The employees are very capable and have merit but are not reused by the leaders, just because they do not understand these unspoken rules!
In the workplace, competent employees are needed by the company, and leaders like it.
But the fact is that many of those capable employees in the company are not reused by leaders. For example, the reader.
The reason is very simple, the employees have strong ability, but they don't know these three unspoken rules, which makes the leaders dislike.
The employees are very capable and have merit but are not reused by the leaders, just because they do not understand these unspoken rules!
- Strong ability but can not deprive leaders of the right to know
We have always believed that the ability is strong, that is, the leader has explained one thing, we can handle it well and give the leader a result. It seems that this is the case. After all, the leaders are very busy, and they have no time to listen to us reporting these trivial matters. However, we are not leaders, how do we know what the leaders think.
It is our own business to be strong in the workplace. But strong ability does not mean that you can do things without reporting to the leader at all times. When working, if you don't tell him the work situation he explained, let him know how things are going. For him, it was a shield. You must know that there is something in the workplace not to tell the leader, but it is a taboo.
And because of our strong ability, we feel that we can do a good job, and we don’t need to report all the time, which deprives our leaders of the right to know about our own work. Since leaders are not familiar with us, how can they entrust important work to us? You know, people have a natural rejection of what they are not familiar with.
As shown, if you have strong ability, you need to report the progress of your work to the leader.
The employees are very capable and have merit but are not reused by the leaders, just because they do not understand these unspoken rules!
- Capable but not infringing on leadership
In the workplace, we reflect our value by doing things to make performance. Everyone has their own set of methods. In fact, many leaders have a requirement for their employees to achieve results, no matter how they do it. This result-oriented thinking is common, but is it really so?
When leaders assign work tasks, they will first assess the importance of the matter. If it doesn't matter, then anyone can do it. But if it is important, then you have to think about it if you tell people to do it. Even in the implementation process, the leadership will intervene in the work to advance.
We received the task and finally gave the leader a result, and he did not intervene in the whole process. It seems to be powerful, but there are huge risks hidden in it. Without leadership to check the implementation process, our ability will become an error amplifier, and the ghost knows what the consequences will be. This is equivalent to infringing on the leadership's right to control things. To put it bluntly, it is an overhead in the workplace, and it is even more taboo.
Therefore, if you have strong ability, you need to report to the leader how you do it.
The employees are very capable and have merit but are not reused by the leaders, just because they do not understand these unspoken rules!
- Strong ability but cannot isolate the leader's harvesting power
We feel that it is normal to complete the tasks assigned by the leaders, and there is no need to do so many reports. Direct results, allowing leaders to save time. Most of the time it is. But please think about it carefully, no matter what material we make, as long as it is in the hands of the leader, the leader will revise it, although the magnitude is not large. why is that?
To use an analogy, just like animals in nature mark their territory by peeing, telling other creatures: "This place is mine, don't mess around, be careful I attack you."
In the workplace, it is true that we have strong abilities. The results that have been done well but have not been revised by the leader are handed over to him, which is like a piece of undeveloped land. What do leaders do by writing and painting? Actually, in my opinion, there are three meanings.
First of all, the leader has contributed to this matter, and the credit has his share. Secondly, let me tell you that what you do still needs to be improved, and I can only modify it if I am better than you. In the end, it can only be formed after passing through my hands, otherwise what you do is just floating clouds. In fact, it is to harvest credit, demonstrations and warnings. Is it the same as pee marking territory? If we don't make changes to the leader, in fact, we will deprive the leader of the harvesting power and ignore his leadership authority. This is a taboo among the taboos in the workplace.
Therefore, if you have strong ability, you should report to the leader and ask for instructions on how to do it, and implement the leader's will, which will make the leader feel better than meeting the leader's requirements.
The employees are very capable and have merit but are not reused by the leaders, just because they do not understand these unspoken rules!
Don't think that promotion, promotion and salary increase are inevitable because of our ability, and we should pay more attention to the method of work if we have strong ability. The above makes us more powerful in our work.