An Important Factor In Measuring The Success Of The Workplace: Managing Bosses

To break down the "false Facade" of the relationship between the upper and the lower for many years, break through all kinds of latent rules and barriers which have been spread among the people.

Measuring people in

An important factor in your success is your attitude towards authority.

However, we have to face up to the three laws of the workplace. First, unless you are a boss, you will always have a superior, and you will always have to deal with your boss. Two, people who handle well with your boss are more skilled in the workplace. Three, if you can't shoot a palm, your boss is only one of the upper and lower class relationships. You can't completely dismiss any discord.

From the management point of view to make their work more efficient, the workplace people must strive to manage upward.

Its purpose is not to please, flatter, abandon oneself, opportunistic, unjust enrichment but communication, honesty, moderate respect, seek help and win trust.

Young workplace people often suffer a great deal of frustration because they neglect this effort.

What if we change your boss into a veteran soldier who has earned a lot of success today by replacing himself with sweat and sweat? Instead of a Walton University MBA, whose company has paid a lot of money from top companies?

Will you change to a retired official who has been marginalized in the company's internal struggle and tried to provide employees with a stage to hope for the last ride? Will your answer be different? Machiavelli wrote in the famous masterpiece "the king's theory": "some people know what you are going to do, only a few people know what you are like."

"Knowing what you are going to do" is the beginner of "periscope", and "knowing what you are" is the upgrading mode of "periscope".

The former is built on the surface of everyday observation to help us to judge.

The emotions that may arise; the latter are based on the analysis and summing up of the former; we need to make some efforts to find out what kind of person he is; what his principles, leadership style and potential personality are like.

The former can only let you know what to do in the face of what has happened. The latter can help you put forward his suggestions and suggestions when his boss meets new problems that he does not understand very well.

The former makes you an excellent follower, while the latter gives you occasional luster.

The biggest obstacle to "periscope" upgrading is imagination.

This is manifested in seeing others in their own mind rather than looking at them from the psychological side.

Maybe your boss will give his subordinates 24 hours to reply to his e-mail as a criterion to judge whether a person is dedicated. If you only stay in the "periscope" junior, you can only try to get back to the post at best, which is not so kindly guessed whether it is all because of his old age.

But if you go any further, you may know that when he first joined the office, he didn't inform the boss of a data change in time, causing his boss to lose his list.

You will know how loyal and strict your conscience is from your regrets, and you will know what way to get him.

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