"Qingyun Zhi" In The Workplace: It Is Not Difficult To Get Into The Middle Management Level.

Everyone in the workplace may be faced with such confusion.

Whether it's a new rookie in the workplace or a very successful veteran, you must know that it is not as difficult as you think it is!

If your goal is the middle management position, you must know that middle managers do not have the final decision of the project. That is the matter of senior executives. For you, executive power is a guarantee of step by step.

Because the boss is clear and promoted to the middle level management position, your workload will increase a lot in the invisible, the lack of executive power will never be competent for the manager position.

It can be said that the best way to show your strong executive power is to communicate more and report more, so that your boss will know every detail of your progress so that he will lock you down as the next goal of promotion.

As a middle-level manager, we need to have an important quality: coordination ability.

How to let executives convey their intentions accurately and accurately? How to reflect the general employees' difficulties and complaints euphemistically? Middle managers call workplace lubricants. Bruce Kelly, a professional psychologist in the United States, has tracked the company for many years. Most of his superiors are willing to promote subordinates with good character and good interpersonal relationship to middle managers, because he can reduce many interpersonal troubles.

He also pointed out that making small groups and dividing colleagues' camps may make you gain for a while. In the long run, it may become a stumbling block to stop you from rising.

More than 70% of white-collar workers will be "fickle" as the primary reason when they complain about their superiors.

In fact, there are many reasons for the boss's fickle. As he sees the project as a whole, he naturally finds many small problems you can't see in project execution.

But psychological research finds that the more changeable managers are, the more time they need to be punctual and trustworthy.

Workplace psychologists believe that you should not promise easily, and do not hesitate to drag your feet at work. You know, as a potential middle manager, you need to show your loyalty and reliability to your boss.

No boss is willing to hear subordinates complain about their work, even their colleagues at a level level are bored and tired of their work when they are filled with complaints from other people. Do not develop a bad habit of complaining about their work with colleagues when they are at lunch. After your boss knows, they will think you lack enthusiasm for work and are not suitable for future managers. Women have the habit of going with the tide, and try to be far away from those female colleagues who wish to chew office gossip.

Oh! If you are really dissatisfied with what you do, go home in the evening and complain about your boyfriend.

Should you share the results with your colleagues after working with a colleague with a quiet character? Or do you have the results? If you choose the latter, the boss may be rewarded with your attitude and ignore the behavior of your colleagues.

It is important to know that a silent colleague will not be dumb. Once other colleagues know your "robbery" behavior, they will avoid you. In workplace rules, the most taboo is "robbing".

Don't lose your head for a moment's profit. In the long run, helping your colleagues to express your credit can add a lot to your "affinity" index.

It is natural and distant to treat different colleagues.

If you can work well with your colleagues, people will think that you are making small groups, and they are nervous about your colleagues. They will make others think you are making enemies everywhere.

The "favoritism" in the office is defined by the 2009 International Psychology Conference as "office soft violence". It is good to have a private relationship with colleagues in the office, which only makes your boss feel that you are not professional and fair.

So, if you want to

Between the development of girlfriends, it is possible to move the private chat site from the office to the small bar at home, and turn the private chat from public to private.

Don't underestimate the public speaking in every small meeting. If you want to be promoted to intermediate management, it is very important to have strong persuasion. You don't need to talk every time and don't give others the chance to speak, so you can only reduce your public image.

But don't be a "stuffy pot" at meetings.

It is very important to prepare the speech carefully at each meeting, so as to keep the middle speed and the tone of voice as smooth as possible, so as to leave a steady and reliable impression on the boss.

If you really feel that you have nothing to say in the meeting, the best way is to affirm and supplement your boss's point of view.

A career survey covering more than 4000 company managers shows that 61% think e-mail is the best way to talk; 34% think face-to-face conversation can achieve better results, and less than 5% of people choose to talk by telephone.

Psychological research found that the reason why managers favor e-mail is that it is fast and convenient, and saves a lot of office hours.

More importantly, e-mail is a proof in black and white. Once things become troublesome, it can play a decisive role in judging.

E-mail is a powerful psychological guarantee for managers who feel insecure.

So, putting important things in email can show your professionalism. If you have some objections to your boss's behavior, you will get better results than phone calls and face-to-face conversations with gentle words in email.

The most important thing is not to maintain relations with colleagues.

It is not essential to strive to do the best job and let the boss like you. The qualified boss will not reveal the closeness and closeness of his subordinates on the surface. But if you treat your boss as the most important customer, you will naturally appreciate him. Psychological research finds that when executives choose lower level partners, that is, intermediate managers, they prefer to choose people who are different from their own character.

If the executive is an impetuous person, show him a calm and meticulous aspect in front of him, so that he can convey an important message to him: I will take care of the details. If the senior executives are slow, you will try to show your own side and let them know that even if they are lazy sometimes, the next job will be orderly.