the confusion and confusion in the workplace, and there is no good way to deal with it.

The confusion is generally classified as follows:

1, leaders only give tasks and pressures, never give way to work; when we progress, leaders do not see and there is something wrong. Leaders have more eyes than anyone.

It made us feel very uncomfortable, often wanted to give him a punch, but weigh the pros and cons and dare not...

2, the work is not dry, but the future and money can not be opened.

When we have tasks, we think of us, but when we have good deeds, we often have nothing to do with us.

In my heart, I always want to raise a job and raise salary, but I always can't find the right opportunity to open it up.

After work, the "cold" formed by the workplace confusion is wandering around the market makers, and no one has recruited it to provoke it. It will drift itself. Then, the cold of the workplace is like the disharmony in love, and it can not be separated from it, and it will wear its mood and cool the vitality of people.

If you continue to metaphor, you can find a lot.

After entering the workplace, more than 50% of young people will soon fall into such confusion.

I hope I can work hard and work out early, but I often do not know where to go, nor how to teach.

The income is not high, and no skills. What if we go on like this?

It is boring to cooperate with leaders and work under their staff.

All efforts say zero to zero, making today very uncomfortable, tomorrow is very confused.

Least willing to apply for an old job, but always have to go to the job hunting spot to find the future.

Many times, I feel tired.

What is even more depressing is that we just get out of a puzzle and fall into another confusion. At the same time, there are many people who care about performance in the enterprise. There are few and few people who care about our inner confusion. There are so many experienced leaders in the enterprise. Why are they willing to teach me so little? Is it so difficult to pull a brother? "The leader said," every family has a hard nut to crack. "

Here, the two voices were born in the hearts of all of us: "which one is cold, I can not see the future is colder? Which is far more distant than I can not find the direction?"

Although everyone has their own workplace confusion, but when they experience more work, they will find that they often fall into two categories.

A group of people face the unfair, perplexity and perplexity from work with their temper and inner complaints.

The second group uses experience, ideas and methods to change stumbling blocks.

At first, the difference between these two groups of people is just that they seem to be very different in their work attitude. But a few years later, this slight difference has allowed the two kinds of people to distance themselves from the promotion and salary increase in the workplace. In a few years, the distance is quite obvious.

Because these two kinds of people are the most prominent in the workplace, a workplace password comes into being.

Learning from other people's experience means that they can hardly run into a few times and work hard for a few years.

Workplace confusion can form jobs and work in details, so people naturally want to ask: where can I get a job code that helps me get promoted and raise salary? How can I find out the password hidden in the workplace confusion?

Is the water in the workplace very deep? If a person has no economic pressure and no desire to get a promotion, he just works for interest and can not change it here. For this person, the "water" in the workplace is very shallow. But when a person has to face the promotion and raise salary to make life better, the "water" in the workplace may go deeper and deeper, and the working train of thought and effective method need more.

Finding the way through thinking and reducing the confusion with methods are indispensable links.

To put it more deeply, "work" is a continuous labyrinth into the labyrinth. Every once in a while, we must find a way out.

Why do we have mazes at work? This has a lot to do with the workplace, which is full of "big taboo". Many workplace "big Taboos" are not clear at a glance.

What caused the "deep water" in the workplace is the "big taboo" in the workplace. Most people may often touch some "taboo in the workplace" and find themselves unaware.

They are classified roughly as follows:

First, the company's treatment has been promoted very slowly, and the boss is unable to grasp the main business. At this point, we have no sense of crisis, and we must have committed a great job.

Two, the boss's attitude has been very good, but we have not been promoted and raise wages. If we do not look for reasons, but always want to mention "raise salary", we must be guilty of workplace abuse.

Three, the boss has been very strict, but continue to explain that we do some weighty work. If we let complaining rather than speed up growth, we must be guilty of workplace abuse.

Four, if you want to change your mind, you can change your boss. If you don't have a technical expertise and economic strength, you will quit your job and find a job.

Five, the company's performance is improving, but we can not get the boss's special attention. If we often complain about the company's system and do not reflect on ourselves, we must be guilty of the workplace.

Six, when changing jobs, spreading the resumes, the most prominent position of the resume is not attached to the new idea of the new job; after the failure of the interview, they always think "hard and difficult" instead of opening the field of work; all two of them make a big job.

Workplace taboo is a great enemy of promotion. If we don't want to go forward when our "promotion path" is extended, it is an important part of our work to focus on workplace taboo and understand how to plan career roadmap.

Because there is a rule in the workplace, a job map is very necessary.

Workplace rules (1)

See if your boss is a real bull.

It depends on whether the profit model of the enterprise is really simple enough, clear enough and thorough enough.

Do you see if your boss will bring himself up?

It depends on how many times he is patient and willing to listen to himself.

See if your colleagues will support themselves at the critical moment.

It depends on how many assistants you have done for your colleagues.

See how many people will play their little reports behind their back.

First of all, let's see how much complaint you have made.

Look at the growth space of enterprises.

We must see how many of the cadres promoted by big bosses are fond of empty talk.

Look at how much space you have in the enterprise.

It depends on how many channels we can communicate with leaders at all levels.

Workplace rules (2)

For those who want to change jobs, they can not just finish their work and get paid for their monthly wages. They must try their best to accumulate the "letter of introduction" for the next job.

Unfortunately, for countless people, it is easy to have a loophole in the workplace:

The last job is often experience rather than experience, so the next job can only provide you with a low level of repetition.

Workplace rules (3)

People who do business have an indispensable state of mind:

We should prepare several plans before going out, and think about the plot that might happen later, just like making a movie. The most important thing is how the other side looks at my attitude. My way of doing business? What do I export?

Workplace rules (4)

Many employees already have 90% of the excellent, and the rest of the 10% can become very useful talents.

It is a pity that many people know that they have lost 10% of this, so they have put another 90% into a bottle with a lid over a long period of time.

Workplace rules (5)

The most indispensable part of the job interview is:

Let the recruiter feel that we are "confident enough and practical enough".

Because in the eyes of leaders: confidence is enough to get into the work role quickly enough to work long hours.

Workplace rules (6) --

At work, the greater the leader is, the more he wants to see his subordinates showing clear occupational energy points.

So they often keep their eyes on three kinds of people. These three kinds of people are:

A person who can display outstanding professional qualities in working details.

People who are outstanding in training and management

A person with outstanding performance.

Workplace rules (7)

It's difficult to communicate with leaders, because people are very close to each other, because they are very good at communicating with each other, because as long as they understand what "three things" are in the merchant's business, what do they want most, what is the biggest crisis facing the other side and what their competitors will do? "There are not many ideas to go through with the leadership gap. It must be that they do not have enough energy to think clearly in the" three things "and think too much about other things.

Workplace rules (8)

We must not be vague about how to work like a woman.

Workplace rules (9)

There is no other way to do business. When you make it, you can produce high confidence and create a miracle with high confidence!

Workplace rules (10)

When communicating with customers and communicating with leaders, they will not succeed in speaking.