How to deal with the relationship between employees and leaders?

If everyone has enough professional quality and the company management is formal enough, everyone will advance the work according to the established articles of association or process, and the leaders and employees will perform their respective duties; Staff assessment is also carried out in strict accordance with the company's system. In this case, there really is no need for a good relationship between employees and leaders.

However, the complexity of the problem lies in the chaotic atmosphere of many companies, and the management styles, preferences and levels at all levels are different. In many cases, it means strict hierarchy, cronyism, cronyism and disrespect for employees. ...

This is difficult to handle.

Many honest and serious people can only change platforms, only to find that many companies are either rotten or rotten. In several companies, can only choose to endure.

Therefore, at present, almost all enterprises are not so perfect in management, especially those enterprises with high involution, so it is very important to have a good relationship with the directly affiliated leading office. After all, as long as this work still exists, there will inevitably be intersections. Only by doing a good job of this relationship can the work be carried out smoothly.

But to correctly understand the relationship between leaders and subordinates, what is the concept of getting along well?

1. Let's talk about what subordinates should do for leaders according to the normal rules of workplace games.

Execution: In the workplace, subordinates obey their superiors and carry out their reasonable work arrangements. This is the basic rule of the game, but it doesn't mean following blindly. Subordinates can also change some unreasonable work arrangements through the management of superiors.

Report: In the workplace, subordinates need to give timely feedback or report the work progress according to the unique requirements of the project itself, which is their obligation.

Occupation: Individuals abide by the basic rules of the game in the workplace, and are dedicated, honest, serious and responsible.

Initiative: subordinates should be more active than superiors, and can't always wait for leaders to find themselves; After all, leadership is one-to-many, which inevitably involves the issue of energy distribution.

Simple: Work is work, and there is no other interpretation of the arrangement of leaders. Many times, employees often have various interpretations of the work of leaders. Is he trying to mess with me? Is he dissatisfied with me? Is he implying something to me? ..... even a glance at the employees can bring various interpretations. This can be interpreted as much ado about nothing. Even if he is sincere, what can the employees do? Can you check with the leader? Although many people have done this, the leaders are at a loss. Am I referring to this? This actually complicates the original simple relationship.

Generally speaking, subordinates should do what they should do within the normal range. In fact, for the leader, this is a obedient subordinate, and from the professional quality, it is already a high score, basically ok.

2. Misunderstanding of the relationship with the leader.

Flattery: Flattery or flattery, even feeling fake. In any case, in your personal career, this is not addition.

Despise human feelings: treating leaders as gods, asking for favors, and being extremely concerned about what leaders think of themselves, no matter how powerful the leaders are, this is not a normal mentality.

Gifts: various forms of gifts for leaders or family members; This kind of thing is very low-level for both leaders and individuals, although it is very effective most of the time.

Chess: willing to lead the pawn, at the mercy of others, without thinking.

Blindly follow: obey all the arrangements of the leader, without the concept of right and wrong.

Many people will think that as long as they keep saying good things to the leaders, giving gifts or following all the arrangements of the leaders, they will be recognized or have a good relationship with the leaders. Many people will also think that only such people are the most enjoyable in the workplace. It should be noted that this is really not a high emotional intelligence. People with high emotional intelligence will know how to protect themselves first.

Giving gifts to leaders may be a crime of bribery.

3. The best way of career development-from the perspective of leadership.

The core of the relationship between leaders is to be an active right-hand man in their own career, with strong ability, low profile and high emotional intelligence. There is not a leader who doesn't like such subordinates.

Even if you want to have a good relationship with the leader again and have no ability, he can only regard you as a small reminder or a small follower, and it is impossible to give you any real good opportunities or even give you a high evaluation.

In fact, anyone who can be a leader knows that no matter how miserable he is, if he can make real achievements here and ask him to be paid by his leader, he will be happy to do it. This is indeed his greatest contribution or chip.

To make an inappropriate analogy, just like the big traitor watching TV series, he actually values the value of talents, and only when talents are not used will they be forcibly destroyed. Until then, they will try their best to win them over. In other words, as long as it is a talent, leaders feel that they can manage it and no one needs it.

Therefore, instead of trying to please the leaders, it is better to do your own job in a down-to-earth manner, so as to gain real respect and attention.

Respect is earned by strength, not by anything else.