Do You Dare To Exchange With Your Boss?

If you want to meet your needs, you must first be able to meet the needs of others.

If you don't have the exchange to meet the needs of others, all your needs are Utopian.

If you want your boss to promote you, you first have to ask yourself: what does the boss need? Can I meet the boss's needs? If you want to get a manager's position in the company, you must understand what kind of manager the boss needs.

If you do not know this question clearly, your efforts will go astray, and eventually even backfire.

When you understand

What kind of manager do you need most? Next, you have to ask yourself if you have the ability to meet your boss's requirements for the manager.

If you are not yet competent for the position of manager, you should start thinking about how to make yourself capable of manager and work out a detailed and feasible plan of struggle until you have all the conditions of being a manager one day.

When you have the conditions of being a manager, this means that you have the equivalent that you can exchange with your boss to meet your boss's needs.

At this point, the boss will consider exchanging with you: you can manage the manager, and the boss will give you the manager's job.

Under the premise of free exchange, only

There will be an exchange between them.

A clever boss will not manage a manager.

To a mediocre person, as no one wants to buy something worth 10 yuan with 100 yuan.

Only when you have the ability to be equal to the manager's position will the boss take the position of manager to exchange with you.

When you need to get something from someone else, you need to know what others need and whether you can satisfy others' needs.

When you can provide others with the equivalent of other people's needs, you will have to exchange with others, and your needs will be met by equivalent exchange.

Many people often care only about their needs, but ignore others' needs.

Some people only know what they want, but they don't know what others need.

It is difficult for a person who wants to satisfy his needs and who is indifferent to the needs of others is satisfied with his needs.

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In the enterprise organization, the post is the most basic unit.

If we want to manage the enterprise well, we must first manage every post.

The most basic job management is to complete job descriptions.

Nowadays, many enterprises' job descriptions only indicate what employees should do, but do not point out what key contributions employees should make for their success.

First, let's use two or three sentences to explain why this position exists and what kind of contribution this position will make for the company.

It should answer the two question: why is this position important to the success of the company? How will it support the normal operation of the company and help the company grow?

Write down the work that this position should do and arrange it according to the contribution of these jobs to the company's success.

You should eliminate jobs that are not directly related to company growth.

Qualitative work is harder to assess than quantitative work.

You should follow the role of work in organizational success, rather than just evaluating performance according to the number of work done.

There are also some elements that are easy to assess, such as sales volume, turnover and so on.

In short, the standard of performance evaluation must be determined at the time of entry, rather than waiting for performance evaluation.

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