If you don't flatter yourself, you can get the 3 tricks that leaders can reuse, neither offend your colleagues nor underestimate them

Many friends feel that flattering leaders in the workplace will make them uncomfortable, so they are very repelled by this kind of behavior and such people. I would rather be promoted slowly, or even not be promoted, rather than do something I don't like. It must be said that such a person is very personable and very strong. Although the author believes that appropriate flattery in the workplace is a lubricant for dealing with leadership relationships, I also think that it is too much to go too far. As a leader, what you need is not only people who only know how to flatter, but also practical talents.

So in the workplace, is there a work method that can be reused by leaders without flattering leaders? Below I will share with you 3 tips.

1. Help in the snow, action support ===================================

Manager Liu wanted to develop a new product market in the department, but this was resisted by many old employees, who thought that the product had a bad prospect and was a waste of labor. So Manager Liu made this proposal but no one supported it, and let other employees do it, and the employees found a lot of reasons to prevaricate. Manager Liu's situation at the time was extremely embarrassing, but when employee Xiao Kong mentioned this matter again at a meeting with Manager Liu, he took the initiative to stand up and say that he was willing to develop the market for new products. Manager Liu was very happy when he heard it, and gave him a lot of resources, which could be considered to solve the embarrassment of Manager Liu at the time, and let Manager Liu have a stand.

In the workplace, leaders need to cooperate with many people to complete a job. Sometimes it may not be necessary for the leader to manage the people and let the employees do it. Therefore, when the leader arranges the work, take the initiative to take the initiative, may increase their own affairs and risks, but use actions to show support for the leader and tell the leader to stand on the leader's side.

Taking a step back, if there is a problem with the leader's arrangement of something, and everyone does not do it, the leader will be embarrassed. If he says he can't do it himself, it will damage his own authority, so at this time, it is even more necessary for employees to take the initiative. When you come out, the leader can set an example, and if something does fail, the leader also has a step down and says to stop and not do it.

2. Keep improving, do one more step ===================================

There is a small story. The boss asked two employees to go to the market to ask the price of potatoes. One employee just asked the price and came back. Another employee asked not only the price of potatoes, but also the prices of several other vegetables, and negotiated the price and quantity with the seller. From this story, it is not difficult to see the gap between the two employees. The first employee can do whatever the boss asks him to do, and he will never do anything that comes out. That's how most people are. The second employee not only does a good job in the present, but also extends it on the basis of the present, and does more than one step. This kind of employee is rare in the workplace, and it is also the easiest to be reused by future leaders.

Many people say that it is enough to do your own job well in the workplace. What the leaders don't ask you to do, do so much. This statement is also true. However, every time a leader arranges something for employees, it must have a deep meaning, and it is definitely not as simple as it seems on the surface. Explain that everything an employee does is his split of a larger task. When the employee finishes reporting, he also needs to summarize for further processing. Therefore, if employees extend on this basis, then for the leader, it is to do what the leader wants to do but does not say, it is to save time and improve efficiency for the leader. In the long run, such employee leaders will naturally become easier and even more inseparable, and they will continue to be reused with them.

3. Talk too much without losing, take retreat as advance ========================================================

Xiao Kong completed the task of developing new product markets arranged by Manager Liu. At the department meeting, Manager Liu was ready to reward Xiaokong and set a good example. When Manager Liu praised and rewarded Xiao Kong, Xiao Kong said, "I don't have much credit for developing new products in the market. I just did what Manager Liu said, so I have the current results." Manager Liu was even more happy to hear this. After that, the small holes are more and more reused.

The author has said many times that you are rewarded in the workplace. When you make achievements, you need to give credit to the leader. On the one hand, you can bring the relationship closer to the leader, and you can show that you don’t take credit and pride. Even if the credit is given to the leader, the leader will not monopolize it. However, this is the effort of saying a few more words, but many people think that this is flattering the leader, and this kind of thinking is a bit biased. In the author's opinion, when the leader praises, giving back a little, saying that it is the credit of the leader and other colleagues, is more a kind of humility, and it is also a very effective means of reconciling interpersonal relationships in the workplace.

The above three methods, simply put, are: take the initiative to undertake the work arranged by the leader, do more work arranged by the leader in depth, and be humble when credited, and bring the leader and colleagues together. It's very simple, I don't know if the reader has you GET to it?