The first step: I have a little ability, but I am not good at it, but I will be integrated into the workplace. In order to better implement the work objectives, everyone must understand the methods of the corresponding positions. If it has nothing to do with your position, it is better to do more than one thing. However, we all realize that knowing a little about every position in an enterprise or department is the main criterion for becoming a leader.
In fact, it is reasonable to say that a person who is generally not outstanding in his ability will be mediocre in the enterprise generation. But there is one thing that makes us realize that he is different. The head of the department took a good project and there was no profit. It's a pity to lose it, but it's also a waste of human resources. It suddenly occurred to me that Yvonne Wang has worked in every position and knows a little about everything. It is better to entrust it to him. Even if he can't do it, it's nothing.
In the field of on-the-job personnel, everyone is not a generalist, and the ability generated by each person's position has only limited application. The realization of the overall work must be multi-faceted cooperation. However, if we can integrate the abilities of others and produce a whole to achieve our goals, we can enjoy the fruits of all our work without doing many things.
Step 2: Cultivate the leader's habit of employing people, so that he habitually only uses the leadership function in your workplace, usually without doing detailed things, but planning and integrating the positions he manages comprehensively and comprehensively to achieve an overall goal. I didn't know that human nature was lazy. In order to better prevent thinking, I want to do something else
Yvonne Wang came into the eyes of the leaders because she announced a good project. Gradually, the leaders tried to get Yvonne Wang to help advance the project. In the long run, Yvonne Wang Can has also completed new projects. Therefore, the power is gradually delegated to employees and resources to undertake new projects in Yvonne. As long as there is a project, yvonne Wang can undertake it. It only urged the progress. After listening to yvonne Wang's report, it began to go its own way.
In the field of on-the-job personnel, especially in large enterprises, every position is intelligent, so that people in this position can be fired anytime and anywhere without worrying about endangering the operation of all enterprises. In order to better prevent these situations from happening to everyone, it is reasonable for leaders to cultivate the habit of employing people. Ask everyone if you have anything, as long as you give it to us, you don't have to work hard.
Step 3: Let no one in the leadership use it in the workplace to determine how much use value each person has. Although it is related to how much use value everyone pays, if everyone can pay the same use value as everyone, then even if everyone can create more use value, it is not everyone's turn to give the enterprise a promotion and salary increase. Why should I give you a promotion and a raise? Another person will do your job.
Once again, the department leader went his own way, letting Yvonne Wang undertake new projects and finally picking peaches himself. However, Yvonne Wang understands that he has not taken on all the positions in the new project. Even if his ability is excellent, his resume is not easy to write when he changes jobs, and he can't sell at a good price. In order to better cope with this embarrassment, Yvonne Wang is worrying about how to get a promotion. However, the department leaders know very well that holding the main funds for promotion and salary increase will hang Yvonne Wang's appetite and make him willing to be a cow and a horse. Yvonne Wang didn't do it either, so he thought of a way.
In the name of the new project needs of the enterprise, Yvonne Wang temporarily transferred several positions of the department and team to other departments, but the vacant work was undertaken by herself. Then during the promotion period of a big project, I took two days off and went home for a few days. After the department leader took over the work again, he was not used to the business process and was at a loss, so he also delayed the construction progress and was scolded by the deputy general manager. After yvonne Wang came home, the department leaders gave him great comfort, which made him more serious in his work.
Less than a month later, Yvonne Wang took advantage of the opportunity of studying and training at the company headquarters to learn about HR at the headquarters, and then arrived. After returning to China several times, I accidentally received a phone call from HR of the company headquarters in front of the department head, but the language lab remained indifferent. At last, the head of the department was informed that the company headquarters expected him to go there, and the salary was relatively improved, which has been taken into account at present.
In the workplace, what really determines everyone's use value is how much use value each person can bring to others that others can't. Just like luxury brands, rarity can highlight its use value. Only by making our leaders feel that the use value brought by everyone is rare and essential, then the promotion and salary increase are reasonable.
How can the above three tricks make the leader have to give you a promotion and a raise? I hope it works for you.