People who take the initiative to ask for instructions and report on their work have a stronger sense of responsibility than those who never ask for instructions and report?
First of all, it must be stated that:
This assumption is a false proposition. The matter of sense of responsibility has basically nothing to do with whether you often ask for instructions and report with the leader.
Responsibility refers to an individual's awareness, emotion and belief of being responsible to himself and others, to the family and the collective, to the country and society, as well as to the corresponding conscious attitude of abiding by norms, assuming responsibilities and fulfilling obligations.
Therefore, the sense of responsibility is actually an attitude, which is often related to the execution ability; and "do you often report to the leader?", it is actually a behavior, and the motivation for this behavior may be because he This matter is very responsible, but maybe that's because he wants to brush his face in front of the leadership. It is absolutely impossible to judge the responsibility based on whether or not to take the initiative to request a report.
However, this is indeed an important reminder, and we need to look at it from two aspects:
First of all, if the subject is a manager's perspective, then you need to pay attention not to judge responsibility based on whether employees actively ask for instructions and reports. Whether an employee has a sense of responsibility mainly depends on his work performance. Here are the following three points:
Whether you complete your own work on time, quality and quantity is the most fundamental and fundamental. If he just reported diligently and the work could not be completed, then even if he was always dangling in front of him, he would not necessarily have a sense of responsibility.
Whether on the basis of completing their own work, pay attention to the cooperation of relevant links. This is an upgraded version of "responsibility". If you just complete your work without paying attention to your upstream and downstream cooperation, you don't really care about your work. People who really take their work to heart and have a sense of responsibility should look at the work they are doing as a whole from the perspective of the completion of the work.
Whether to report in time and take the initiative to take the initiative when there is a problem in the work. Regardless of whether you always ask for a report or not, when a problem arises, a responsible person should know his responsibilities in such an emergency. The focus of reporting is to advance the work, not to blame the leadership.
Don't be deceived into thinking that the person who often asks you for instructions and reports on work is a "considerate person". You also need to observe whether the above three points are achieved, or to what extent.
Secondly, if the subject of the topic is from the perspective of employees, then you should pay attention to only work hard and not let the leaders know what they are doing, what achievements and difficulties they have, and they are not a responsible person.
Why is this completely the opposite of the previous analysis?
First, most leaders are people who like to report frequently and ask for instructions, giving them a sense of control. It's like our computer has a boot prompt "Your boot time exceeds XX% of the computers in the country", no matter whether it is accurate or not, because it makes us feel "I master my computer", usually everyone will look at it. Besides, we can't guarantee that the leaders we meet can evaluate the employees objectively and fairly from the above three points. Impression, aren't you at a loss?
Second, let go of flattery and flattery. Since the workplace is a place for division of labor and cooperation, it is a duty to keep information flowing with leaders. If you do not do well in your duties, you are not responsible enough. In item 2 above, as a responsible person, you need to take the initiative to understand the needs of upstream and downstream for your own work, which of course also includes the needs of your boss for yourself.
From this perspective, taking the initiative to ask for instructions and report work is not a matter of being courteous, but a real job responsibility. So on how to ask for a report, I have two final suggestions:
Organized, so it is necessary to outline the following points on the notepad in advance. When reporting and requesting instructions, you should also bring a notebook and a pen for brief records, so that communication is more efficient.
Report work and pay attention to results (output and data are the key), ask for work plan (clear budget and time), summarize work process (reflect the sequence and rules), recall work and feel (experience and gain).
Of course, for better results, you need to combine your leadership style and organize your own report.
> > Therefore, I think: people who report diligently do not necessarily have a sense of responsibility. And employees who rarely report, or try to avoid communicating with leaders, are usually not responsible enough, what do you think? >