In many organizations and units, there is a class of characters who are jokingly called "old fritters".
These people usually have been in the unit for a long time and are well aware of the unit's operations and rules.
They are experienced, familiar with internal politics and know how to survive and succeed in the system.
They have a deep understanding of interpersonal relationships and a complex network of interpersonal relationships.
However, it is strange that these people, despite their ability in the professional field, are often shunned by their leaders.
Why are the leaders a little afraid of the "old fritters" on the unit?
What are the reasons behind this?
The presence of old fritters will bring a certain sense of threat to the leader.
These senior employees have accumulated rich experience and skills because they have worked in the company for many years, and sometimes even surpass some leaders.
At the decision-making level, the old fritters may put forward their own opinions and suggestions.
This may be contrary to the leader's point of view and cause the leader's uneasiness.
Some leaders fear that the presence of old fritters will threaten their authority and leadership, so they choose to keep a certain distance from them.
Lao Youtiao usually has a thorough understanding of the unwritten rules in the unit and has a strong interpersonal network.
They are able to obtain some internal special treatment through the operation of interpersonal relationships, so as to influence the direction of decision-making at some critical moments.
Leaders will feel pressured because of this, worrying that the old fritters will affect the stability of the unit and the decision-making of the leaders by manipulating interpersonal relationships.
Old fritters often have some reservations about some work.
They will criticize or suggest improvements because of their dissatisfaction with certain aspects.
These criticisms can trigger sensitive issues within the unit.
Leaders see this as a challenge to their own leadership skills.
Therefore, in order to maintain their leadership image, leaders will choose to avoid direct interaction with old fritters.
In addition, the old fritters may have a certain social prestige due to their senior position in the organization, and the leaders are not willing to lose to them in this prestige.
In some units, the establishment and maintenance of leadership is a complex task.
They fear that the presence of old fritters will bring uncertainty to this balance.
However, for leaders, the phenomenon of "old fritters" should be viewed wisely.
These experienced employees are often an asset to the organization.
Their accumulated experience and knowledge will play a positive role in the development of the unit.
Leaders can better promote the development of the unit by establishing a good communication channel with the old fritters and listening to their suggestions and opinions.
While making reasonable use of old fritters, leaders also need to adhere to their own leadership philosophy, maintain their decision-making power and control over the organization, and achieve the long-term development goals of the organization.
On the whole, there may be multiple reasons why leaders are afraid of the "old fritters" in the unit, including the potential sense of threat, the complexity of interpersonal relationships, the challenge to leadership ability, and the competition for leadership positions.
However, rational leadership should give full play to the advantages of old fritters through effective communication and cooperation to achieve a win-win situation for the organization and individuals.