As a grass-roots employee, the focus is on the implementation level. As a director, we should focus on the strategic level. These are two different levels of thinking. Let me share the difference between the grassroots and the director in their work priorities. I am divided into two parts, the concerns of grass-roots employees at the executive level and the concerns of directors at the strategic level.
When I worked in a Japanese company, I was amazed at the beauty of Japanese details. For details, we often say that details need to be in place. Such as documents, emails, oral communication, words and deeds, work details and so on. However, I later found that it was not enough to get the details right. The details need to be impressive, so that the personal image and corporate image can quickly rise to another level.
For example, if I do the work of Ui design myself, I will not only make a ppt for studying competitive style, but also make a guide for Ui visual style, a ppt for comparing different schemes in communication fragments, and even a high-fidelity interactive prototype. If you can do these details, it will be more powerful than simply taking out a few jpg design drawings for the leaders to review.
It is often found that the newly graduated students contradict the requirements of the leaders and keep asking them, why do they do this? For this kind of psychological adviser, my suggestion is that it is reasonable for leaders to arrange things like this, and it has been verified by practice. Only by doing things according to the arrangement of the leader will the leader take the initiative to take responsibility for you and then lead the overall situation. After you are familiar with the existing habits of the company, you can do things according to your own habits, and the leaders will be relieved. In this way, grass-roots employees have developed two sets of work habits. A set of leaders, a set of their own.
Some grass-roots employees, after dinner, constantly gossip about the leaders in the school. For employees who have this habit, my advice is: if you think that the leadership is not good and the company is not good, you can still get along well. If you persist for more than 2 years, your mind will definitely be promoted to another level soon. At that time, whether you stayed in your original company or changed companies, you could fly.
Grassroots employees, when they just graduated, always have many weaknesses. These leaders are psychologically prepared and understandable. But in the process of work, you need to constantly practice your weak links, so as to improve work efficiency. At work, it is one thing to improve one's ability while practicing, but the accumulation of work experience is only in depth. Within a year, although the ability to handle affairs has been significantly improved. But a year later, the work day after day can no longer meet the speed of self-improvement. So, at the beginning, I signed up for 2-3 training courses every year, so as to keep the speed of self-improvement.
I remember when a senior brother came to our university campus to recruit, he told a story about a leader who cultivated him:
He used to make outstanding achievements, but the general manager still suppressed him at the meeting, saying that his achievements were worthless. At every meeting, the leader humiliated him. But he persisted, and a year later, he was quickly promoted to vice president of the company.
His leader recently told me this sentence: at the beginning, it was because you could stand up to beatings and grievances that it was worth cultivating.
Therefore, it is very important to exercise one's psychological endurance and to exercise one's ability to finish the work smoothly in the case of grievances.
I once went to Wuxi Jinyuan Golf Course with the company leaders to hold the company's annual international women's golf competition. As a sponsor of golf equipment, I get up at 6 o'clock every morning and stay busy until the evening 10. However, because the leadership played an exemplary role from the beginning, there was no resistance in my heart. After all, leaders have done this, and it is also appropriate to get up early.
However, because the leaders are proficient in a foreign language, after the golf match, the leaders all send Korean players, Japanese players or Thai players. I mainly do the sorting work of golf clubs and golf bags, clothing bags, brochures and hats left in the venue. At first, I saw that all the people were gone. These two sporting goods in big warehouse need to be packed and counted. What a heavy workload. If I lose an item, I may be criticized or lose money. I was suddenly angry.
However, when I took a career planning class later, I remembered a sentence: If you feel bad, stressed and resentful, but you can still get along well for more than two years, then after two years, whether you continue to work in your original company or change companies, you will fly.
So, I settled down and carefully sorted out the items in the two warehouses and recorded them one by one. When loading the car, I also took photos and sent them to the leader WeChat. After returning, I also immediately sent the list of items to the leader's mailbox.
The leader later said: In fact, I also know that this is a very stressful thing, because that's how I got here. I invite you to dinner tonight.
Grass-roots employees often find that leaders have made wrong decisions or said wrong things. Therefore, face-to-face refutation, face-to-face criticism of the leadership, let the leadership lose face. Grassroots employees are also complacent that they are better than leaders.
In this case, no matter whether the leader is wrong or not, the goal or effect that the leader wants is certain. As long as the goals and effects that leaders want are certain, grass-roots employees can implement them.
Leaders put their foot in their mouth only because they don't have as much information as grass-roots employees. Grassroots employees can directly agree to the leader's plan in person, and when the leader is there, make a plan according to the leader's idea; When the leader is away, make another plan according to your own ideas. In this way, the grass-roots employees will submit two plans to the leaders for review, thus showing that they have made plans and the leaders are choosing plans.
Grass-roots employees in the dispute, not only make their plans easier to land, but also make leaders feel very face-saving.
The problem of a grass-roots employee can be solved by another employee. For a team problem, it is necessary to change a system or process plan. If the director can meet the problems that the team is about to encounter, or when the company's interests are about to be damaged, he can put forward a process or system scheme with strong landing, low cost and good effect according to the problems, then the problems in the team will immediately rush out of the smog; Cooperation between work is also pleasant.
This institutional process is formulated when there is a problem, so this institutional process grows from the soil of the problem, and its landing is quite strong.
According to the custom of China people, if the leaders make detailed decisions, then the grass-roots employees dare not do better than the leaders. So there was no general in Shu, and Liao Hua was the pioneer. The team's low morale is unparalleled.
Therefore, as long as team members are good at modules, leaders can do poorly without discipline, so team members can do their best without scruples.
If leaders really want to show themselves, there are still opportunities. Such as point 3 below.
I often find that the efficiency between teams is greatly reduced. This is because, at work, some modules are broken.
Some are because no one can do a module.
Some are because an employee has been too busy recently, or asked for leave.
Some are because no one wants to make a module.
Some are because this is the director's job.
At this time, the director can do his best in these modules, so that there will be no fault in the connection between different modules.
The employees worthy of training mainly refer to those who can improve themselves quickly and endure grievances.
Such employees, if trained, can naturally point to where to fight, can affirm their goodwill towards Ta, and can quickly turn grievances at work into tacit understanding with each other.
Internet society, although flat management is popular. However, most companies still leave a deep imprint of the era of hierarchical management.
Therefore, the handling of the relationship between superiors and subordinates is still very important in today's Internet age.
If the lower level raises a problem without a corresponding plan, then there will be contradictions in management.
The lower level reflects the problem. Some people have no plans, and some people have prepared plans for 1-3. Naturally, the latter knows more about hierarchical relationships.
The basic process of hierarchical relationship is: the superior puts forward the requirements, the subordinate formulates the scheme, and then the superior selects the scheme.
The relationship between China people and face is always the first. That's why there is such a thing as the world.
Human feelings mean that two people have a good relationship and get along well naturally on the surface.
Sophistication means that two people have a bad relationship and are still very harmonious on the surface.
The formation of worldly wisdom requires social experience and ups and downs of life, as well as a grasp of China's traditional culture.
Because of my good spoken English, I entered a foreign-funded enterprise. During my years in a foreign company, I found that the western way of thinking and words and deeds brought by English learning are really bad. Therefore, I later focused on improving my basic knowledge of traditional culture, especially learning from Yu Shiwei's effective communication, Lin Weixian's charm and eloquence, and Ceng Shiqiang's Yijing wisdom. By comparing Japanese communication methods, English communication methods and noon communication methods, I quickly improved my processing ability in China Pass.
As long as face can make team members happy, then the work can be carried out happily.
The above is my understanding from the executive level to the strategic level and from the grassroots level to the director since I was promoted to the director.