If the leader wants to mess with you, you must have offended him or your character and ability are not appreciated by him. Then you should be prepared to resign or be angry. If you want to continue to work here, you should first see what misunderstandings you have between you. You will be appreciated by the leaders again. If you are a problem of character and style, you should correct yourself so that leaders can see your change. If your ability is not strong, you should strengthen and improve yourself so that leaders can trust you. Anyway, if you hate this leader and don't want to work here for a long time, you can leave your job yourself. Be smart.
Hide emotions, wait for opportunities, don't make things big, do your work well, take the initiative to communicate and resolve, and learn to be picky, and learn to collect and retain evidence.
1. Hide emotions and wait for opportunities
When encountering a villain leader, first of all, don't be tough, because this is not your strong point. The reason why villains can survive is that they are insidious enough to make others unprepared. The other is that they are shameless enough. Confronting with such people is self seeking and boring, reducing their own character.
So what should you do? It's very simple. Pretend not to know the situation, reduce the defense of the other party, wait for the opportunity, catch the evidence, and report to the superior leader. In this way, he can have no excuses and leave no room.
2. Don't make things big, do your work well
In the workplace, the very real problem is that if you are not ready to leave, or the current job is attractive to you, then the first principle is not to make things too big and out of control. When you can create value for him and make him feel better, your position in his heart will be improved accordingly. In this way, he will be more cautious when he wants to attack you again.
3. Take the initiative to communicate, resolve and learn how to abandon others
When general leaders do not know your character very well or have any misunderstanding about you, taking the initiative to communicate is the first way. After all, there is still a need to tie the bell. If they can't communicate, they ask for leave on purpose.
For example, you are busy with your work and your leader is too busy to do anything. At this time, you deliberately ask for a sick leave to add frost to his snow. At the right time, we can't lose our staff, but you just express your dissatisfaction. You just need to bring your bottom line, and he can't do anything about you.
4. Learn to collect and retain evidence
In the face of possible censure from leaders, we must pay more attention at ordinary times and collect and retain some key evidence. Once leaders or colleagues want to shake the pot at a critical time, they can attack at the right time to ensure their own safety.
In the workplace, this is a general rule. No matter in state-owned enterprises or private enterprises, even if you have a good relationship with colleagues and leaders, once something happens, people will think about how to throw the pot out. At this time, once you are careless and leave a handle, the probability is that you will suffer a loss.
Effective subordinates in the eyes of leaders
1. Be cautious and don't make troubles. In leading organs at all levels, accidents due to lax management, lax self-discipline and mistakes, and lax confidentiality can easily irritate leaders.
2. Able and worthy of the mission. Leaders like to listen to the experience report after completing the task, but hate the "three steps and two turns back". They are afraid of difficulties and complain bitterly. The subordinates are weak in handling affairs, and the leaders should not be awkward.
3. Be good at pioneering and constantly improving. This is a high standard of leadership for subordinates. All leaders with a strong sense of enterprise and responsibility want to be first-class and strive for the first place. They need a group of "Wulin experts" who can break through the barriers and fight for the top. Every leader who wants to do something is talented as his life. For subordinates, they are not afraid of being disliked by leaders, but afraid of being incompetent.
4. Advancing in spite of difficulties and not pushing the committee to dispute. Everyone who is a leader will encounter some difficult problems. At this moment, subordinates will come forward and take the initiative to fight, and will be immediately praised by the leader. In particular, work that requires collaboration between internal functional departments should not be kicked back and forth. Leaders hate those subordinates who scramble for good things and detour when encountering problems.
5. Dare to tell the truth without deceiving others. On the contrary, leaders can't talk about what they like. Concealing the truth may win the favor of the leader for a while, but if it leads to a wrong decision, the leader will blame you more. If you tell the truth, the leader may be defeated for a while, but after careful consideration, he will thank you from the bottom of his heart. It is a blessing for leaders to have several subordinates who dare to speak out and work around them. For the lower level, we should not play the leadership banner indiscriminately. Nine out of ten want to show their feet when they do things by flying flags. Because the other side is doing things for the face of the leader, they always want to find a way to reply. The practice of playing the flag and bugle is bound to damage the prestige of the leaders, and the subordinates who often discredit the leaders will be "rejected" sooner or later.
6. One heart and one mind. Some people are psychologically unhealthy, always like "reverse thinking", love to pick out the problems of leaders, and regard it as daring to talk and have backbone to deal with leaders; Treat it as flattering and unpromising to do as required by leaders. We said that when dealing with the relationship between subordinates and leaders, we should first stress the Party spirit, and we should not compromise on major issues of right and wrong without principles. But in general, subordinates should work with leaders to create brilliance.
