Leaders don't like the performance of their subordinates: they deliberately aim at your mistakes, won't assign important work to you, and won't assign resources to you after assigning work to you.
1. Some mistakes deliberately aimed at you
Every unit will promote some employees after a period of time. When there is such a good opportunity in the company, the leader will know ahead of you. If the leader finds out about your troubles in advance and investigates some of your mistakes in work, the purpose of the leader is to make you not meet the standards for promotion. In the workplace, this is the performance of the leader who does not like his subordinates.
2. I won't assign you important work
I believe that everyone has encountered the situation that leaders do not arrange important work for themselves, and often arrange some auxiliary work for you. This shows that leaders do not want to train you at all. Even if you listen again, the leaders will not be satisfied with you. Don't waste time at this time, or think of a way out.
3. Don't assign resources to you
Most of the time, leaders do not allocate relevant resources to their subordinates when they finish their work. They always make you work hard. This is a manifestation of the leaders' intention to punish you. It can be understood that they don't want to invest in you, and they don't want to let you have development opportunities. This is also a performance of running against you, following such leadership work, I will never have the opportunity to be reused, so it is better to withdraw early.
Leaders don't look up to one person's performance:
1. The boss checks your work in every detail
You should know that the boss is busy with daily tasks. If he is not forced to pay attention to the work details of his subordinates, he will only pay attention to one result. But when your boss interrogates and checks every detail of your work, it proves that the boss has despised you in his heart and distrusted your ability.
2. The boss is perfunctory to you
The importance that the boss attaches to employees can be seen from his attitude towards employees. If the boss takes great care of you, he must attach great importance to you. On the contrary, if the boss is very perfunctory to you, whether it is work report or work arrangement, he will only mention it in a few words, proving that the boss looks down on you, does not want to give you the job, and does not want to talk to you more.
3. The boss often ignores you
In the company or group activities, the boss completely ignores your existence. When assigning work, I also set you up on a pedestal. I didn't mean to give you the job. I totally regarded you as a transparent person.
Leaders who dislike themselves may have the following behaviors:
1. Not getting enough attention: If leaders don't like me, they may pay less attention to me, including guidance and help in work. He may be suspicious of my work quality and performance, and will not give sufficient recognition and support.
2. Not being re used or promoted: If the leader doesn't like me, it may affect my career development. He may not give me more opportunities and challenges, nor consider promoting me to a higher position. This may make me feel frustrated and depressed.
3. Being excluded and isolated: If leaders don't like me, they may exclude and isolate me. He may not invite me to attend important meetings or activities, nor share important information and decisions with me. This may make me feel marginalized and lost.
4. Frequently criticized and criticized: If the leader doesn't like me, he may frequently criticize and criticize my work and constantly criticize my shortcomings. This may make me feel depressed and helpless, and also affect my enthusiasm and efficiency.
If leaders don't like me, they may show insufficient attention, no reuse or promotion, exclusion and isolation, and often criticized and criticized. I should first seek self reflection to see if I have any problems that need improvement. If the leader's behavior goes beyond the normal range, I can consider communicating with the leader, understanding his opinions and ideas, and improving the relationship as much as possible.
