The three most common low-level mistakes that middle managers make are asking for trouble. How many have you made?

Middle-level managers belong to the middle-level people in the unit. The top is responsible for the senior management, and the bottom is responsible for the grass-roots personnel. Being sandwiched in the middle is the most difficult thing in the management team. This is the situation that makes many middle-level managers. Readers often make the following three self-inflicted mistakes:

[1] Too many things make me tired and vomiting blood, and there is nothing good

Middle-level to high-level is the most difficult hurdle in one's career in life. After that, you are a formal professional manager, and you have entered the mode of high-level entry and high-level positions. If you can't get in, you will stay in the middle-level position for a long time. One of the most important ways is to express oneself well, so many middle managers like to bring many projects, many experiments, many new methods, etc. Going into one acre of land, and this is precisely what you are causing yourself trouble for. Usually, this kind of thing will not produce performance, and the most important criterion for middle-level managers to be promoted is performance. It looks like you are trying to please the leader, but the leader wants to Political achievements are not for your own good. Therefore, many middle-level managers are so tired that they vomit blood and get nothing. You can leave this kind of thing to those who are willing to do this kind of thing. At that time, the subordinates will be irritated. I can't get along, so it's better to take less care of this kind of thing.

[2] The company suspects that there is a problem with the loyalty of the subordinates

As a manager, it’s not wrong to get along with subordinates, but if you only care about getting along with your subordinates, you tend to ignore your relationship with your superiors. In particular, subordinates will say many things that cannot be said in the unit, such as dissatisfaction with the company, opinions on senior management, etc. Wait, the better you have a relationship with your subordinates, the more this kind of thing happens, and it becomes a problem with your loyalty to the company when it spreads to the top management. Why do you think you are doing this? Therefore, middle managers must learn Appropriate proportions with subordinates, do not fail to have a close relationship with them.

[3] Do not invite high-level leaders to participate in internal activities, resulting in a lot of high-level opinions

Many middle-level managers have a tendency to close their departments and regard them as their own, especially those who have been the department heads in this department for many years. One of the easiest mistakes to make is not to invite company executives when engaging in internal activities. It’s okay to take a form, it will make the company feel that your department is difficult to manage, no matter how well you usually do your work, after letting the senior management have such an idea, they will focus on you. You know the consequences of focusing on it. What is it like? If you add that someone from the inside "sued the officials" and passed on some words about your activities, your guilt is not small.