After many people step into the workplace, they will always struggle with what kind of subordinates the leader likes. Even after trying some methods for a while, I still can't summarize the leader's preference.
In the workplace, it is important to understand that preference and trust are completely different concepts. The leader favors you and may give you more benefits and opportunities. But it doesn't necessarily give you important positions and jobs.
Execution and PUA
Execution and PUA have always been hot topics in the workplace, mainly because most people have a hard time discerning the true intentions of leaders.
Which is more likely to be favored by leaders, strong execution or PUA? In my more than 20 years of experience in the workplace, there is one criterion for distinguishing a leader's preference.
That is, whether the leader gives you the right to decide on promotions and salary increases.
If the leader has, then there is a high probability that the leader will favor subordinates with strong executive ability. And if the leader does not have this decision, then he must favor PUA's subordinates.
The reason is simple.
Leaders who can give you future expectations are definitely demanding. On the contrary, leaders who cannot be guaranteed will naturally have low requirements.
After all, it is much easier for subordinates to get used to PUA than to improve execution.
Ability and welcome
Relatively speaking, the biggest difference between ability and welcome is the amount of involvement in the leader's inner or private life. From this point of view, Fengying is more of a "tightrope walk" in the workplace.
It's not just the details that are more demanding, but also the risks of luck and factions.
For most leaders, they definitely like capable and moderately pandering subordinates. But this kind of subordinate is definitely a "rare" existence in the workplace.
Most of the subordinates are in a state of "medium ability" and "stiffness".
Therefore, leaders prefer subordinates who take "ability first" and "appropriate welcome" as the lubricant
Feedback and putting your head down in the work
Any leader likes subordinates who take the initiative to give feedback, and ignores or dislikes employees who only know how to bury their heads in things.
It's not discrimination or a search for superiority. However, the energy and time of the leader are limited after all, and the subordinates need to take the initiative to show in order to focus.
Moreover, when taking the initiative to give feedback, leaders can quickly grasp the quality and progress of work. It is equivalent to improving part of the work efficiency of leaders.
Of course, leaders will like subordinates who give them peace of mind and peace of mind, right?