The more obedient you are in the workplace, the less you will be appreciated by the leaders. you do not get it , do you?

In my opinion, there are many reasons, but to sum up, the main reason is that very obedient employees lose themselves in their work and have no opinions.

1. In the workplace, some employees never ask why the leaders' decision-making arrangements, work instructions and requirements are correct, but they resolutely implement them. It is that kind of loyalty. Such employees can only share joys and sorrows with the leaders, but can't bear hardships. They can only share the joy of success with their leaders, but they can't prevent and control risks for them. Leadership is correct, everything is easy to say, and everything is glorious; When leaders make mistakes or make mistakes in their work, all leaders endorse and pay the bill. Therefore, over time, leaders will not like such employees who will only follow the gourd painting without thinking about problems and effectively prevent and control risks.

Generally speaking, unit leaders are the best among workers, both in political and ideological quality and professional quality. But for various reasons, there are always some shortcomings. When they have a plan in mind, they require employees to obey, seriously, resolutely, thoroughly and faithfully implement and complete all work objectives and tasks. Especially when individual deputy leaders, departments and employees hinder the work deployment of the main leaders because of their own interests, execution is particularly important. When leaders are faced with unfamiliar fields or problems, the more obedient employees are still in the inertia thinking mode of execution, execution or execution instead of trying to find ways, ideas and solve problems for the leaders, waiting patiently for the leaders' work deployment and instructions, and most of them can't give constructive opinions and suggestions, and they can't help at all, or even help more and more. Therefore, the more obedient employees are, the less they sometimes get the appreciation of the leaders.

Third, as the saying goes, "the feet are shorter and the inches are longer." As an employee, it is an unshirkable responsibility to obey the work arrangement of the leader, but there is a limit to everything. It is not enough for leaders to appreciate themselves (that is, their comprehensive ability cannot always be at the executive level), but also to develop their own strengths and make up for the shortcomings of leaders in their work (even if their comprehensive ability climbs in the direction of decision-making). Whether you use your hands or brains, you know what the leadership intention is and why. When the work flow assigned by the leader is unscientific, the method is wrong, the measures are unrealistic, and even the rules and regulations are violated, the leader should seize the opportunity to raise it in a way acceptable to the leader (if there are illegal and criminal acts, it should also be reflected and reported to the superior in accordance with the organizational procedures). Regardless of whether the leader adopts it or not, we should conscientiously implement it, find problems in time during the implementation, give feedback to the leader at the first time, share the worries for the leader through suggestions, and solve the problems in time to avoid losses to the work and adverse effects to the unit leaders. Only in this way can we become the right-hand man of the leader and the person whom the leader appreciates.