Tips for Asking and Reporting: Doing the Right Thing at the Right Time
I have two subordinates, one is a boy born in the 1990s. He is a bit introverted. He never asks me for instructions to report his work. Every job I assign requires me to ask him about his progress and completion. However, the completion of his work is still ok, basically reaching about 80 points. The main problem is that there is resistance and problems in the progress of the work. If he can't coordinate, he will stay put until I ask him. Then come forward to coordinate the solution. The other is a girl in 1987. She is a chatterbox. She has to come to my office to report four or five times a day, but the progress of her work is often unsatisfactory. The same thing, may have come to ask for instructions three times, but did not push forward. It just so happens that these two subordinates graduated from the same major and are responsible for the same field of work, so this job is the most troublesome and the worst for me.
Then, the question arises: "often take the initiative to ask for instructions and reports to the superiors or never take the initiative to ask for instructions and reports", which approach is better and reflects a strong sense of responsibility?
- The strength of the sense of responsibility is reflected in the completion and follow-up of the work.
From my experience as a manager, I often take the initiative to ask for instructions and report but do not advance the work and never take the initiative.
Both of these people have a lack of responsibility.
Often ask for instructions and reports but the work does not progress substantially. This kind of person has an opportunistic mentality. Asking for instructions and reporting diligently, on the one hand, is to build a sense of existence in front of the leader to prove that he is thinking hard about the work; There is still work that has not been completed, so as not to lead to arrange new work for themselves. With these kinds of purposes in mind, she just doesn't finish the work in substance. Does it mean that she has a strong sense of responsibility for her work?
It never takes the initiative to ask for instructions and reports, and it seems to have been working in obscurity. In fact, because the problems encountered cannot be solved in time, and the leadership cannot grasp the progress in time, there will be inefficiencies or even the wrong direction and futile results. "There is no credit and there is hard work", this sentence is a lie in today's workplace. Taking problem-solving as the orientation and actually solving problems is the real psychology of people in the workplace today.
Therefore, the strength of an employee's sense of responsibility should be reflected in the quality of the completion of the work, and in the timely follow-up and control of the work.
- A responsible subordinate will know how to ask the leader for instructions and report at the right time
For any job, there should be a clear division of labor between the leader of the supervisor and the subordinates who are specifically undertaken. What is the leader in charge of? Manage the direction of work, control the key nodes, manage the coordination of difficult problems, and manage the success of the results. What are the subordinates in charge of? Manage the specific implementation of work tasks, manage the correct time to ask for instructions and report to leaders.
Generally speaking, on the implementation plan of the work, you should ask the leader for instructions at the first step, which means that the leader can grasp whether the plan is being formulated along the direction he explained; the key nodes in the progress of the work should be timely requested or reported to the leader. So as not to let the situation deviated from the established track; if there is an unavoidable problem encountered in the advancement, it should be reported to the leader in time, so that the leader can make decision-making and coordination. The final result of the work should be reported to the leader, so that the leader can cancel the work in his mind. If it is important work, it is also easy for the leader to report to the higher-level leader.
Therefore, proper requests and reports, and substantive promotion of work in a rhythm, is the correct way to open a responsible employee.