Look at your “bad colleague” from another angle
1. There is always a class of people in the office who love to stick to their supervisors. Perhaps their work performance is not outstanding, but they can be appreciated by their superiors.
Fang Guangwei, Public Relations Manager of Taiwan 104 HR Bank, pointed out that these so-called “horse farts” are actually masters of communicating with people.
Emotion management expert Wu Juanyu also said that those “horse farts” used the communication methods agreed by supervisors to make supervisors think they were easy-going, caring and flexible, so they would be offered more opportunities for promotion or salary increase.
2. When the team brings benefits to the company, there are always people who receive special awards, and when they are held accountable for their faults, they can retreat from their bodies. Such people are often considered “little people who have worked hard.”
In fact, “competitiveness” precisely reflects their strong “self-promotion” ability and know how to grasp the focus of their work; “overcoming” shows their ability to deal with crises. They often have a sense of crisis and can plan ahead before the crisis, Calmly respond to the crisis.
3. You ask him for help, and in most cases he will be rejected, so the reputation of “unsuitable” and “selfish” is added to them.
In this regard, Qiu Yonglin, a psychological consultant at the Taiwan United Psychological Counseling Institute, believes that these seemingly indifferent people are the best balance bar in the organization.
When the company is doing a good business plan, colleagues are often fascinated by excitement, but at this time they can stand outside and make an objective and calm rational analysis, find out loopholes, and make the business plan better.
4. Fang Guangwei believes that small groups represent the network, as long as they do not maliciously exclude aliens, they can promote work, and at the same time you can get more information from it.
In addition, Hei Liyan, general manager of Carnegie, suggested that the boss should actively ask the opinions of the opinion leaders of the small group to stimulate his honor so as to lead the small group to be more beneficial to the company.