Are you observing employees or bosses with glasses?

In our work, when we have opinions on some employees and leaders, this will cause us distress. We are dissatisfied with our employees, blame them, and even think that we are wrong people. We are unhappy with the leadership and feel that our leadership capabilities are not good, even if you think you have followed the wrong person, you can tell yourself that you cannot give up easily. Sometimes it even becomes a kind of torment, lost self, affects the quality of life, no happiness.

Of course, sometimes, as we can see and analyze, employees are indeed incapable of providing sufficient leadership. However, it may also be another situation where we entered a psychological Strange Circle and looked at others with colored glasses. In the final analysis, we come out to work for the sake of our pursuit, to make the problem simple, and to keep ourselves updated and improve ourselves. Then we should try our best to understand what is behind this problem, so as to alleviate the pain it brings and, in the days to come, we are prepared to face similar problems.

Let's look at an example:

The famous Russian great Wen Hao pusijin fell in love with Natani, known as the "first beauty in Moscow", and got married to her. Natan Li looks amazing, but it is different from Puxi Jinzhi. Every time pushijin read the written poem to her. She always covered her ears and said, "Don't listen! Don't listen !" On the contrary, she always wants puxijin to play with her and attend some luxurious evening parties and dance parties. Therefore, puxijin left behind her creations, made a lot of debts, and finally died in a duel for her, let a literary star fall early. In pusijin's view, a beautiful woman must have extraordinary wisdom and noble character. However, this is not the case. This phenomenon is called the halo effect.

What is the halo effect?

The halo effect, also known as the halo effect, belongs to psychology, the halo effect indicates that people's cognitive judgment on others is first derived from the good or evil of the individual, and then inferred from this judgment other qualities of the cognitive object.

Psychology research proves that a person's prejudice against others is often automatically "Confirmed ". For example, if you have doubts about someone, after a long period of time, you will naturally be noticed, and the other party will inevitably become centrifugal and wary. In turn, the impression of the other party will make you convinced that your original views on him are correct. This is role interaction and two-way feedback in psychology. The loss of one party's feelings leads to the loss of the other party, which in turn increases the degree of the loss of the other party. This cycle proves that it is bound to fall into more and more prejudices, and the maze of the halo effect will be lost. This reminds us that when you are not familiar with a person and have prejudice against someone, you should first rationally review whether your attitude and behavior are affected by the halo effect, consciously walk out of the maze of the halo effect.

Are you facing this problem? Does the boss doubt you? Are you disgusted with your boss? Do you want to give up or solve the problem?

Why does modern management emphasize that management should also be quantified, such as performance appraisal indicators, although the formulation and implementation process is complicated and incomplete. However, compared with the absence of quantitative indicators, our work has become easier and easier. On the contrary, if we manage our work only based on personal likes and dislikes, it is easy to put ourselves and our team into suffering, everyone will lose their sense of accomplishment, and work is no longer a pursuit.

There is a word used to pray, which can explain some problems:

May God give me a calm heart to accept things that cannot be changed; give me unlimited courage to change things that may change; and give me wisdom, identify the differences between the two.

We need to master scientific methods, constantly improve the management level, and improve ourselves.