Insufficient rewards, no punishment
When you join the company, you are very happy, and when you leave, you are disgraced. Does an employee in such a state have anything to do with the leader? The answer is: it is related, and it is quite related .
I remember one of my classmates who worked in a large private company and worked very well in the first two years. He could receive a year-end bonus of about 10,000 yuan every year. In the third year, he received a year-end bonus of 5,000 yuan.
When asked about the reason, due to the limited total amount of bonuses, the other 5,000 yuan was given to another employee who did not have outstanding performance but worked very hard.
For some employees whose work performance has declined, the leaders have not given corresponding accountability, but only criticized them by name in the department's year-end summary report.
In this regard, the classmate felt that he was greatly wronged, and left the company just after the year-end summary.
The role of leadership is like a seesaw, it depends on where he stands and how he exerts his strength. In most cases, as a leader, the treatment of subordinates is often lukewarm, neither hot nor hot, neither raising nor lowering, so that both sides maintain a state of balance.
And if the leader stands on the heavier side and pushes down a little bit, you will be lifted up, and the benefits of promotion and salary increase will come. Otherwise, the leader will stand on the lighter side and keep you sinking to the bottom. After a long time, it will be difficult for you to encounter better development, the vision will become narrower and the opportunities will become smaller and smaller.
In the workplace, leaders who are easy to use up their employees can be summarized into these 5 types, which need special attention from subordinates:
- Only punishment but no reward ================================
For the work done by subordinates, the leader does not give positive feedback, but instead transmits more negative energy. As a subordinate, especially a newcomer in the workplace, every time you complete a job, especially a job that you think you have done well, you really want to be affirmed by the leader. Even a word of praise will greatly motivate him to continue to do well. motivation to work.
On the other hand, some leaders do not. Saying a word of praise is like spending 10,000 yuan. Not false, but making good use of affirmations is also a heartwarming move that cannot be ignored either.
- Only use without repair ==========================
See subordinates as tools to complete the work, only know how to use but do not know how to maintain and care. Especially for those employees who use it smoothly, they often use it to the end, and in the middle, they are neither willing to spend time on training, nor willing to make it look for a higher place, but just blindly hold it in their own hands.
In this way, if such a subordinate has passed the golden period of professional development, as a leader, he does not give him a righteousness or a certain statement, but just finds an errand and arranges it for him. He was sweating and crying.
- Talk but not do ==================
For the work to be completed, individuals only do some work on paper and guiding the country. When it comes to actual implementation, they take a back seat and become a behind-the-scenes commander.
We say that work is done, not spoken, let alone blown out. In case of urgent, difficult, dangerous and heavy work, the leader does not go to the front line, does not rely on the front command, but just blindly lets the subordinates rush forward, not only can not bring out a strong team, the team will also have no backbone due to your absence , become overwhelmed, morale is low, it is easy to lose battles, and even lose troops.
- Only transmit but not receive ================================
Regarding the attribution of responsibilities at work, leaders only pass the ball, do not receive the ball, and are accustomed to playing the ball. Such a leader, when the work is completed and the results are achieved, he bears the brunt and does his part. Once there is a problem and needs to be held accountable, he has long since pushed the responsibility completely, and more often, he will not reserve this loss to the subordinates.
This approach of pushing down when encountering problems and pushing up for achievements will not only damage the leader's own image, but also more easily dampen the enthusiasm of employees who are conscientious and hard-working. If things go on like this, subordinates will become able to push when they have a job, and hide when they can. I haven't learned the real skills, but I have mastered a lot of fake handles.
- Just take it and don't put it away =====================================
Arrange work, dare to let go, but don't let go. When dealing with the work to be done by subordinates, only responsibility is given, not power.
On the one hand, I am worried that my subordinates will fail to achieve results. Therefore, I always think about my own experience in everything, and keep some trivial and innocuous things in my heart all day long, for fear of making mistakes.
Although this is done out of good intentions, there is a saying that it is difficult to grow strong seedlings in the greenhouse, and the subordinates will never let go of the work, and the subordinates will sooner or later fall into their own hands.
In the workplace, encountering a good leader is like taking a shortcut. With a little effort, you will grow rapidly, while encountering a bad leader is like falling into a deep pit. Even if you try your best, sometimes it is difficult to turn over. As a subordinate, you must always keep your eyes open, follow carefully, and change hands decisively when necessary.