Why are you strong but slow to rise? It turned out that these 3 things were not done well! Know early to get promoted
I believe that everyone has a common desire in the workplace, promotion and salary increase. It is a pity that each company or organization actually has fewer positions as it goes to the top. If you see more managers than actual officers in a company, then the company will not last forever. The organization of the company is like a pyramid. Every time you climb up, you step on someone else.
In previous topics, I have said more than once that doing a good job at the job is not going to be an effective bargaining chip for a promotion and salary increase. To be able to get a promotion and a salary increase, colleagues must also meet these three conditions: the leader is highly regarded, and the relationship with the leader is not required to be very good, but at least it must be placed in the leader's heart. Valuable, doing essential work is not worth it, it can only be regarded as worthy of the salary, but to provide value beyond the salary. The last is the strong personal business ability, which is also the most basic condition for promotion.
I have seen many leaders, and I have seen many leaders who have done poorly and are tired. However, none of them have poor personal ability, but I feel that their strong personal ability has become an obstacle for them to be a good leader after being promoted to a certain extent. The most common is that the leader knows everything, and his employees have to intervene in everything. Although they can achieve better results, they are very tired, and the employees are even more tired, and they also blame the employees for their poor ability. It also did not cultivate a group of talents for the company. A typical example of this is Zhuge Liang during the Three Kingdoms period.
So what are the reasons and expectations for a company owner or leader to promote an employee? If the essence of the workplace is the exchange of interests, then the essence of promotion is to obtain greater benefits and value. The embodiment of these interests and values is not just about rewarding and setting an example for doing well. In fact, there are three calculations of interests and values behind it: first, to gain the loyalty of employees through promotion, so that they can play a greater role; second, Sometimes promotion is also for political struggle. Certain positions need to have their own people, not because of their ability to be in place, but for organizational stability. For example, the position of the accountant in many private companies is basically the sister-in-law or other family members. Third, the person who is promoted and promoted must have something special. Let him be a leader so that his method can influence more people through him and drive the development of enterprises and organizations.
The seemingly simple promotion is actually a lot of entanglement behind it. However, I have seen a type of person in the workplace who has strong ability, is a leader's confidant and has a good relationship with the leader. All conditions are met, but they are not promoted. The reason is simple, because they have 3 problems to solve in between promotions.
- Current position future problems ===================================
In previous topics, it has been mentioned many times that in the workplace, it is necessary to build personal abilities that belong to individuals, or even unique abilities, but it did not say what kind of abilities to build. Later, some friends learned some office software, and they learned very well. As a result, the unique ability of the individual has indeed been formed. The leader will look for him for anything, and it is very easy to use and can't let go. The question also arises. If he is promoted, who will do it in the future? What to do if the effect is poor. You must know that leaders think about themselves first. If you promote a person, but it will affect his own work, then most of them will refuse to promote.
Therefore, if a skill is good enough to create a monopoly, then it is unknown in the workplace. Otherwise, why would someone say that if you do a good job in the form, you will always be old. Especially before being promoted and promoted, if we do not solve the problem of having a suitable person to replace our position, then the leader must first consider the issue of job stability, rather than the issue of giving us a promotion.
- Demonstrate leadership issues ================================
How to demonstrate leadership in the workplace is a big problem. Show it in front of the leader, and the leader will think that you don't take him seriously to steal the limelight. Showing it in front of colleagues will make other colleagues feel uncomfortable. In my previous company, there were colleagues who were like this. They were not high-level, but they always liked to dress up some new employees. Even though they were not in a department, they encouraged and praised others for their work. Many people also said behind his back that he was playing an official tongue.
If there is no leader to arrange specific projects to hold us accountable, it is difficult to systematically demonstrate personal leadership. But that doesn't mean there is no way. You can demonstrate your leadership by taking the initiative to help colleagues solve some difficult problems. However, this is very particular. If you take the initiative to help colleagues, you should ask them when the leader knows. The advantage of doing this is that the leader knows that he has spare capacity for work, and on the other hand, he can take on more responsibilities.
No matter how well the leaders do what they do, it is nothing more than a no-brainer under the leadership and management. Without letting the leader see his ability to work independently, how can he reassure him to entrust a team or department to you? Strong personal ability does not mean that you can lead a team.
- The problem of persuading leaders to promote ===============================================
Some people feel that it is necessary and inevitable for their strong leaders to promote themselves, but the truth is always not as good as what they want. In fact, when we think about whether we can be promoted, we only consider the problem from our own perspective, not from the perspective of the leader. Therefore, the promotion that can be taken for granted depends entirely on luck. In fact, it is like a street sale. The leader holds a product called promotion. How can we get him to give us this product? If it is trickery, it is theft and robbery. If it is a gift, then it can be regarded as an exchange of benefits.
These are not our preferred options, what we have to do is to give the leaders a reason for them to take the initiative to us. In simpler terms, let the leader see what is the benefit if he chooses us for a promotion? And this benefit is best for him. I have never believed in the existence of saints, everyone has their own selfishness, and the high-ranking leaders in the company also have their own selfishness and their own little ninety-nine. If they can satisfy his little ninety-nine, then they will not be stingy with the promotion rights in their hands and throw them to us.