You know now, before it's too late, why you are not appreciated by your leaders at work?

Everyone in the workplace is part of a larger environment that is seemingly unrelated yet closely connected, in a mysterious way.

Many people are not very good at interpersonal communication at work, especially with their leaders, and generally do what they are told to do, and usually only complete their work normally. The leader is more likely to give you a few token compliments, but not any real recognition. Observe worked very hard and completed the things assigned by the leadership, but strangely enough, many good things such as promotion and salary inc increases work are not available to me, but on the contrary, they come to others.

Throughout the workplace, there is only one group of people who can come and go in a complex work atmosphere with ease. They are the ones who know how to put themselves in the right position, distinguish their roles and pinpoint the needs of the workplace. From the leadership position, the workplace people in the company can be divided into two main types, one is to do as they are told, and the other is to have a personal opinion type. Many people will think that those who do as they are told are liked by the leaders and that they will be given priority in many good things at work, while those who often express their own opinions are not liked by the leaders.

It is important to understand that leaders are at the top of the corporate hierarchy and what are their core concerns in the company. As a wise subordinate, you don't just blindly listen to what your leader tells you to do, you have to match your work with your leader's core needs in order effectively. Those subordinates who listen to their leaders too much, without their ideas problem-solving end up being less than satisfactory in terms of results.

Most of the subordinates who listen to the leader only know to do what the leader explains, and they do not care whether the problem is solved or not.

Some subordinates are both loved and hurt by their leaders.

The reason why love is because after instructing a thing, he will immediately have a response to immediately implement, response speed first-class. The reason why it hurts is that after the execution, either the matter is not followed up, or it is very different from what the leader wants, and the end is usually miserable, and eventually you have to clean up the mess yourself.

These people appear to do as they are told and perform well. In reality, they are the ones who act without a sense of problem-solving.

As a result, some leaders give verbal encouragement to such subordinates who are too obedient, and often give very little substantive recognition.

If you look at your own company and combine it with your workplace experience, you will find that subordinates who do as they are told often have the following typical behavioral characteristic behavioral

1. The leader immediately catered to a word, did not even think clearly about the causes and consequences of things, then began to act.

In the workplace, the leader is naturally happy to have a subordinate who listens to him or her. However, everything must be measured.

Some people who can't see the situation in the workplace, as long as it is the leadership to explain things, regardless of three or seven twenty-one immediately to do, do not know in their head to turn around, think about the causes and consequences of things to carry out. As a result, the results are usually not as good as one would like.

Now that I am in the management of a company, I have come a long way from the workplace, and I would like to offer three suggestions for such subordinates, which can be referred to in the subsequent daily work.

①What is the intention of the leader in assigning me to do this task? Think about a few more whys and directional thinking.

②What are the possible solutions to achieve this work? Which one do you personally prefer? Which one would you prefer if you were the leader? Preferred thinking.

③How can this work be carried out in a way that is relatively less time-consuming and more efficient in achieving results? Results thinking.

A subordinate who casually copes with the work is unlikely to excel, and on what basis will the leader promote you?

People in the workplace, do not just rely on action, action outside to understand some of the heart of the thinking.

Even if it is a small piece of work, intentional workplace people will strive for excellence, to make their own wonderful.

2. implement the work process, in full accordance with the leadership instructions to do, do not understand the flexibility to turn improvisation.

This kind of obedient are-told type of subordinate, they are easy to be stick in the execution of things.

When they can't decide for themselves, they either consult their colleagues or ask the leader for advice.

Of course, the leader cannot be an all-rounder and will make small mistakes at times.

If necessary, when you find a problem, you should give feedback promptly, rather than just going along with it. Otherwise many small things end up being big mistakes because they are not stopped in time.

Some pits do not have to jump into, some detours can be straightforward, and it is important to know your goals.

3. as long as the leader explained things to do, and the results of how to do them, they are not the focus of attention.

In the eyes of such subordinates who do as they are told, doing = doing.

People who don't think in terms of results often end up miserable.

Each person's work is equivalent to a piece of work, and we are the producer. Faced with the same work content, some people do the top quality, some do the middle quality, and some do the bottom quality. Ask yourself, which one is your daily work?

How can you maintain the quality and value of this work? This is something that people in the workplace should think about.

4. After the leader has ordered something to be done, there is no follow-up unless the leader takes the initiative to ask about the progress before reporting.

Faced with job content, some people are active, some are passive.

When a person is used to being active in the workplace, many opportunities will meet them unexpectedly.

Leaders despise subordinates who push and move a little. And those who are good at seizing the key points of things, and do not miss the opportunity to take the initiative to report subordinates, often more to the leader's heart.

Sometimes, it is more important to give the leader a sense of positive initiative than the content of the work itself.

5. When criticized by the leader, you admit your mistakes and have a good attitude, but you will not get better for a few days and will make the same mistakes again.

Once they are criticized and corrected by the leader for various reasons, subordinates of the obedient type nod their heads and admit their mistakes with an excellent attitude. If they are in a meeting, they are the kind of people who keep noting the key points in their notebooks.

The point is that some people just don't know how to learn from their mistakes, and after three minutes of admitting their mistakes, it won't be long before the same work mistakes are made, perhaps again.

If the leader finds out about this kind of situation, the person concerned will be put on the "blacklist" for promotion and salary increase, and after expressing all sorts of helplessness, he or she will usually not be rehired.

Blind obedience without self-reflection is not wise in the workplace. If you want to develop better and be recognized and promoted by the leadership, in addition to knowing how to listen to the words, it is more important to listen to the words of the leadership, to think about what the leadership wants, and to be anxious about the leadership. Only so, you in the heart of the leadership, the weight will increase with each passing day, from the promotion and salary increase is only a matter of time.

Second, those subordinates who are not too obedient, have self-assertion, know how to dig deep behind the demand point of things, and like to create good results to provide more possibilities.

Contrary to those who do as they are told, there are naturally some less obedient subordinates in the company.

Generally speaking, those who have a bit of personality and a bit of an idea in the company have a lot of talent.

Sometimes, the real solution to the problem also depends on these people, corresponding to some small insignificant defects in the leadership, but also to turn a blind eye, to grasp the work of the proportion can be.

The company has such a staff K manager, belong who to the personality of the less obedient type.

Usually, in the company like to keep to themselves, after work and seems to have too many topics to chat about with colleagues, many people have the impression that he is a bit of a maverick, and colleagues do not get along very well with each other.

However, Manager K's daily workability is obvious to all, not only can he complete the work tasks assigned by the leadership, but sometimes he can also propose unique insights and optimization solutions, which is highly appreciated by the leadership.

For example, when the leader puts forward a work content requirement, an A4 sheet of paper appears on the leader's desk, on which the action plan given by Manager K for the leader's idea has already been printed. When the meeting is held, the leader gives a glance, the K manager can understand the true meaning of what the leader wants to express, and participate in it to express constructive suggestions and opinions.

All this is in the eyes of the leader, but more often than not, it is just a mutual understanding.

Manager K understands the real needs of the leader, uses his expertise, and tries to deliver good results. It is for this reason that he is often rewarded with either recognition or promotion at the company's end-of-year meetings, with good results coming to Manager K.

After all, no one would consistently turn down someone who can deliver good results, especially in the workplace.

Looking back at the value-creating subordinates in the company, we can see that they all have certain similarities to each other.

1. they all have a little personality and at least one skill that allows them to make a living in the company.

Regardless of the size and number of people in the company you work for, the different departments and their staff distribution will naturally have some personality traits.

The smart ones learn to read people and work in harmony with the people around them.

Of course, there is also that individuality prefers to be a maverick. These people usually have a knack for being the best at what they do, otherwise it would be diff, a cult for them to stay in the company for a long. There is some truth to the saying that people with high skills are bold in the workplace.

They are in the company based on the ability to eat, and other irrelevant things, and also seem to have e no interest to pay attention t

2. do not care to please the leadership, think that doing their job can, when ndoingessary, will take the initiative to find the leadership of communication.

There are usually people in the company who are good at getting along with the leaders, especially good at kissing ass or pleasing the leaders.

In this group, it is unlikely that the initiative is to please the leader.

They just concentrate on their day-to-day work and are content to do their part as long as they do what they are asked to do. It is not their style to flatter and please the leader.

It is only when they encounter difficulties in their work and really need assistance that they to the leader's office to communicate, hoping to get assistance or guidance to help. As the saying goes, nothing is too much for them, which is the most appropriate description.

3. The emotional intelligence of the workplace is relatively low, and when dealing with the various departments of the company, they will intentionally or unintentionally offend their colleagues and are easily marginalized by everyone.

Because of their small personalities, they are often unable to play with colleagues.

As time goes by, they are easily ostracised and will naturally be deliberately made difficult when carrying out their daily work, making a simple task relatively problematic.

These people are also open-minded, different paths don't work together, you go your way and I'll cross my bridge.

Often this long-term will somehow eat a lot of unseen losses, in the workplace such initiatives to be careful.

If you're not careful, you can easily fall on your face, or even have an irreversible work accident.

Therefore, even if you are very talented, it is wise to learn to be kind to others at work.

Don't be arrogant at work and act like you're the best. We all know the truth that a big tree attracts the wind and that a gun can kill a bird, so for your colleagues around you, it is important to keep your personality to yourself and remember to get along. For your leader, it is good to have talent, and getting along with colleagues around you is a must in the workplace. One person in the great, but also can not go too far. Workplaces, need to cooperate to create a win-win future.

Third, think more about the precision of the implementation of the work and the value of the sense of freshness, to do welcome by colleagues, and even become the leader's right arm.

In the company, whether in front of colleagues or the eyes of the leadership, we all want to become popular.

Liked by colleagues, the usual work carried out will be interesting and effortless, and even n if you encounter a little difficulty, everyone is happy to take the initiative to help you, so you feel very warm. If you are appreciated by your leaders, you may be able to rise to the top of the career ladder and reach the heights you want.

Stay focused enough to think about the value of differentiation in your work.

For example, many colleagues at work often complain that they don't have time to do this and that, but is it no time? No, the real situation is that one does not pay enough attention to it.

Manager Zhang said to me in a casual conversation: "It's strange now, you can make me feel at ease watching a movie from start to finish, it's more debut difficult. But I play with my phone to brush my friends and small videos, and without realizing it, or two has passed."

Two days ago, I showed up for work underground and saw a working woman across the street in the underground with her make-up bag. Yes, just see her with a skiskillfulchnique, quickly between all kinds of cosmetics, tossing back and forth. Ignoring the stares of the passengers around her, she pounded away for half a day before arriving at the station, finally packing herself up and leaving in a hurry.

Time is always there, depending on whether you take it seriously or not, it will naturally add value to you.

If you take it seriously, it will naturally add value to you. On the contrary, if you don't care about it, you will suffer a big loss at some point.

The question arises, how can you improve yourself in the workplace to become a person who is a well-awell-apwellated leader?

1. Focus on the hhigh-value high-value your job, this will gradually increase your influence in the workplace.

If you look at the people around you who are doing well in their jobs, you will find a common feature.

They are either in a core function or in a job that is in a high-value category.

If a person wants to shape their impact within the business, remember to work in those high-value job elements if you can. By focusing on high value every day, every week, every month, every week, you arand e already ahead of most people in terms of your chances of success.

2. Self-refinement in your job, either in terms of speed or quantity, takes precedence over most people.

Good results in any job don't just appear out of thin air.

After understanding this truth, you are doing self-reflection, and the same is doing a job, in a position, what makes the outstanding one you? You are working hard, people are also fighting, where is your difference?

When you go back to the specific job that the leader has given you, it's either the speed of execution of the task or the number of highigh-qualitympletions, and you can stand out with one or the other.

Be good at catching one of your highlights, immerse yourself in it and try to be absolute at it, so that others are put off.

3. When faced with a job tasked by your leader, build a sense of reliability by ensuring high quality and a certain rate of achievement.

If the leader gives you an important task, you complete it successfully. Next time, the leader orders another valuable task, you have to complete it successfully. In the long run, you will form an impression in the leader's mind that you are reliable, and this feeling will continue to affect your personal prod development in the workplace.

Once you receive a job assignment from your boss, do your best to achieve it.

There are no excuses, you are only responsible for the results.

And vice versa

4. Symbolise your professional image in the workplace and use it to present your work as a value point and be known as such.

On the surface, it may seem that we are just sitting in different office seats in the company. In fact, in the eyes of the leader, perhaps each subordinate is a symbol, each with its unique meaning.

Someone is a plus, someone is a minus, someone is a multiplier, and command one is a divider.

Different symbols also mean your value status in the heart of the leader.

The true masters of the workplace know how to establish their profane symbols. They will use it to build up a good image of themselves, to guide and show it in their daily work. In the long run, when you see yourself, you will be reminded of a certain symbol, and you will be linked to the corresponding work value point.

5. Small details and big questions, more learning from the micro-actions of the leader's work, the leader likes people who have a common language.

The leaders in the company seem to be idle, but they are not.

If you want to get closer to the leaders, you should pay more attention to the details.