Trust Game Between Superiors And Subordinates

Having worked for a year in this company, Xiao Zhou still has some new people who are at a loss as to what to do, often entangled in some trivial matters. For example, because the boss is also a woman, Xiao Zhou does not dare to dress up too much, and is afraid of grabbing the pride of the female boss and causing the other party to be unhappy.

Similar worries also include fear of taking the initiative to undertake tasks, being misunderstood by colleagues and superiors, too ambitious to grow too fast, and the boss being regarded as an eyesore in the future. All these, the cautious thoughts of "delusion of delusion" have afflicted her with neurasthenia.

As a working person, especially young people with low qualifications, have you ever had similar worries? To avoid being seen as being inactive, everyone thought of doing more.

However, how much more is it appropriate to do more? If you accidentally become an "overly advanced student", you will often give birth to another anxiety: will "ambition" be pushed away by your boss as a "ambition"? And if you are a boss, are you also vigilant for some subordinates who have strong abilities and strong performance, and are there any worries?

To solve this problem, Yu Lei, a marketing expert and financial writer and general manager of Tai Zi Long children's clothing, said frankly, "personally, I think this is a fake question. A good boss will not produce such a misunderstanding. His management is based on the KPI index (performance management assessment index), and the opinions of his colleagues and leaders are for reference.

If a subordinate has such speculation, it may be personal.

It is highly limited, misleading the boss's ideas and making arrangements based on the overall situation, and may even be making excuses for his poor performance.

Otherwise, a person who really works hard and does well in his work will be mistaken for a "usurpation ambition", so it can basically be judged that the boss has no value to follow, and there is no need to do it again.

Are feelings of oppression mostly illusory and excuses?

Ni Nan, deputy general manager and senior trainer of the central water affairs administration personnel department, holds different views on this. In his view, being suppressed by superiors is a common phenomenon in the workplace. It is induced by many repetitive factors. It is called the "David phenomenon". (editor's note: David phenomenon - British chemist David discovered the potential of bookbinder Faraday to cultivate him.

The latter was famous, but David began to belittle Faraday. As president, he was the only one who voted against Faraday's participation in the Royal Society.

Extended to modern workplace, this phenomenon of repressing newcomers is not uncommon, known as the David phenomenon.

Especially for the middle-level managers of enterprises, they have limited resources, the pressure from the upper level is huge, the competition between peers is extremely fierce, and it is a very natural move to suppress their superior subordinates to maintain their vested interests.

In view of this, the entanglements of Xiao Zhou are too trivial, but her sensitive antennae in this regard are not too much.

It is probably a false proposition that how to avoid being viewed as ambitious by the boss and in the eyes of the boss of the overall situation.

On the surface, the performance of the work is based on performance evaluation indicators, but the real situation is often not so simple. In addition to the explicit rules, all kinds of hidden rules can not be ignored. Apart from professionally completing the work, it is an essential weapon to understand the "minefields" and learn how to avoid them in the workplace.

For the grass-roots staff,

It doesn't matter if you know people or people. Anyway, it's hard for him to shine on the heads of ordinary employees, and whether a direct supervisor is a cautious person with a lack of security and excessive stress is crucial.

The so-called good emperor is not as good as the county magistrate.

One of the boss's minefields wants to win the battle? There is no scene: in the water margin, the heroes of Liangshan will attack zengtou city and revenge for the dead leader Chao Gai.

Chao Jie had made a will before he died, and who would kill him for his revenge would be the master of Liangshan.

Lu Junyi was a newcomer, eager to make meritorious service and coming from the ranks. He proposed to fight himself. Song Jiang refused to let him participate in the siege plan, but arranged for him to stay on the path and wait for an ambush and bring his troops to attack the city.

In the workplace, the usual situation is: the boss's expectations of his subordinates are good work, but not good enough to make him feel that you can replace him unless he is able to get promoted himself.

To do 120% work is to make the boss happy, and 200% is not necessarily the case.

In the above scenario, even if Lu Junyi simply wanted to prove himself, he was deprived of the opportunity to rush into battle because he was eager to show Song Jiangmu's ambition.

Boss Lei district's two short-sighted eyes overlook the immediate interest scenario: a friend who works in a bank talks about one of their branches.

A general branch of a remote area came to a large business client one day and saved tens of millions of money in their bank.

According to the regulations, the customer manager on duty can get a substantial Commission, which is a windfall.

At that time, the president of the branch found the client manager, and he said to him, "you took the money more than I took this year. What do you think of it?" the last result was that he only took 1/4 of the money, and the rest was added to the year.

Divide it equally among colleagues.

Someone asked, according to the regulation, this money is his, let him give up, he is convinced? "Friend replied:" this can not help.

If I insist on arguing, then the future will be very sad, maybe it will be squeezed into a less profitable sub branch, and it will not necessarily happen if we want to take this 1/4.

That's the way to understand people.

Being a workplace person, it is very important to judge the impact of immediate decisions on career.

In many cases, giving up our immediate interests is good for our future development.

The customer manager in the second example is treated unfairly under the rule of explicit rules, but the sacrifices he made will make him more cooperative with his superiors in the future.

How can a boss avoid injuring loyalty?

Teaching you to identify your subordinates behavioral psychologist Shui Si Yuan believes that identifying subordinates is "ambition" or "progress" in fact, there is a rule to follow: if a person's value, ability, reputation and so on are far below the KPI index, but subjective "aggressive" is very strong, and have a strong desire for power and salary, that is, "ambition is more powerful than thin paper". On the contrary, if a person's performance is far beyond the requirements of KPI index, then his high requirements for position and salary are normal.

Shui Siyuan divides the workplace into two categories: initiative and complacency. The former wants to develop upward or find another way, and it will display two styles of following rules or unscrupulous ways. Depending on the situation, different strategies should be adopted; the latter is about how many tasks and treatments are paid. Some of them have stable professional standards, while others perform well.

In order to discern what kind of people his or her belonged to, he proposed three psychological steps: first, weight, that is, to judge the conditions of his ability; second, speculation, that is, to ponder the other's psychology; third, to rub the meaning, that is, to stimulate the other's heart, and to verify the correctness of the conclusion before it is based on the external response.

In the first step, the results of "weight" can be shown through rigid indicators such as KPI, while the second step and the third step are relatively vague. According to Shui Si Yuan, to understand a person's mental state, first of all, we should seize the opportunity to pay attention to the real revelation of the most intense psychological activities such as joy, tiredness, sadness, joy, anger, fear and so on. For those who are strong minded and not excited by anger, they should adopt circuitous tactics and understand their thoughts from their usual close population.

At the same time, we need to observe its external expressions of expression, expression, attitude and preferences for a long time to judge its inner truth.

The third step is to involve the high-end skills of handling things, and its specific concepts can be referred to the story of Tian Tian in Qi.

At one time, Qi Wang asked Tian Ying: which beautiful woman is suitable for the queen? She knows nothing about it, and if she says the wrong person, she will be in great danger after the new post.

Therefore, Tian Ying used the method of "fishing with objects" to give a pair of earrings beautiful.

A few days later, Tian Ying met Wang again and found that one of the concubines wore the very beautiful earring. So Tian Ying recommended this beautiful woman to be queen.

The plot used by Tian Ying belongs to the scope of "rub meaning".

HR statement - harmony between the two sides is everyone's responsibility.

Ni Nan suggested that employees should not always regard their superiors as a symbol of reason and impartiality.

You know, they are human beings too. Beware of their ambition is their psychological instinct.

When you work, you can't "pull a car without looking at the road". The more intense interpersonal conflicts, the more you need to return to the nature of people to think. The so-called "heart to heart" and "self promotion", think about what kind of psychology and opinion you will have if you are in that position. Doing so in the short term may be complex, energy intensive and even suffer losses, but in the long run, because of the sufficient understanding and mutual trust between the two sides, employees can get more resources support and career development space.

Specific to the operational level, individuals want to win a wide range of trust and support. In daily work and communication, apart from giving full play to their professional abilities, they must pay attention to displaying their personal ability, communicating with others, and treating others' attitudes, such as giving prominence to the strength of organizations and teams while promoting major projects, and never making personal achievements. At the same time, making full use of communication on informal occasions, consolidating personal relationships with superiors and colleagues; being modest and calm in personal achievements, gaining recognition from superiors and compliments of colleagues, and never forgetting the proper courtesy and courtesy and respect for others.