You must never do these six things that will destroy your career in the workplace. How many have you done?
The workplace is a complex field of interests, and you can't do whatever you want. If you can't learn to control your emotions, and you can't control your own emotions, no matter how strong your ability is, you will not be recognized by everyone, because doing your job well is usually one of them. Ordinary people can do it, but what really decides you to stand out in the workplace are some non-work factors, such as your level of communication with others, your interpersonal skills, your harmony with leaders, etc., but Many people don't understand these things. Not paying attention to their usual words and deeds will limit their career development. Especially the following six things must not be done, which will ruin your future:
[1] When you are angry, you want to get angry, you can't restrain your anger, and you want to say what you have to say to be happy - this is a taboo in the workplace, and there is a relationship of interests between colleagues. , it is impossible to give you a good face every day, that is to say, it is common for you to be angry in the workplace. If you can't control your dissatisfaction well, you will uncontrollably put many unspoken things in your heart. If you tell the truth, no one will play for you, and you will have a chance.
[2] When arguing with a colleague over some trivial matters, you want to preempt the situation and like to provoke the patience of your colleague - this is the performance of being competitive. Competitiveness is certainly a need for competition, but dealing with colleagues with a provocative tone The attitude of disputes must be changed. It can be said that without your colleagues' praise and support, you are unlikely to make a name for yourself in the workplace. You know, there are only a few good positions, and everyone is fighting for it. What is the leader? let you do it? So, try to avoid this from happening.
[3] Like to comment on colleagues and leaders based on their own preferences--I originally commented on unspoken workplace rules that colleagues and leaders should not advocate, but many people rely on their own understanding and knowledge to comment on colleagues and leaders according to their own preferences, For the colleagues and leaders he likes, he wants to use all the good words that he can use, but for the things and leaders he doesn't like, he has nothing to say. Criticizing colleagues and leaders based on your own preferences will make you lose everyone's trust in you.
[4] Link work with emotions. When you are in a high mood, you can do whatever you want. When you are in a bad mood, the leader can't do anything at all. This kind of thing is even worse. He arranges things, but also depends on his face. Ordinary leaders can't stand such people. They are hot for a while and cold for a while. They are very unstable. No matter what, the leaders do not dare to put them in important positions. First, you If you don't do it well, secondly, when you're in a bad mood, you'll have bad things. If this situation doesn't change, it will be difficult for you to stand firm in the workplace.
[5] Do something for the leader by yourself, for fear that everyone will not know and show off in front of everyone - this kind of person is a bit naive, and his dedication to meritorious deeds is beyond words. Don't do it secretly for the leader, and make a big splash for colleagues. When you do it, you must do it in an open and aboveboard manner. Don't do anything for the leader. Soon people all over the world will know that the leader will accept your feelings. For the sake of your leadership and your own reputation, be careful.
[6] Self-initiated changes to their own work paths and processes, and euphemistically called innovation— in the process of implementing management, I often find such self-righteous people. When they first came to a unit, they felt that the These need to be improved, and they also need to be adjusted. As a result, as soon as I start my job, I start to change the work path, the work process, and the things that everyone agrees on. It makes the leaders laugh and cry, and puts on a high hat to manage innovation. The editor thinks that this kind of innovation Still not good.