The former unit was a state-owned enterprise. As long as I obeyed the direct leadership of the department, I recently moved to a large private enterprise. I have two leaders, one is the department leader, and the other is our group leader (direct leader). After joining the company, I found that the leaders of our group are friendly and kind. Even if I make some small mistakes, I don’t feel relieved. The big problems will also help our team members. However, the good times don’t last long. Where are you returning? As subordinates, we often get angry at both ends, making both sides not human.

In the same department, they are their own leaders. If they are not handled properly, they will be in a dilemma and their work emotions will collapse. Different leaders have different thinking habits and guest characteristics. Learn to analyze these 3 points, and the grounding gas will be reused:

When the situation is uncertain, do not stand in line easily

Many people feel that they should remain neutral as subordinates, not participating or standing in line, so as not to offend others. But in fact, in the workplace, no one is offended, then you offend everyone. In the early stage of the struggle, when the situation is not clear, you must stand in line with caution, do not let yourself be suppressed because of a momentary mistake, and watch the development of the situation to see which side has the advantage. If you join it too early, it is easy to become a target of others and be suppressed. Smart workplace people wait and watch the development of the situation, and let the leaders all come to win you over. Naturally, the benefits will be the greatest, and you should stop by statically.

Use the situation to create value and pave the way for promotion.

Once the leaders compete, the rich rights and personnel resources of both parties will be revealed. When you have joined, you should make full use of these resources to contribute to the gang, so as to consolidate your status and gain the right to speak, which is also a way to pave the way for future promotion. great opportunity. Otherwise, you will always be a messenger and become a tool used by others, and it will be difficult for you to succeed. Only the value you create is the reason for your existence. If you cannot create value, you will soon be isolated. This is the workplace. reality.

There are some people who think they are very smart, they drift between the two factions, they do one thing on the face of the other, and they are even more ambitious, trying to please both sides for the benefit of both sides. Your half-heartedness is undoubtedly playing with fire and setting yourself on fire. Because you are not loyal, the leaders on both sides will not accept you from the heart, but will only use you as a bait. In this way, both parties will suppress you, and you will have no room for survival in the workplace.

Analyse and do your part

Some small companies are small in scale, with not many people, and they are very good at making things happen. When the company culture is unstable, the operating mechanism is chaotic. Leaders often disagree with each other. Whoever has the highest mountain top has the most right to speak, and the subordinates are frightened. Such a company is not far from decline, and its future is bleak. Then there is no need to go through this kind of muddy water. You don't have to look at the faces of the leaders on both sides. It's too tired and easy to beat. I don't know which day the tree will suddenly fall and the hozen will be scattered. They have become cannon fodder and can only resign one after another. Then everything should focus on the overall situation from the perspective of the company, follow the rules, and take positive energy.

For example: to see what the big leader has arranged for me by leaps and bounds, if it is a key link directly responsible, he jumped to command me, and he did not inform my direct leaders, indicating that the big leader's intentions are very obvious, and he is worried that the middle-level leaders will not perform well, so he It is only mandatory that the grassroots directly implement it. That starts from the overall interests of the company and implements the instructions of the big leader . Of course, it is not very frequent to directly leapfrog subordinates, unless the big leader and the direct leader are torn apart, usually the responsibilities of the grassroots are responsible for the direct superior. If things are done right, it's the boss's achievement; if the order is wrong, it's also the boss's responsibility. Subordinates think too much and cannot carry out their work, which is not conducive to the development of the overall interests.