[Workplace principles]

Where can people go?
-- Wu Lin Chuan

After six years of work, I was amazed at my childishness in human life. I also witnessed some very competent colleagues who delayed their development only due to some technical problems in this area. The "technical problem" mentioned here refers to the low-level mistakes that can be avoided if someone tells us a little attention. It has nothing to do with personality, understanding, and emotional intelligence. That's why I hate it even more. Why did I learn only the mathematical physics and chemistry in the 16-year cold window, and who are the bad old men? This article lists some workplace principles and explores the common principle behind them-"unfamiliarity.

Suggestion Box of the General Manager

Xiao fan was very depressed recently. Every time he goes to work, off work, lunch, And all off-peak hours, he can't help but think about the question: why can't he always pay attention to it? I want to be smart, full of economic skills, graduated from a famous university, and became a famous foreign company without any effort. However, after more than a year, I did not get any important work except for running errands and writing documents. I have so many great ideas, but every time I come back from the leaders, I don't mean I am not impatient with my ideas, but I will end up with a "I will discuss it later. What do leaders do? What else does he do besides surfing the Internet and chatting with QQ every day? What is this broken company? It's dead. I don't know why it hasn't collapsed yet?
In the dark, the general manager seemed to have heard Xiao fan's cry, and hung up a pale yellow suggestion box in the corridor. He said, "If you have any opinions, please write to me at any time !". "Alas, I am so depressed to death !", Xiao fan thought, and finally made up his mind to write a long letter to the general manager. He complained about how stupid, conservative, and eye-catching department leaders were.
Excuse me, is it true or wrong for Xiao fan?

Loose

His practice is 100% wrong. Here, we do not need to discuss the mistakes of Xiao fan and his leaders. We only need to consider one question: How did the leaders work?
One reason why a leader becomes a leader is that he and the General Manager are more "close" than fan ". The "affinity" here does not necessarily refer to private relations, but also includes "trust" and "interest relationship ". He may be a relative of the general manager or a relative trust of the General Manager. Alternatively, he may be closely related to the company's senior management. Alternatively, the general manager may also hate his character, however, he can bring many achievements to the general manager. However, the most common case is that the general manager has much more trust in him than in small employees such as Xiao fan. Therefore, in the eyes of the general manager, Xiao fan will only be a small emperor who is somewhat impetuous, has a low eye, has a deep experience, and has been spoiled by his parents.

People are emotional animals and interest animals.

People rely on reason for analysis and make emotional decisions. Scientific research shows that the higher the biological emotional system, the more complicated it is, probably because the information that people can get when they need to make decisions is far from adequate. Imagine if you come to KFC at noon, do you have a beef burger or a chicken burger? Do you want to try the new "nengniu wufang "? Cola and ice ?...... Ordinary people often make decisions within a few seconds. The decision is based on: "I wanted to do that at the time." At this time, the main role is the emotional system. In the experiment, some people who suffer emotional system damage due to trauma and other reasons may hesitate for a few hours to make a decision.
Rational Analysis can influence emotions, but the emotional system is the final decision. The uniform fresh orange is indeed beautifully packaged and tastes good, but the one that made it sell out of stock is still the phrase "more beautiful C ". The most important thing about product design, marketing, and brand operation is how to impress consumers' emotions. The same is true for people.
People are interest animals. In most cases, the decision-making basis of a person is to maximize the interests of an individual or a group, or minimize the losses.
Therefore, when dealing with people, it is often not who is right or wrong, but who is close to whom.

So, when you are not familiar with it, don't try again.

Before swearing or blacklisting, the most important thing is not to consider whether you are correct or not, but to determine whether you need to measure your weight first. This is why people often say that they should not help their friends scold their husbands, do not help their neighbors scold their children, or intervene in other people's chores.
If the husband doesn't understand this truth, he will be confused by the black shapes of his mother and wife all day, and will become a detective and logic house. In fact, as long as he understands that what they are fighting for on the surface is who is right and who is wrong, it is actually fighting for who is close and who is sparse. Therefore, as long as they cleverly tell them that I am actually closer to you, they will be able to stay in peace.
The smart general manager understands this truth. Therefore, when two ministers cannot submit an email to the General Manager to reveal each other, the general manager will not call them like the primary school teachers, I will write a letter to them saying, "I fully trust you. Let's do it ", this is no different from the husband's appeasement of mom and wife.
You can also design your opponent to make the mistake of sharing the relationship, so as to solve the problem.

The solution

Tell a story in "circle trap.
Yu Wei is the general manager of the China Region of ICE, a multinational software company. He is mainly responsible for sales and is the top manager of ICE in China. Unexpectedly, the Headquarters suddenly dropped a nerd named Deng Wen to set up a "R & D center ". Yu Wei wanted to sell his own products, and Deng Wen had nothing to do with technology. If he encountered technical problems in the future, he could ask Deng Wen for help. However, one day, Yu Wei suddenly found that Deng Wen was a college classmate of his old rival Hong Jun, and he also benefited from the introduction of Hong Jun! Why ?! Yu Wei believes that Deng Wen must be a time bomb that has been inserted by Hong Jun to his side.
Yu Wei's approach is to first take Susan to Deng Wen and say that Susan is going to see a CIO of a major account named eland. I hope Deng Wen can come and answer some technical questions from the CIO. Deng Wen agreed that he could take this opportunity to make some substantial contributions to ICE. But at the elandand company, Susan suddenly said that the meeting was dominated by Deng Wen, and when the CIO of elandand asked why ICE China provided a much higher offer than its headquarters, susan pretended to be making a record and refused to answer the question. Deng Wen had no choice but to answer his questions at random. Afterwards, Yu Wei wrote a letter to Deng Wen's top supervisor and several other vice presidents, saying that Deng Wen "beyond the right to intervene in the sales staff's business. In the face of customers, he ignored the previously agreed role division, without knowing anything about the ICE price policy and other business links, the quotation system is explained in a random manner, with loopholes and contradictions, seriously damaging the customer's trust in the ICE ......"
After Deng Wen knew that Yu Wei was so down and stabbed in the back, he was so angry that he had nothing to worry about. He also wrote a letter of control v. Yu Wei deliberately set up a trap and framed him.
Even if yu Wei's email was a bit tricky or even fabricated, it was not right. Deng Wen wrote a letter to comment on his superiors and revealed that Yu Wei was a villain, so he announced to everyone that, he and Yu Wei cannot work together, and their conflicts cannot be reconciled. Deng Wen and Yu Wei are the top two of ICE's ranks in China. The relationship between them has reached the point where we don't have a day together. Can the senior leadership of ICE face the enemy? Can we not take decisive action? Either one party leaves or both parties leave. In this case, the most wise boss will not consider who is right or wrong between Deng Wen and Yu Wei, who is a gentleman or a villain. They will only consider the following: who should let us go and have the least impact on ICE's business in China?
Deng Wen's correct practice should be: Immediately call the top boss and explain that he did it out of motivation to help the Sales Team win the project. It may be due to insufficient communication with the Sales Team in advance, it is also possible that the project process may be affected due to lack of experience in dealing with customers, and you already know what to do in the future. Do not defend too much or speak ill of Yu Wei and Susan. As for those at the headquarters, if they complain to their superiors, the boss will put out the fire for them, and the incident will be settled slowly.

At the end of the year, fan wants to raise his salary ......

At the end of the year, fan wants to raise his salary. But who should I mention? I am afraid that the relationship between myself and the department leaders is not very good. I am afraid it is also a white mention. Besides, only the manager has the right to decide who to raise his salary, so I decided to write a letter directly to the manager.
After a few days, the department leaders will report to the manager. The manager suddenly asked, "Is that fan yours? How has he been doing recently? Do you want to raise his salary ?". "Ah ?......", The department leaders are not prepared for a while. "Why? Don't you know about this ?" The manager thought about how you acted as a leader? At that time, his face looked rather ugly. "Ah, you said fan ." The leaders of the Department turned to him and said, "If you are not serious at work, you just want to talk about it and do some impractical ideas. Do you dare to raise your salary now? How can I teach him back !"

Why is reporting beyond the standard a taboo in the workplace?

This is actually quite understandable. We mentioned above: the biggest advantage of leadership is to be "close" with managers ". If the employee always communicates with the manager in private, isn't there a chance to be "kiss" more than himself "? Doesn't that mean he's hitting his job? Managers do not want employees to report to themselves over the higher level, because on the one hand, managers need to take care of the feelings of department leaders, on the other hand, the Manager will also feel that such employees are "ambitious"-since they can report to themselves more and more today, they will report to the boss tomorrow if they are not sure.
There are two exceptions: first, the boss does not trust the manager, so he will find a subordinate of the manager as his own eyeliner; second, the boss does not like the manager, in this case, if you find a subordinate who is more competent and more obedient than the manager, the boss may take the initiative to contact the subordinate, hoping that he can make enough achievements to replace the manager at the right time. In "circle trap", these two situations were all met by the flood.
Of course, if you want to speed up, it is a shortcut to report beyond the level. However, due to its high risk and operational difficulty, it is necessary to have a certain degree of talent and luck.