Recently, a woman quit more than 600 work groups at once after leaving her job, which caused heated discussions among netizens. Some people praise her courage, some people lament her hard work, and some people question her work efficiency. This incident actually reflects some phenomena and problems in the current workplace. Why are there so many work groups?Do work groups really improve productivity?After leaving the company, how to leave the group gracefully?
The proliferation of work groups is a misunderstanding of communication
In the Internet era, instant messaging tools such as WeChat and DingTalk have become essential tools for people in the workplace. Many companies and departments will establish a variety of work groups to communicate notices, assign tasks, discuss plans, report progress, and so on. The emergence of work groups was originally to facilitate communication and improve efficiency, but in practice, it often played a counterproductive role. Some work groups have a large number of people, cluttered content, and a huge amount of information, but little substantive content. Some work groups frequently send out various reminders, urgings, and greetings, which disturb the normal work and life of employees. Some work groups have even become a supervision tool for leaders, requiring employees to reply anytime and anywhere, otherwise they will be considered undedicated and irresponsible. Such a work group not only does not improve work efficiency, but increases the work pressure and burden of employees, and reduces the job satisfaction and happiness of employees. This is a misunderstanding of communication and an inefficient way of management.
The management of the work group requires a balance of wisdom
The workgroup is not useless, it also has its merits and value. For example, it can achieve rapid information transfer, can promote team collaboration and cohesion, can enhance employees' sense of belonging and identity, and so on. The key is how to manage the workgroup wisely and to make the best use of it, rather than becoming a burden and a burden. This requires an intelligent balance that takes into account both the needs of the job and the feelings of the employees. Specifically, you can start from the following aspects:
Control the number and size of your workforce. Try to avoid creating too many work groups, and only keep the necessary ones, such as company groups, department groups, project groups, etc. At the same time, try to control the number of people in the work group, and only invite relevant people to join to avoid interference and distraction from irrelevant personnel.
Standardize the content and purpose of the workgroup. Clarify the theme and purpose of the work group, only discuss and publish work-related content in the work group, and avoid publishing irrelevant remarks and information, such as advertisements, small talk, etc. At the same time, make reasonable use of the functions of the work group, such as @reminder, pinning, do not disturb, etc., to improve the efficiency and effectiveness of the work group.
Respect the time and space of the work group. Try to use work groups during working hours and avoid disturbing employees' rest and life during non-working hours, unless there is something urgent and important. At the same time, respect the personal choice of employees, do not require employees to join or quit the work group, and do not evaluate the work attitude and performance of employees by the work group's ** and response.
Leaving the group after leaving the job is a polite goodbye
After leaving, the work group loses its meaning and value to employees. So, what should employees do with their work groups after they leave the job?Do you actively quit or passively wait?Is it quiet, or is it a solemn goodbye?This is actually a polite goodbye, and you need to consider your relationship and feelings with the company. Generally speaking, different ways can be taken according to different work groups:
Company group: quietly withdraw. The company group is the largest working group, covering all employees of the company, including senior leaders and unfamiliar colleagues. This kind of work group is no longer necessary for employees who leave the company, and it may also involve the company's confidentiality and privacy. Therefore, after leaving the company, it is best to quietly withdraw from the company group, do not make any remarks, and do not wait for a response from others, so as not to cause unnecessary trouble and embarrassment.
Department group: Inform the leader. A department group is the second largest work group, involving all members of the department, including direct leaders and familiar colleagues. For employees who have left the company, there is no need to stay in this kind of work group, but it is necessary to consider the relationship with leaders and colleagues, and not be too indifferent and rude. Therefore, after leaving the company, it is best to give a prophet to the leaders of the department, express your gratitude and blessings, and then withdraw from the department group, or you can leave some *** to keep in touch in the future.
Programme: Handover. A program is the smallest group of work that involves people involved in the project, including partners and customers. This kind of work group, for the departing employees, may still have some unfinished work, which needs to be handed over to other personnel, and cannot be withdrawn at will, otherwise it will affect the progress and quality of the project. Therefore, after leaving the company, it is best to complete your own work first, or hand over the work to someone else to ensure the smooth progress of the project, and then leave the programme, or you can express your apologies and thanks to the people involved in the project.
In short, it is worth thinking about the fact that women have left more than 600 work groups and retreated. It allows us to see the pros and cons of the work group, and it also makes us reflect on our own work style and attitude. The work group is not the whole of the work, nor is it an obstacle to the work. It is just a tool, a means, an auxiliary. The key is that we learn how to use and manage it properly so that it can be an enabler of our work, not a burden.
So, how many work groups do you have?How do you deal with work groups?Do you find the work group convenient or troublesome?No matter what your answer is, I hope you can start today to clean up and optimize your work group, keep the necessary, exit the redundant, standardize the content, respect the time, make your work group more efficient and organized, and make your work easier and more enjoyable.