Seize The Opportunity: Help You Easily Get Good People.

During the whole day's work hours, the topics discussed in the office will be boring besides work or work. At this time, you play a leading role. You often talk to your colleagues in the office about some fresh and funny topics. You often bring the digital products you just bought to share with you. Everyone will feel special about you. It will also make people feel that you know a lot of eh, really special. Next time you must go to your home.

Slowly, everyone's eyes will be attracted to you.

Those who are often remembered must be very special people.

Generally speaking, women who speak loudly often leave people with an impression of being efficient and efficient, though this will give you extra marks in the workplace, but always this way, it will give people a lofty feeling, as if it were a goddess who "can only see far away and not play".

Such images must be corrected. A popular person is generally approachable and gentle and decent, especially polite.

"There are rivers and lakes where there are people."

This is a classic line in Wong Kar Wai's movie "the laughing stock".

The same is true of people in enterprises, no matter where the enterprises are, the internal factional disputes are strange.

"With the development and growth of enterprises, forming a small circle within the company has become a more common phenomenon."

Liu Fuyuan, President of the China Human Resources Development Research Association, said that enterprises are based on people and interests.

There is bound to be a "circle", but if there are too many circles, there will inevitably be a struggle. Some people will be able to gossip. This negative cultural phenomenon has different origins, and there are some differences in coping strategies.

"There are only two driving factors, one is employee initiative, the other two is leadership connivance."

Liu Yan, who is currently the director of human resources in a China top 500 enterprise, summarizes his more than 10 years of experience in human management, and has different views on the "circle" of the workplace.

She believes that the small circle of departments is not terrible, and the small circle at the end of management is not terrible.

"I am afraid that I am afraid of a small circle of inter departmental and malpractice between management."

Liu Yan bluntly said that the "circles" with these two factors were most likely to have two kinds of results, one is to form their own "faction", to squeeze more colleagues to gain greater power of discourse or more circle interests; second, to operate their own sphere of influence, to accumulate more strength against higher leadership, and to form a "tolerance of others" posture.

The Google Corporation of the United States, the externally declared enterprise creed is "no evil", but this creed has been challenged. A British media has recently reproduced a former employee of Google: the degree of intrigue in Google Corporation's political struggle is reminiscent of the secret struggle in the famous novel of power and TV play.

The employee said that Google is famous for its innovative culture on the surface, but its headquarters building in California is full of conspiracy.

Although Google founder Larry once encouraged fierce competition within the company, but because of the increasingly fierce internal struggle and differentiation, in February this year, Larry had to stop at the annual meeting of the company. Larry clearly told the company executives that the struggle must be stopped completely, otherwise the company would "punish them severely".

According to introduction, Google is due to

Serious, since last year, "Andrew father" Andy is no longer in charge of Android, because of the conflict and chasm between the two businesses.

Earlier, there was a battle between the former Google search and product project manager and CEO, and then the product project manager walked away from Google as YAHOO CEO.

The case of Google can be found in most of the workplace.

Combining with Google's case analysis, Liu Yan thinks that in the current workplace, the small circle formed by classmates, colleagues and fellow townships is increasing.

But the case of Google confirms that no matter which one, it is a source of obstruction to the execution of organizational decision-making.

If a small circle of employees is a natural workplace behavior, then a circle formed by the exchange of blood at the top will form an invisible confrontation with the system culture.

"Any

The replacement of the responsible person or principal member will inevitably bring about the flow and renewal of "blood", and the original pattern of interpersonal relationship is also changed.

Wang Huiyao, President of China International Talent Specialized Committee, believes that this kind of circle culture can not be ignored by the erosion of the system.

"The leader acquiescence the small circle, is based on the leadership to the interpersonal relations again fractionize, again intensivism."

Many front-line managers including Liu Yan believe that the highest leaders of enterprises sometimes create a "relaxed circle" around themselves in order to avoid the plight of "high places" and "loner".

There are two rules in this circle: one is the formal rule (the enterprise system), that is to say, the formal relationship between leadership and subordinates should be ensured; two, the informal rule, the so-called "buddy rule", and the members in the "circle" adjust their relationship with this rule.

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