Sometimes we are not afraid to work, and we are afraid that even if we do our best to do our work, we will not get the recognition we deserve. What's worse is that sometimes the leader will put the blame on us and say why are you so bad.
Recently, a friend said that the goose factory is demoting the leader, which is not an isolated phenomenon, and more or less business lines have been adjusted;Sometimes although the fire does not burn on oneself, it may be the people around you who suffer, which makes people more or less prepared for danger in peace.
Demotion is uncomfortable and uncomfortable, but it is quite common in large factories. My friend was dug up by a large factory in Beijing before, and he was able to work for two years, but he thought that he would work hard for another year, and then he would be able to say it after a small promotionAs a result, he was maliciously rated and demoted directly, unable to speak, speechless and helpless in his heart.
In the face of such a situation, you may face some problems: let's change jobs again, this time the tenure is too short, and the salary has not increased;Don't change jobs, I feel aggrieved, I really feel confused and disappointed in the future of the workplace.
Now there are a large number of team leaders in the goose factory who don't work, for example, the technical team leader doesn't write code, the product team leader doesn't write requirements, and their focus is more on team management, and the skill output is basically zero. If this batch of demotions can really be dealt with by a group of people who do not work, it can also serve as a warning and then return to the staff development.
However, there are times when there is a problem with the business line as a whole, and it is not something that can be turned by one person. Business line issues often involve multiple aspects, including strategic planning, market competition, product design, and so on. Even if an individual performs well in a team, it is difficult for an individual's efforts to achieve significant results if the overall business strategy is flawed.
First of all, if the personnel system is not changed, then the new promotion is likely to be the same type of person. If the company does not reform the recruitment and selection of personnel, then the company's internal system and way of thinking will continue to be controlled by the original personnel, and the quality and ability of the recruited personnel may not be significantly improved.
Second, sometimes even if some good people are brought in, if they can't change the impact of the leadership culture, then some of the existing bad culture will still affect them.
It's like those Jianghu ** will continue to spread Jiao, even if some honest people are introduced, they may eventually find that only by doing things according to those Jianghu ** can they pass unimpeded. It's like a tradition that has lasted for thousands of years.
If the above two issues are not changed, no matter how much they are adjusted, it may be useless, and only after substantial changes are made in these aspects can we more effectively attract and retain good talent and lead the company to a better direction.
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