When the team has employees with strong working ability, the leader is naturally happy, but also worried. The strongman is not easy to manage, and once the damage is done, it will have a greater impact on the team. The workplace is about interests, and employees with strong abilities will be suppressed, most of which touch the interests of leaders and affect team management. Now the workplace is under a lot of pressure. No matter how stupid a leader is, he knows the importance of talents. As an employee, as long as he knows how to do it, and maintains the same interests as the leader, it will be too late to reuse the leader. Don't take the leadership as a stumbling block to development, let the leader believe that he can be used by him, seek common development, and never violate the three major taboos in the workplace, otherwise the leader will definitely suppress it.

Report beyond the level, do things beyond the authority

At the end of the year, the small project in charge of Dawei got excellent results. He did not report to the supervisor immediately, but calculated that when the supervisor reported up, most of the credit would be robbed. It is better to report to the boss himself. After the report, the boss didn't say anything and asked him to report to the supervisor again. As a result, although Dawei received a good year-end bonus, the project at hand was also taken away and redistributed after a year.

Leapfrog reporting is a taboo in the workplace. First, it disrespects the direct leadership, second, it violates the company's rules, and third, it is suspected of taking credit or reporting behind it. These are things that leaders cannot tolerate. The stronger the ability, the higher the level of reporting, the leader must feel threatened and dare not reuse such employees.

What also needs to be taboo is to do things beyond power. People with strong ability always think that "the general will be outside, and the emperor will not accept it", but they don't know that Yue Fei was killed because of this. If the leader does not agree, there is important and urgent work, please call the leader directly for instructions. Don’t make decisions on the team’s work by yourself. If the leader is not there, we can discuss it with everyone. For things that are not within our scope of responsibility, we cannot make decisions, and we must ask for instructions. Sometimes it is troublesome, but it can avoid the suspicion of the leader, and the advantages outweigh the disadvantages.

Disobedient to management, self-righteous

It is normal for a person with strong ability to be arrogant, but not conceited. Even if the ability is stronger than the leader, the leader must have his ability to stand above the power. The ancients said that the people do not fight with officials, that is, they should not fight with power, and should try their best to follow the arrangements of leaders. If the leader violates the company's system, don't take it face to face, do the best first, keep the evidence well, avoid the leader throwing the blame after the accident, and report anonymously when the situation is serious.

Obedience to management is the employee's own duty. Don't think that you are better than the leader in every aspect, and despise the management of the leader. Even if the leadership makes a wrong decision, the leader is responsible for the accident. If the employees do not obey the management, the employees can only take the blame. Leaders who refuse to accept the management of the employees have always killed chickens to warn the monkeys and suppress them. Otherwise, it will be difficult to establish authority, and they will be despised by employees.

Ignore the team, selfishness is too heavy

At present, the work of all occupations requires teamwork to be carried out efficiently. With strong personal ability, if you encounter a relatively weak team, you should cooperate with the team, and put the team's work efficiency first, and not stand out from the crowd. It is really hard to see how to teach colleagues efficient working methods, help colleagues to complete their work faster, or help leaders to better manage the division of labor in the team, so that each colleague can give full play to the advantages and improve the overall efficiency of the team. Never leave the team behind, do it yourself, and end up opposing the team.

Let alone ignore the interests of the team, blindly pursue personal achievements, or even detrimental to the interests of the team for personal interests. When distributing team benefits, no matter how great an individual’s contribution is, they can’t take the credit alone. Only by cooperating with the rules of team benefit distribution can they be recognized by everyone. In the face of employees who are too selfish, leaders must suppress them, otherwise they will hurt the interests of the team and have a greater impact.