Handbook for working in the authorities
Do you know what to look for when working in an agency?
For every newcomer, the authorities are full of mystery, so how exactly should you keep your leaders happy? Here, we suggest that you should not take these 18 details lightly so that you can easily say goodbye to the rookie era.
1, punctuality, not late, at least before the leadership, this is the basic quality of young people entering the officialdom, is the red line, easily do not exceed.
Some people do not take tardiness seriously when they are in school, and they are used to being loose, and they are also this way after they go to work, late for meetings, late for work, anyway, there are many excuses. It's not that bad to be late for a few minutes even if you are busy or have something to do, but the main thing is that you don't make a habit of it and you don't take it seriously. From the perspective of being a human being, punctuality is a virtue, not being punctual is disrespectful and a waste of other people's time; from the perspective of doing something, punctuality is a proper working attitude, and people who are not punctual can hardly be trusted by the leadership and the team.
2、When something needs to be asked for leadership, you must report it in person if you can, and try not to call.
Especially when the leader is in the office, but you do not even move, fuck the phone on the call, and the other party will resent it. This point is what my former leader reminded me of, I also often say to subordinates, because face-to-face reporting can have face-to-face communication, to facilitate the communication of views, the leader makes decisions also need time to think, the phone can not carry this task, unless it is a question-and-answer type, such as "this afternoon there will be a meeting please attend" such.
3, because of personal matters to the superior time off, as far as possible to advance, special circumstances should also be a phone call.
Because "leave" itself means "request, give leave" in two meanings, you ask, others give, the procedure can not be wrong. For example, I have received a text message saying "I'm going on a trip tomorrow", which is not a request for leave, but a notice. Some people do not realize that they do not do this properly, when the leader does not give leave he will feel that the leader does not know how to be humane, playing with power, and feeling persecuted.
4, and the leader on the phone, things finished, wait for a little before hanging up the phone, let the other party hang up first, and you hang up again.
Do not hang up the phone immediately and quickly, it is a kind of courtesy. If you don't believe it, you can experience for yourself that after someone talks to you, when your last word has just dropped, the phone immediately hangs up, and that feeling is particularly uncomfortable.
5, when the meeting is off the phone or set to vibrate, this article does not need to explain, you know.
When the meeting is not off the phone, but also do not blatantly in the meeting to answer the phone, play games, play microblogging, on WeChat, which is the respect of the organization of the meeting. Leaders on stage, just like teachers sitting behind the podium, look below to see it clearly, and do not feel quite hidden, as a newcomer, should be more cautious.
6、Don't slam the door hard when you come out of the office or meeting room but use your hand to gently cover the door.
This is small can not be a small thing, but there are really a lot of people who ignore, sometimes this side of the meeting, some people go out to make a phone call, or go to the toilet, but also do not know with the door, but the hand so a fling, bam, people look. When you leave someone's office, you should also be careful to close the door lightly, especially in summer when the windows are open and there is a breeze, you think you are not making an effort, but when the wind is blowing, the force is great. Human cultivation is reflected more in the tiny details, reflected in the humility and care of the people around.
7, in a quiet environment, such as during a meeting or office, lesbians in walking, must pay attention to their high heels do not make too much noise.
If the sound of the shoes is loud, it is best to consciously lighten your steps and pad your toes a little. Some young people are so inattentive that they walk in silence with their heads held high and their heels making a clicking sound, which is quite beautiful, but the meaning in the stares from behind can be much more complicated. In addition, the meeting in the middle of the exit, late or early exit from the back door, try not to shake in front of people's goals.
8, newcomers to the workplace on their own identity, need to have a degree of psychological adaptation, from their own identity as a student, by the manager, to social attributes of the position of independent adults.
Some new graduates have been used to being good children, good boys and girls, who have their parents to do everything, and who work with the same attitude, always waiting to be urged by others, not being good at arranging their plans and lacking a sense of initiative. You should always remind yourself that you are an independent person and should complete your part of the work independently and be responsible for the results, do not always expect others to understand you, take you as a child to see, give you special treatment, the consequences of that is to lose the opportunity to be valued.
9、In the workplace, when a mistake is found, admit it first and then tell the reason.
I have seen some young people, once they are found to have made a mistake at work, always constantly emphasize their reasons, objective reasons, and the mistakes of others, I understand their feelings, mistakes, fear of criticism, and fear of leaving a bad impression on the leadership. But the problem is that such an attitude is precisely what the leaders resent the most, think you are shirking your responsibilities and avoiding them, careful leaders may even think: "You are not wrong, that means I am at fault?" It may also become a personal grudge.
10, as a newcomer, to dare to show their true self.
Some people just set foot in the workplace, the official personnel relations are complex, there will be a fear of their cowardly mentality, may behave cautiously. This is also true, but it is not good to always try to be watertight, to always want others to see the good and not see the bad. Psychologically speaking, those who are overly oily and very guarded in front of themselves all the time are not enough people to trust. It is not good to be too perfect, but to be false. Young people will make mistakes, as long as serious, honest and like face, mistakes are also the beginning of progress, anyway, I am willing to allow the true nature of young people, and do not like the young to look, slippery people.
11、Many young people are new to the workplace and are prone to make one type of mistake: they are not responsible for the result of a job or thing handed over by their superiors, but for the process.
For example, for tomorrow's meeting, I let someone responsible for notifying me, but the next day people are not together, I asked him what happened, but he did not know, "anyway, all sent a text message", I asked again, he said the other party did not return the text message, that is, in the case of unclear each other is not received or something can not come he will not pursue. This "you let me do, I'll do it, as for the results and I have nothing to do" misconception must be noted to overcome, behind this or an immature state of mind, think work is done for others, they are a passive commitment. Do things, do not do the purpose, do the right, and do the best is the purpose.
12, the work to develop the habit of feedback process and results.
This point many people are easy to ignore, for example, sometimes I forwarded a document to a certain person to implement, and he received the document after a long time without a letter, I do not know if he can implement it, how to implement it, there is no difficulty, I have to go to him to ask himself. Some things are implemented at different levels, from big leaders to small leaders, and from small leaders to specific staff, and in turn, they are also responsible at different levels, and big leaders will look for small leaders to ask for results, not directly for specific staff, so it is important to give feedback in time and keep track of progress. Urgent work to immediate feedback, not urgent work to choose the appropriate time node on the feedback.
13, to pay attention to the division of labor and personal responsibilities of the department, do not use human feelings to replace the principle of work.
I had such a lesson when I first started working when I was transferred from Section A to Section B. Section A was busy organizing a meeting and asked me to help, I was thinking that we were getting along well and the departments should cooperate, so I went. At that time, the leader of Section B did not say anything, but later he reminded me that if you are using your spare time to help, no problem, but during working hours, and you are no longer a member of that department, you should go through the formal channels of communication between the department and the department, rather than your initiative. I was a bit aggrieved at the time, but now I feel grateful that he reminded me of this, otherwise I don't know how long I would have been muddling through. As an official in the field, working hours, can not be completed by feelings and preferences, the boundaries must be there.
14, pay attention to the management authority of the work and the hierarchical division of labor.
Some young people just go to work, see who are seniors, who are bigger than their officials, so who instructed himself to go, who arranged work are dry, completely without the boundaries of proportion. The result of this is not pleasing to the eye, you should know that people belonging to different departments have different leadership and division of labor, you are the department, should be under the management of this department, and the implementation of the work of this department, other leaders are big, public affairs should also be and your direct leadership to say hello, "across the pot on the bed" is a big taboo in the workplace, you did The danger of a long time is to become a soft persimmon, everyone can pinch the.
15, everything can not be taken for granted, must be their person, conclusive only.
This point is easily overlooked because people have the inertia of thinking g, "I think it should be so", for example, I asked a small colleague, "This paragraph written on your material is from so-and-so speech?" He said casually, "I think so." When I went back and checked, it was not the case at all. The mistakes caused by taking things for granted at work are particularly numerous, especially for young people who are new to the workplace, many things are complicated and complicated, all at once, and it is easy to run out of rules and regulations, relying on their very limited experience to deal with, neglecting to check and test.
16, work must be rigorous, and pay attention to the distinct action of responsibility.
Once, to the Central Office report, there is data I think is not quite right, and the colleawashee filling out the form, it turns out that this data he did not have time to find a specific person in charge, so they made up a. I told him seriously that this kind of thing was not allowed in key core departments, and that if something went wrong, he would be held responsible. Small comrades also feel quite aggrieved, said asked them if they may not also be made asked said that also can not, even if made up, have to let them specific responsibility for the business sector responsibility, we are only responsible for the submission, of the real problem responsibility is not in us.
17, the treatment of leaders and colleagues, to develop the habit of positive conversation and answer questions, do not often use rhetorical questions or set questions, which has the meaning of aggressiveness and resistance, especially easy to incur resentment.
For example, I asked someone, "Have you informed so-and-so of the meeting?" What did he say, "I informed his office manager, there's nothing wrong with that, is there?" This answer is particularly called blocking, he means I did not notify him personally, I notified his office director, I am right, but my question is to ask the matter, and not blame him for the meaning, he is such a skimming heir own, but played a counterproductive role.
18, into the workplace, you are an adult, the basic label of adults is independence.
Never find parents to set things right for you independence goes wrong, this is the most taboo thing in the workplace. Even if it's a subterfuge to go through a relationship, you have to maneuver behind the scenes, you can't jump to the foreground and speak maneuver instead of the person in question.
Circumstances will affect a person, but they will not sway a person. Put all the blame on others, the leadership is difficult to treat you.
If the leader doesn't communicate with me, I won't communicate with the leader
Some people in the unit rely on their talent and think they are relying on talent to eat, and leadership correlation or not does matter, and leadership never take the initiative to communicate, the reason is that you are the leader, you do not communicate with me, I do not take the initiative to communicate with you.
There are many factors why leaders do not take the initiative to communicate with you, either because of leadership time issues or because of leadership style issues, if you do not take the initiative to communicate with the leader, you may lose the opportunity for the leader to understand you or lose the opportunity for you to show your talent, and you will miss a great opportunity for development.
If the leader does not recognize me, I will not do a good job
Previously in the work to do some achievements, the leadership delayed expressing affirmation, He previously in that the leadership does not approve of me, and does not approve ofexpressingot to do a good job, so began to slack work. Work can not be completed on time and quality, and the work plan is also shirked, and soon from the ranks of the advanced elements back to the ranks of the eliminated elements.
If the leader does not encourage me, I will not backed the job
This type of people in the unit of grass-roots mostly, almost every day on the encouragement of the leadership for a living, the leadership one day if you forget to "step on the gas", these people will be able to sit in the same place from morning to night without the slightest change of movement. These people are not destructive in the unit, but also have no power of implementation, and are the kind of immovable character, even if the unit is to be disbanded, they will not be moved by it.
I'm unhappy because the leader won't coax me
This type of person is easy to emtheyional staff in the unit, their mood is good and rings completely by the leadership to decide, happy as if the leadership to coax, unhappy as if the leadership to the rings said a sentence: "To make me happy is very simple, so say not on the end." Do not forget that several leaders are artists by birth.
When you fail to complete a task, you always come up with a bun several leaders with it
It's not uncommon to see people like this in the workplace. When they fail to complete a task, they always come up with a whole basket of objective reasons to justify their best efforts. These reasons seem to make sense every time and get him through the crisis safely every time.
Doing the wrong thing and expecting people not to make a big deal out of it
This type of person does not make any big mistakes in the unit but keeps making small ones. He is either late or leaves early, he loses three or four at work, his work is either headless or endless, and there is either a big hole or a small one. But then he thinks it doesn't matter, and when everyone stares at him, he says, "What's so unusual about that, everyone else does it too." This is the type of person who has not been "electrified" by a small mistake, otherwise, he would not do it again.
They don't know the technology and complain about the lack of training
This type of person lacks "understand, ding": all technical aspects of the enterprise have technical content, customer service skills are not strong, lack of sal personals, and expression skills, and other problems once exposed, most people will say, the company did not train us in this area of content, just a sentence, so that we lost a lot of good sales opportunities.
Not motivated, complaining about the unit atmosphere is not good
This type of person in the unit is often said, "Mix it up, anyway, the unit management is also relatively chaotic, just their own formal is not much use." Others say, "I want to get ahead, but the unit is in such a mess, can I get ahead."
These are the people who lack a goal, a purpose in life, a purpose in work, or who have the wrong purpose. A bad atmosphere in a unit will affect a person's development, but it will not sway a person's development.