'367' Unspoken Rules in the Workplace - How to Break the Worldly Sophistication?

People always ask me why I have to use a pseudonym for writing articles and public accounts instead of making public appearances?

I always answer half-jokingly, because I am the mysterious great Scorpio.

The real reason is not wanting to cause unnecessary trouble for myself, and most importantly: being able to maintain the independence and freedom of writing—even if I sometimes have to lose some good opportunities to promote myself.

Maintaining independence and freedom in writing is easy to understand. Because I am in the workplace and I write about workplace topics, I will inevitably worry that if some colleagues know about it, they will be seated, or I will be intimidated when I write about some phenomena. Do not start writing.

In fact, I happened to encounter a real case in the workplace recently, and I would like to share my views.

A new colleague from a certain team, Taozi, is not considered a newcomer in the workplace. He has worked in a company that has completed an MBA in a famous school. She looks rather well-behaved. Occasionally passing by and listening to Taozi talking on the phone with others feels quite professional.

My initial impression of Peaches was good. According to the usual practice, newcomers will arrange 1:1 communication with colleagues who have cooperation around them one after another, to understand all aspects of the usual work and the content that the two parties need to cooperate in the future. Taozi came to me. During the communication process, I found that she is a very smart girl, and chatting is more pleasant.

After a while, as we had more and more contacts, I found that Taozi's way of doing things in some aspects is really not authentic. Not only me, but also colleagues who have come into contact with him are somewhat rude in private. Everyone invariably used one sentence to describe it: Seeing people's hearts over time.

It is almost predictable that Peach's future, at least his career in this company culture, will not be smooth. The reasons are as follows:

1. A matter of prevarication.

One of the most representative things is that a user found a bug in the product and reported it to us. This is the field that Taozi is responsible for, so naturally I asked how to deal with this situation.

Taozi's answer is very official, we have to rely on long-term system adjustment to solve this problem. My response is that I fully understand, but there should be a temporary solution to quickly deal with this situation that has been complained by users.

After all, when other colleagues were in charge of this work before, they also prepared with both hands. This bug will inevitably appear, and it is impossible to rely entirely on long-term solutions.

After communicating for a while, Taozi still insisted that this kind of short-term solution could not be solved. I was a little unhappy, and ran to ask my former colleague who was in charge. The former colleague told me which colleague I should contact, and copied the peach.

When I directly contacted the colleague responsible for fixing the bug, Taozi actually replied to the email just now, saying that the colleague had communicated with her before that he was not responsible for solving this problem, and now no one is responsible for this. The implication is that you can't find it.

Excuse me? Did I hear it wrong? Shouldn't you follow up on this question and ask why this matter has become no one responsible? If there is a problem with the process, shouldn't you push back and ask for the correct process? Why did it turn out to be using other people's excuses to suppress the work of their own department?

I ignored her. After submitting the question, I replied to Taozi's email: The long-term solution must be automated, but we also need temporary solutions for short-term problems. The cooperating department shirks the blame, but the user does not know that it is caused by internal division of labor, and it is directly reflected in the product that it leads to a bad user experience. Can you come up with a solution for this situation?

When I sent it out, I wanted to copy the boss, but I thought about it later. It's okay if things are resolved, there's no need to fight tit for tat. But——I don't want to get in touch with him anymore after this incident.

2. Be smart.

After this incident, other colleagues who were in contact with Peaches also encountered nails. It is also a similar thing. Peaches rejected some reasonable demands of colleagues with "this is not the way to do this", "this is not my responsibility", and "this is not my responsibility".

As I said before, there are some situations in the workplace where it is reasonable to say no, but it never means saying no to things that are part of the job.

Do you think you can easily commute to get off work on time and sit back and relax? Wrong, when you refuse to exert influence on many things, your circle of influence will become narrower and narrower, and the scope of things you are responsible for will only become smaller and smaller, and finally you will become a cocoon.

3. Work hard.

It would be fine if Taozi had always refused the demand, but her attitude towards the things that the leaders arranged were not part of her share, even if they were not directly under the leadership, and other leaders asked her for help, her attitude was quite different. Not only did he seriously ask about the needs, but he also ran to the leaders every three to five to ask for instructions to discuss some details.

In addition, just a few days ago, at the department dinner table, Taozi made a very basic mistake - toasting one by one, but only toasting colleagues who are more senior/higher than him.

Why do you say that? Because our company does not have the culture of toasting at the wine table, we drink occasionally together, or toast the biggest bosses on the spot. Except for leaders above a certain level, other colleagues, seniors or newcomers, are all the same when they get along, and they are not ranked according to their seniority.

So when she came over to drink one by one with a glass at the dinner table, everyone thought it was taking turns drinking, but when a senior manager finished, she left, and other colleagues who were going to drink together were embarrassed. Obviously, only a few days after Peach came, she figured out who was higher than her.

In the future work, she refuses to meet the requirements of the score according to this, and the colleagues of the same level who want to cooperate with her will be rejected by the above-mentioned reasons.

Later, a colleague said that he had many years of work experience to see people very accurately. From the beginning of Taozi's toasting and picking people, he seemed to be very familiar with things. At that time, he knew that he must not be a down-to-earth person.

You either don't make a toast at all, or you don't deliberately distinguish between employees. It's safer to be low-key as a new employee.

So you see it? You can treat the boss specially, but if you don't treat colleagues equally, and you see who is doing the dishes, everyone will see it.

4. Not understanding workplace rules

You will want to say the above so what? I don't need to have a good relationship with my colleagues to make them happy with my work, as long as the boss likes me, isn't that fine? It's not up to everyone to get a promotion or salary increase.

too naive.

The promotion of many companies is really based on 360-degree feedback from colleagues around them. Some of them can be actively sent out invitations to fill in, and you can find people who have a better relationship; but some are collected anonymously and from everyone, and you don’t know who wrote what.

Of course, what you write is not random, and there must be specific cases. When and what kind of things are done under what circumstances, these will be there.

Not to mention whether your colleagues have an impact on your promotion and salary increase, when I was not working for a long time, I observed a very important rule in the workplace, thirty years Hedong, thirty years Hexi.

In many cases, a relatively flat company will have a reporting relationship at the same level, that is, we were originally at the same level and equal, but due to business adjustment and merger, I may need to report to you. At this time, I will become you. subordinate.

So if I valued the level too much before, thinking that we are equal and it doesn’t matter what we cooperate with, don’t try to instruct me to do things and leave some unpleasant cooperation. Maybe tomorrow the business will change and the relationship will change. What can I do at this time?

I've seen this happen a lot.

People don't have clairvoyance and can't see things in the future, so at least don't be so short-sighted - just focus on the level relationship in front of you, otherwise you will be very tired.

So having said so much, the easiest way to make interpersonal relationships in the workplace simpler and to live a more comfortable life is to:

Don't try to guess these things, it's pointless. Do your thing well.

In the past, readers would ask questions about their relationship with colleagues in the background, and I almost always answered: Doing your own business is the most important thing.

Because in normal work, you don’t depend on your work and everyone doesn’t talk about it, but no one is stupid, and everyone sees it. When it comes to the critical time, whether the team is willing to cooperate with you, and whether everyone is willing to buy your account, It's all in proportion to what you've paid in the past.

This is not so close to personal friendships outside of work. Usually, brothers and sisters are more affectionate, and when they do things, they will retreat and be lazy and slippery. When it comes to important things, others will not respect you more and take you seriously. of.

At that time, you don't need to expressly oppose you and offend people, you just need to remain silent and not express your position.

I knew a good person in the workplace before, and when he reached the top, he said that when the leader asked me how to mention a certain person, I didn't say clearly and directly. Some aspects are still possible, and the leaders will know what it means.

So of course the relationship with your colleagues is very important, but even more important is the signboard that you put up when you are doing things yourself.

Even if you don't deliberately engage in relationships, when something happens, everyone will pull you up to discuss it, because why, you talk too much, you have to work, and who do you call if you don't?

On the contrary, if you put the blame on things, the relationship will not be self-defeating, and the colleagues you have been in contact with are unwilling to continue to cooperate. Do you think you are still a mess?