Watch Out For The Good Old People In The Workplace.

People also expect leaders to make tough decisions and strive for maximum benefits for companies and teams. In fact, the good guys may become lazy, inefficient, and have no sense of responsibility, which is bad for the organization and for the individual.

I have witnessed this situation many times. A few years ago, a senior officer of our company hired an unsuitable person. Everyone can make such a mistake. The best remedy is to solve the problem at once. Although I urged him to dismiss the unsuitable people, he wanted to try to cultivate a new person. Even though I appreciate this instinct to be educated, two months later, we experienced a vicious and totally unnecessary transition period. This is an important lesson for any leader. To be a good person is only a good thing under the premise of ensuring the ability of rational thinking and decision.

Here are some examples to show that good people will not bring you any benefits.

　　 Talk about politeness. Deception

At the brainstorming session, everyone is trying to solve the problem, and then a high position person puts forward absurd ideas. At this time, all of us did not talk openly and openly. Instead, they frowned, nodding their heads like whispering puppets, and whispering in a low voice. No one thinks he is qualified enough to explain why this idea is not feasible.

In my company, opposing politeness and deception is a very important part of our daily work. When things were wrong, we told them at that time, we must not delay. Why? Because it is not good for everyone to win the prize. We must strive to win honor.

　　 A kind of problem Bigger and bigger

Sometimes employees are not able to perform well in some duties. It may be easier for them to retain them at that time than to solve the problem of job matching. It is better to resist temptation, not to lengthen the time to solve the problem, and not to do it.

It is harder for a person to struggle in an inappropriate position, especially when you know he or she is not competent. Be tolerant and communicate clearly, but do not need to be a good old man. We need to hit the nail on the head. Help him turn to where he or she can succeed. The rapid handling of employee problems helps to build corporate culture and enhance efficiency. After a while, you will attract employees with similar values and beliefs.

　　 Do not be whipping boy

When you are on the person - not on time couriers, who can't do your job, and those who do not pay - when you are too good, you are actually letting others take advantage of you and your business. When you are too tolerant of others, you create a fertile land to support others' contempt for you.

Imagine your smartest, focused and motivated employees watching the mediocre employees muddle through again and again. Anger and resentment sprout, morale is low, mistakes start to increase and increase. Imagine how loyal employees will react when they see others can easily take advantage of it. Your reputation will surely be damaged.

Problems pile up and become more and more difficult to solve. You don't have to be serious enough to be respected, but you have to work standards for the company -- and then tough on others to meet standards. Setting rules will help you make decisive decisions. No delay, no resistance, no dispute.

　 Self introspection

Are you too good for yourself? Introspection is an effective tool for management, but we often forget to use it. When self-examination is what keeps you and your team behind, you will improve your management style. When your employees have enough freedom to express real ideas without fear of being scolded, you will gain valuable views and your leadership will quickly mature.

Of course, this does not mean that leaders can be unscrupulously rude or cruel to employees or bullying employees in the workplace. An efficient and respected leader is quite different from a manager who constantly deals with problems derived from conservative management.

Be careful not to get mixed up and be a good person, or to make a difference between a good person and a good leader.