The characteristics of leading PUA teach you to deeply analyze the routines of PUA in the workplace.

First, the implementation of mental repression through negation.

Depression caused by negation is the most common PUA routine in the workplace. The key to this routine is that the boss destroys the confidence of his subordinates by constantly denying their ability to work, making them lose the ability to think independently, thus leaving them at their mercy.

The leader of employee A likes to satirize him. Every time I report my work to him, the leader always comments, "What you do is worthless. How did I recruit you? " /"What's your use? You can't do it well! Even if there is a regular meeting every week, the last item on the agenda is to scold him: "you garbage!" " "Gradually, A became anxious. He gets nervous at the sight of the leader. He does whatever the leader tells him to do, without any complaints, as long as the leader doesn't scold him. Later, even if A did a good job, the leader would not have a word of appreciation, but continued to suppress it, making A feel that "this is what it should be".

The difference between criticism and PUA

Everyone will be criticized and educated by their superiors in the workplace, but normal criticism is very different from PUA in the workplace.

Normal criticism will be very specific: what is not done well, what causes it not to be done well, and how to correct it next. All these questions have answers. And these answers can be gradually realized by subordinates in the process of criticism and education, so as to take action.

PUA in the workplace is vague: it is essentially a kind of mental depression, focusing on venting emotions rather than solving problems. If you want to ask for details, you will either be fooled or be subjected to more severe language attacks, telling you that you can't think clearly is your own problem.

Second, promise non-existent rewards to achieve manipulation.

Another common routine of PUA in the workplace is to instill hope in subordinates and guide them to develop according to their own plans, so as to achieve the purpose of covert manipulation.

Freshman B went to a well-known financial company for an internship. In order to become a full-time employee smoothly, B has been working hard and working overtime during her internship. Three months later, it was finally time for B to become a full member, but the leader told him that the company's policy had changed and he had to go through the formalities of becoming a full member two months later. So B worked hard for another two months. When he applied for full-time job for the second time, the leader did the same thing and told him that he would not become full-time until next year.

B felt cheated, so he began to send resumes to other companies. I didn't expect this to be known by the leader, so I talked to B and kept B with big cakes such as salary increase and big projects. So B took a meager salary and worked as a cheap labor force for the leader for half a year. When B finally woke up, the leader told him to recognize the situation clearly. "Young people don't be too impetuous. You have to pay first to get a reward. " "Your professional ability is not enough. Now the company wants you ",and finally even threatened him:" I know the company you interviewed. I'll call their boss and let you go! " So b can only continue to be led by the nose.

To tell the truth, this PUA routine is not clever, but it is very effective, because B is firmly grasped by the leaders:

1.b missed the social recruitment, lost the status of fresh graduates, and stayed in it for more than a year, which has already generated sunk costs. If you leave now, it will take a lot of time to find a job again, which may be worse than now;

The leader promised to reuse B in the future, but he never got what he wanted. Hanging him with hope all the time actually increases the sinking cost of B;

The leader not only indicated that B's ability was not good enough, but also threatened that B could not let him attend class. It can be said that it is "good intentions together", but it can only scare new people.

Third, reverse right and wrong and humiliate in public.

"The credit of subordinates is taken away by superiors, and the fault of superiors is the responsibility of subordinates" is a hidden rule in the workplace. I believe that many people carry the boss's pot at work, which is not your fault. However, it is your responsibility for the boss to brainwash you and even humiliate you in public. When I use you, I will be gentle. In case of crisis, I'll kick you out. I also call it "this is the law of survival in the workplace".

But in fact, there is no such so-called "survival rule" in the workplace. This is PUA.

Employee C works as a technician in a company. Once, he deleted the background files according to the instructions of the leader, and found that the whole website was paralyzed, and the files were not backed up, which caused great losses. Later, the leader put all the responsibility on C, publicly abusing C for "think twice before you act" and "you have to bear all the losses of the company of 654.38+million". Under this high-pressure blow, C soon had a nervous breakdown and almost committed suicide by jumping off a building.

In this case, C only plays the role of execution. The culprit should be the direct leader, but the leader turns right from wrong and humiliates his subordinates in public. The purpose is to cover up the rational facts and turn to attack the psychological defense of the victims with emotional words and actions. At the same time, they use their high leadership position to distort reality and force each other to accept their own views. This routine is often used for people with weak psychological quality.

Fourth, create cults.

If the first few routines are ordinary and the level is not high, then the next routine can be said to be a real "dimension reduction blow". This routine is called "architectural fanaticism". Simply put, it is to set up a typical figure within the company, and everyone should take him as a benchmark. Anyone who disagrees will be rejected.

D wants to enter XX company to improve her ability, so she makes great efforts to find a headhunting company to recommend herself. Finally, she got the job as she wished and was assigned to work under the most popular leader of the company. However, on the first day of work, D was called into the office by the leader and had an hour-long brainwashing education. According to the leader, he graduated from an Ivy League school and has many years of working experience in Silicon Valley. After returning to China, he served as a director of many well-known companies and even inadvertently revealed his wealth and strength. Bottom line: The leader is both rich and talented. D is lucky to have worked under him in his last life. We must cherish it.

Young d, like other colleagues in the department, was attracted by the charm of this leader and worshipped him as a god. In daily work, the leader's words are "imperial edict", no doubt. Even what leaders say will be posted on the wall of the conference room as "famous sayings". Until one meeting, D put forward different opinions, and the leader immediately turned his face, denounced D's ignorance and launched others to attack D, without focusing on the overall situation. At this time, D felt that the atmosphere in the company was a bit strange.

This is the PUA convention of the top workplace-the internal God-making movement. Leaders suppress all objections and do not allow any refutation, supplemented by lessons and threats, thus subtly depriving employees of the ability to think independently, and finally establishing the only rule of "taking myself as the standard" to achieve the purpose of mental manipulation. If you try to question the authority of this leader, then you will be alienated and leave you in cold violence.