1. Whoever raises a problem will bring a solution. If subordinates or ordinary employees can solve it, why should they raise and reflect it to the leaders? Just solve it yourself. Therefore, everyone will do things in line with the principle that more things are better than less things. In short, the leader is kicking the ball, never thinking about how to solve the problem better, just trying to solve the problem. Obviously, private enterprises are determined to learn from officialdom and kick the ball instead of doing practical things.
2. cronyism rather than meritocracy: promote people who follow their ass, not people who are willing to work and want to work, so the management of the company is very limited and the ability is average. There is something wrong with the promotion system. Several people have the final say in choosing what they want. There is no assessment system for middle and lower management. It's always those people. Perhaps the supervisor's performance is not as good as that of the following people, but he has been sitting on the Diaoyutai. A meeting, just sum up one or two good points that everyone said, will become your own, and the good ideas and good work put forward by employees will become the management's own. Real officers can't see it. Those who kiss up to the meeting will only summarize the achievements of stealing others, but they will be promoted smoothly all the way.
3. Optimize without listening: completely centralized, unable to listen to different opinions. If you have different opinions, you will eradicate dissidents and consolidate your power. There are not many people, and good work arrangements are arranged to support their team members. It is behind closed doors, and there is only one voice in the company.
4. Received but not changed: The following questions for leaders have been received but will not be changed. I have received your feedback, and I will give it back to my superior. Eventually, I will find a job in my post. As a supervisor or operation manager, I will solve the problem in this position, not completely prevaricate.
5. Look at the credit rather than the hard work. Is hard work also a kind of credit to some extent? Without hard work, where did you get the credit? Did it fall from the sky or captured someone halfway? In a word, we can't get the embodiment of value here, and we don't necessarily get feedback if we pay a lot. Over time, no one wants to pay more. Isn't it more fragrant to lie flat?
6. You can't get growth and progress here. When no one takes the job, you just feel familiar with yourself. Here, as the person who laid the foundation, that is, the person who joined the department just after its establishment, you may be kicked away for worthless reasons after laying the foundation, and you will be told that you are worthless after using SOP and process. Besides, if you want a promotion and a raise, you don't have enough time and energy to work hard here. You have to pay several times more to get a salary increase of hundreds of thousands of dollars and give you a decent job.
7. This is objective. Everyone works like a machine, working on the assembly line. It is normal to work overtime here, and legal holidays will not be normal. On legal holidays, you may turn off your phone if you don't have a rest that day, which is not normal at all.
8. Adjust salary performance at will, and adjust the performance appraisal method several times a year. The appraisal calculation method is extremely complicated, so that everyone can work out math problems? Every time a new performance plan is announced, it is euphemistically called increasing welfare benefits. In fact, there are more things and less money. It is ok to change the performance appraisal method, and the basic salary will also change here. Arbitrarily reducing salary and transferring posts is forcing people to leave their jobs. Dismantling computers, not arranging work, excluding leaders, dismantling corporate WeChat, and not allowing punching in, are all routine operations.
9. On the surface, being beautiful is actually glamorous and arrogant. I always want to spend a little money to do big things. Take employees' birthdays as an example. In the past, there was a collective celebration once a month. There were big cakes and snacks, but the snacks were about to expire, and candy and the like were almost gone. The birthday of the employees behind is not a collective celebration, and small gifts are small things of a few dollars. The annual meeting is also held in the hotel. At first there were simple meals such as boiled chicken and duck and cheap red wine. Later, there was no direct meeting and a simple meal for people to sign up for performances, so that employees could sit down and join in the fun.
10. I learned to buckle 1 here, and I also learned to prevent villains. After a large group of company leaders send a message to forward something, everyone will deduct 1. When sending positive energy, we have to copy and paste the positive energy slogan to create a feeling of a good situation, which makes the leaders feel that the employees are very satisfied and cohesive, but in fact, the employees are selling approval in their hearts. The leader forwarded the article of WeChat official account to a large group of companies for employees to forward to the circle of friends. To tell the truth, no one wants to transfer them to you for advertising. If the company is really doing well, it will automatically switch to voluntary publicity without the leader's speech.