Author | Mr.K Editor | Emma
Source | Technical Leadership (ID: jishulingdaoli)
My former subordinate, Xiao P, resigned naked under the current environment.
Xiao P has stayed in this company for 3 years. He is always hardworking and down-to-earth. For some "007" "non-routine" tasks such as working overtime and taking the blame, they also accepted all comers and actively cooperated.
I thought that this way I could win the favor of my boss and make my career path smoother. But the reality was not what he expected. Some time ago, there was a vacancy for a supervisor in the company. No matter from which point of view, Xiao P was the best candidate. Xiao P himself thought that he was a sure shot, but unexpectedly, the leader promoted a person who had just joined the job and was not qualified. The real reason why I have been a new colleague for half a year is not because of that person's ability, but because he is an old subordinate of the leader and a direct "disciple soldier".
Xiao P lost to a "connected household" who had not made any achievements. He felt aggrieved and went to the leader to argue. But the leader is the leader. He immediately pointed out the shortcomings of N Tiao P in his work, saying that his work efficiency was low, he sometimes made mistakes, and he lacked the overall situation. Xiao P felt even more aggrieved after hearing this. He usually does "dirty and messy" work that other colleagues are unwilling to take on. Sometimes he has to shoulder the entire project by himself, but now he has done more and made more mistakes. As for the "direct descendant" who was promoted by the leader, he had nothing serious to do and spent all day bragging and smoking with the leader, but he actually had an overall view of the situation.
Little P was in a very low mood. Going to work every day was like going to the grave. He had no interest in work and was obviously feeling physically and mentally unwell. So he made up his mind to resign.
Brother K supports Little P's decision. If the company's environment is unfavorable to your development and you don't see any signs of improvement, then stopping your loss may be the best choice at the moment. Let’s talk to you below about what kind of situations you should leave decisively.
01
The leader deliberately suppresses you
I do all the dirty work thinking about you, but you don’t get a promotion or a raise in salary.
In the workplace, people must be able to distinguish two minimum facts: whether the leader "always uses you" or "reuses you"; whether the leader likes "you can work" or "you who can work".
When your leader asks you to do something, he almost treats you as the "heir" of the company. You need to work on technology, maintain customers, coordinate the team, and work overtime on projects. It seems that you are needed everywhere and you are responsible for every job.
Until every opportunity for promotion and salary increase failed to come to him, the little P mentioned above is a typical example. All the dirty work was left to him, and promotion and salary increase were all left to his cronies. It was obvious that he favored one over the other, which was unfair and unfair. kind. This situation usually occurs for the following reasons:
1. You are a soft-spoken and honest person who can’t say “no”.
Many units have some honest and dedicated workers who work hard at the grassroots level and are kind to others. They don't want to offend anyone. They obey their leaders and never bargain.
This kind of person is indeed a "good person" in everyone's eyes, but this kind of person does not know how to say "no" and will not show his "boundaries" to others, so that the leader or others will constantly test him and do the dirty work. All the work and the work he shouldn't have to do were thrown to him.
In the end, everyone became accustomed to this, and he gradually turned into a "Yang Bailao" who did a lot of things and made many mistakes, and might not be thanked for his efforts. As for promotion and salary increase, it is unlikely that it will be his turn. If he does get promoted, who will do these dirty work in the future?
2. You are not the leader’s “own person”
Wherever there are people, there are rivers and lakes. There is no other way. Who makes China a humane society? No matter which team or group you are in, there will always be closeness and distance between people. The biggest difference is just whether it is obvious or not. The team's various resources and opportunities are limited. Certain leaders who have power and selfish motives are very likely to favor the so-called "own people" when allocating these resources.
Isn’t the little P in the above article a former subordinate who lost to the leader? Of course, Brother K is not saying that all company leaders are as unfair and just as Little P’s leader, but if you really meet such people who obviously do not follow the rules, no matter how much you do, it will be difficult to get a share of the meat. , sometimes whether he can drink soup depends on his mood.
3. You are a person with “limited abilities”
The "limited ability" mentioned here does not mean that you have limited work ability, but that you can only "work" and have no exchangeable value in other aspects such as background, resources, connections, etc. I once saw a receptionist in the administrative department who was promoted to department manager in half a year. It was not because of how strong her work ability was, but because her uncle was the principal of a key middle school. She used this relationship to solve problems for the children of the company boss. Key question.
I have also heard many examples of people who were brought into the company with "qualifications". When these people arrived at the company, they were able to use their own resources to solve many difficult problems for the company or individual leaders. But you, on the other hand, are only good at your job. For step-by-step work (and there are a lot of people who can do this kind of work), no matter how much work you do, compared with the previous type, scarcity and competitiveness are obviously incomparable. If there is a good opportunity, it will naturally be snatched away by those who have "special contributions".
02
Departments are fishing collectively, and people are overwhelmed with tasks
In the current workplace ecosystem, many companies are overstaffed and full of formalisms such as "sitting at work and not doing anything", "I won't leave until the leader leaves" and other formalisms of pseudo-overtime and pseudo-busyness. This situation usually occurs for two reasons:
1. Employees have serious “formalism”
I once heard a young friend tell a story about a strange incident he experienced. He was once responsible for a certain project in the company with another colleague. One time, the two of them worked overtime until 9 o'clock and went home. However, the next day, a friend discovered that the colleague had posted such a message in WeChat Moments: "I accidentally did it until now, and finally... Finished." The accompanying picture shows an open computer on a desk. What is displayed on the computer is an open document, and the release time shows "2 o'clock in the morning on a certain day of a certain year and a certain month." Moreover, under this circle of friends, the company leaders not only liked it, but also wrote a message with three words: "Thank you for your hard work."
This made my friend very unhappy. The two of them clearly did the work together, so all the credit went to their colleague. In addition to wanting to leave a good impression of hard work on the leader, some people also have other purposes. For example, those who are not married and have a family want to use the company's air conditioner, but they will play games anyway when they go back, and they will not play anywhere. There are also some "thrifty" people who want to use the company's shuttle bus, canteen, or even get some overtime subsidies. Life is not easy, save what you can, and earn what you can. In short, everyone is consuming each other like this. If you leave early, you will lose.
2. “Bureaucracy” of company leaders
A fan friend once shared the story of his resignation to Brother K. His leader is a person who hates seeing others get off work earlier than him. As long as others leave the company earlier than him, he will feel that the work for others is not enough, so he will criticize in a few insinuations during meetings, or assign more work to the person who "left early".
This situation of collective fishing and overstaffing occurs in some enterprises. Although not everyone does it intentionally, it is like watching a movie in a cinema. Once the people in the front row stand up, the people behind must stand up too. Likewise, many people are coerced by the surrounding environment and have to continue to do what they do while hating it.
03
Long-term emotional internal friction and zero personal growth
Phil Knight, the founder of Nike, famously said in his autobiography: Life is about growth, and if you don’t grow, you die. When we enter a company, in addition to making money, we also have another very important goal, which is to accumulate experience, learn skills, and achieve personal growth. But if we find that apart from earning a few taels of silver that is not exciting, the rest of our work is a consumption of resources and internal mental consumption, and cannot bring any growth to ourselves, such a company is definitely not a place to stay for a long time. .
Brother K is a distant nephew who used to be the backbone of a new media company. He was later poached by a traditional company. However, after working for less than a year, he felt that he could no longer persist. When the boss invited him, he painted the pie very well and said that he recognized the trend and would vigorously develop online business operations, and would definitely give his nephew the greatest support in his work.
But the truth is far from that. After his nephew passed by, he discovered that he was basically a polished commander. He was the only one in the company who understood new media operations. The boss's ideas change every day, and if he doesn't provide resources, he will just be left to figure out his own solutions. If he can't achieve the KPIs, he will end up with various PUAs.
In this working environment, my nephew went to work for a long time. Every day was full of anxiety and he began to become less and less confident.
After I found out, I advised him to leave the company immediately. Staying any longer will only increase internal friction and there will be no growth at all.
Later, I recommended him to another well-known company in the industry through a friend, and the young man quickly regained his status. There, he could absorb new nutrients from his colleagues and team every day, instead of blindly outputting and doing a lot of pure work. Useless work consumed.
04
Before resigning, I give you 3 suggestions
1. Don’t leave your job because of temporary difficulties.
Mr. Wang Yangming has a famous saying: If you accumulate something for a long time, it will not be ambitious if you develop it; if you gain it, it will not be difficult; if you lose it, it will be easy. This means that if your accumulation is not deep, your performance will not last too long; if something is easy to get, it will be easy to lose it.
However, many people in the workplace often do not have this awareness. Whenever they encounter something unsatisfactory, they will retreat mentally. Whenever this happens, you might as well ask yourself two questions:
First, is this problem temporary? Is it really insurmountable?
Second, is this problem unique to this company? When you switch to another company, can you ensure that it will not happen again? Once you think through these questions clearly, I believe the answers will come.
Never give up easily. The more you can withstand challenges, the more you can truly possess.
2. Resign because there are better opportunities, not to avoid difficulties.
Marx once said: "People do not gain true freedom by escaping from some negative force, but by showing their positive personality." Resigning and changing jobs should never be done out of simple negative escape, but should be done out of a desire to have a positive personality. Make more positive choices.
What's a better option? For example, if there is a larger and more influential platform that is willing to offer you a 30% salary increase and a higher title to invite you to join, this is well worth considering. Rather than just emotionally disliking your current company, you can't choose a new company in a hurry and randomly choose a new company as a "safe haven" without any plan, or even jump into the company at a discount. This is both hasty and irresponsible.
3. Have the ability to leave the company at any time
Success in the workplace is not about never being fired, but about always having the ability to actively choose a career and leave the company at any time. This requires us to pay attention to learning new skills and cognitions in the workplace, to be able to understand ourselves clearly and objectively, and to know which personal abilities we truly possess that can be copied, transferred, and grafted, so as not to appear " The "misunderstanding" of mistaking platform for ability.
At the same time, you must also accumulate some "hard currency" that you can use and be more convincing in the workplace, such as outstanding performance in the past and good reputation in the industry. These can serve as your endorsement and allow you to succeed in the new job. On the stage, he is more valued and respected. A good start is half the success. If you are truly capable, it will not be difficult to get the other "half" of success.
The great philosopher Kant once said: True freedom is not what you want to do; it is not being able to do something when you don’t want to do it. Resigning with confidence and responsibility is the best interpretation of this sentence. I hope that in the workplace, all my friends can engage in the work they like, be well respected and treated, have a generous salary and income, and have the ability to make people happy. Satisfying personal growth. come on!
Introduction to account owner
Introduction to the account owner: Mr.K , Huang Zhekeng, an expert in enterprise digital transformation, founder of "Sudden Enlightenment Hill", technology blogger, former technical executive of Haier, Zhongtong, and Yiyao.com, author of "The Way of Cultivation of Technicians" "The Top of Technology Management". Share: growth tips, technology trends, digital transformation, and business insights.
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