Analysis Of The "Three No Principles" Of Excellent Subordinates

There is a paragraph describing the relationship between the circles and the group: entering the group, entering the circle without entering the circle, failing to enter the circle, entering the circle, entering the circle; entering the group and entering the circle is equal to entering the circle circle; without entering the group, it has not entered the circle, and has been trying hard to call the boy, hoping to call Lao Tzu.

Explain the importance of entering a team. So how can we get ourselves into the circle? Actually, in real life, those who can enter the circle must be the left and right sides of the core figure of this circle. They must be considered as "excellent subordinates".

Then, how can we become "good subordinates"?

　　 Principle 1: failure and leadership Sense of worth Conflicting matters.

Every leader has his own code of conduct and value standards. If he goes against it, it is very easy for the leader to feel that such people are different from each other and have no common language.

Such a leader, Li three, is a manager of a large state-owned enterprise in a certain province. This manager attaches great importance to teamwork, especially teamwork. He thought that Marketer Without teamwork, it is difficult to make achievements. Therefore, the expatriates are living in one place. One year, a number of marketing personnel were recruited from the company, and Xiao Zhang was sent to the area. In less than a month, Xiao Zhang got married and took his wife to live with him. Because they are all gay men, Xiao Zhang lives outside the house and applies to Li San. This application, Li San can only promise, but the heart is very opposed. Xiao Zhang himself lives outside, one is not good management, I do not know what Xiao Zhang is doing everyday. After all, marketing is more loose management. Two, Xiao Zhang becomes a "lone ranger" and separates from the team. Three, it has not happened before. This is the first case.

Xiao Zhang's behavior is a serious conflict with leadership values. And, no matter how long before you stay in the enterprise, after all, to come to a new Department, a new team comes to a new team, time is only a month, to do things contrary to the will of the team, it is easy to form incompatible characters in the leadership.

　　 Principle two: don't think your performance is outstanding.

Whether the performance is outstanding is not what we say, but is made by the leadership. However, some people often think that their performance is very outstanding, and they judge themselves as excellent, so it is easy to embarrass their leaders.

Enterprises do their own performance appraisal, they will give themselves a chance to score. Sometimes, I am very competent. I think my performance is also very outstanding. Is it necessary to score a high score? It depends on the culture of the enterprise, especially Chinese enterprises. It is best not to score a high score on their own, which makes it difficult for the leaders to do so. Why? If you say that you have scored a high score for yourself, then what does the leader think?

First, we really recognize our outstanding performance. Well, leaders will also push you to a high score. But this is not to tell the leader, this is what I deserve, but the leader reconfirm. In fact, this has already crossed the leadership will.

Two, the leader thinks his performance is not outstanding, or is not the most prominent one in the organization. At this time, it will be difficult. The personal assessment is lowered, and subordinates believe that the leader is denying himself, which is far from his expectations. Besides, a lot of times, is work really done by oneself? Are all grades really belong to themselves? For example, I put the Department's work as a priority and asked Xiao Li to do it. In doing this, Xiao Li is not compatible with work and does not meet the requirements. Under the guidance and guidance of the author, the work was finally completed. At this point, if Xiao Li thinks that this work is done on his own hands, his achievements will naturally belong to himself. In the assessment of this quarter, he himself should be rated as excellent. Well, the director was in a dilemma with his grading.

The three is that they themselves are not outstanding, and score a high score. This is a very immature practice, and it is also a way to ask for it. I listened to a supervisor talking about a former colleague who rated himself as excellent in performance appraisal. The supervisor asked, "what is the basis for your excellent judgement?" the colleague said, "I don't need to explain anything. No one else has done anything. Why can't I be an excellent person?"

What a ridiculous excuse. The final result is supervisor and Employee performance Communication broke up. More importantly, the colleague could not continue to work under this supervisor.

　 Principle three: don't be too opinionated.

Some people have good ideas, but they are too stubborn about their ideas. Especially as subordinates, leaders arrange you to this position, not to make your idea a reality, but to turn the idea of leadership into reality is the key. However, some people are self righteous, resulting in their own nothing. Putting the cart before the horse is a mistake that many people make easily, but they do not know that they have made a mistake.

Sometimes, leaders' words are not good enough to be directly explained, but not to be pointed out. If you are lucky, you will meet better leaders and remind you in person. However, some people do not understand, nor do they understand the mystery behind them.

In an open competition, leaders should be open, fair and fair. This is understandable, and the personnel department is very serious. One day, the leader came to the personnel office to understand the situation of competition. After greeting, we must affirm the ways and means adopted by the personnel department and strictly enforce the management system. When the leader left, he just went to the door and came back. He said, "I heard that little A is very good." The leader left the sentence after he finished speaking. After that, it can be imagined that the conditions of competition for jobs are tightly focused on small A. Finally, small A has become a beneficiary of competition. Of course, leaders are very positive about the organization work of the personnel department, and the most important thing is to enable competent and capable people to compete for the right posts.

Unfortunately, some people do not understand the leader's words and bring their personal thoughts or personal feelings into their work. In the above example, if the personnel department strictly follows the so-called openness, fairness and fairness, it will naturally not be welcomed by leaders. Maybe once a leader can tolerate, but more than three times, he may be fired or be taken to the cold palace. Maybe I still don't know where the problem lies. Perhaps I will also say that I work hard and be cautious and conscientious, and why it is so bad. The fundamental reason is that they did not understand the leadership.