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How To Identify The Boss'S Psychological Bottom Line

2008/10/30 14:01:00 41873

Recently, I heard a professional manager sigh, "I was just saying a wrong word, and I was killed.

A big boss, how can this mind? "

For one reason, I didn't ask much.

But as a consultant, because of their special role, they often come into contact with all kinds of bosses and professional managers.

动了最亲的老丈人

Ms. Wang is the deputy general manager of the administrative personnel of a well-known private enterprise group. From the head of the foreign-funded enterprise to the deputy chief of the private enterprise, she has the opportunity of career development, promotion and substantial salary increase.

According to her original words, "a white paper better depicts the most beautiful and latest blueprint, and I finally find a place where I can develop my strengths and talents."

The boss also hopes to introduce her to make the company have a qualitative leap in human resources.

At the end of 2006, when she took office, she lit three fires: first, performance target assessment; secondly, post competition, survival of the fittest; last, system training and talent training.

With her passion for a career, she formulated detailed human resources development strategies and tactics.

Even from the professional point of view, experts think the plan is well done.

But less than three months later, her plan ran aground, and five months later, she was dismissed by the company.

原因何在？

Ms. Wang summed up the mistake of estimating the culture of the enterprise. Although the plan is good, it can not take root in the enterprise. This tree from the West has no soil for growth. How can it bear fruit?

Although it is a piece of white paper, you can not paint the pen on it.

With the opportunity to interview with the company, I talked to the boss about this. He broke the news: "why do I have to expel her? The reason is very simple.

Her three fire came to my house, the performance goal was right, the job competition was also right, training is a good thing.

I am willing to spend money, I am willing to cultivate people.

But she had to move my seven aunt and aunt eight.

Even my old father-in-law could not bear to see that the father-in-law was willing to come to the company to do his best.

Such dedication has always been an example for employees to learn.

However, she believes that its competency model does not meet the requirements of the gatehouse and is not suited to the standards of international companies.

My father-in-law hurt my heart for a night and said that he would not have any chance to waste heat in his old age.

However, she believes that this can play a leading role in killing a warning case, and is a key event in the standardized management of human resources.

I have repeatedly intentionally or unintentionally prompted her to operate from other places, she did not!

Think this is representative.

At that time, when I got home, my wife did not open the door, and the family got a reputation for being rich and ungrateful.

In the past few years when I was in the family, my old father-in-law had never helped me, but I could not give up the emotion. Cutting him was like cutting my meat.

Let her go or my father-in-law go, I have no choice! "

Because, after all, the boss is also a human, but also has seven emotions and six desires.

If you move the fragile and sensitive emotional nerve in his soul, he will have to move your seat.

Respect for the boss's feelings, get the boss's approval, in fact, get the biggest driving force for change.

赠品风波

In addition to family ties, bosses are also good at seeing real chapters in detail, and may be struggling with minor moral flaws.

One afternoon in July 2007, Zhao, an air conditioner company in Guangzhou, called me urgently. He must teach the course "professional ethics and loyalty" in his company as soon as possible.

For one reason, his company is flooding an immoral atmosphere, and the consequences of "rectification" are unthinkable.

In a hurry, he preached on the phone: their air conditioning entered the peak season of sales since May, and sales remained high until July. The whole company was in a state of high combat readiness.

The reason for the suspension is only one detail.

In order to promote sales, the head office has made a batch of kitchen knives. Anyone who buys the product can get one free.

This set of cutting tools is priced at around 70 yuan, and the external price is 105 yuan.

Manager Li did something that seemed "smart". The company had a good brand of air-conditioners and high cost performance, so customers did not buy them with gifts.

So he detained all the gifts in the past three months and sold them to the owner of a hardware store at a low price.

The boss entered the shop cheerfully, Li manager also happily earned nearly 6000 yuan.

Manager Li is really a bit of a charity. He made a bonus of 6000 yuan, and allocated it according to the size of his job.

Even the sales office staff received 200 yuan of the season bonus. The Department was delighted and was planning the next round of promotional products "set tableware" how to deal with.

Zhao had to know this, not only did not praise Xiao Li, but let him suspend duty.

According to Zhao general, Xiao Li's behavior is extremely uncommercial. Although his money is not appropriated, it is more serious than the consequences of personal abuse.

Because he created a bad atmosphere in the team, so that people in the company think that destroying customer interests and business rules is a meaningful and valuable thing.

If the ethos is not killed, the employee's professional values will go astray, and the customer's satisfaction will decline or lose, and the brand of the company will be affected.

I am sorry for manager Lee's suspension, but the correct understanding of employee's professional ethics and loyalty to enterprises is the primary factor for us to use our employees.

在职业经理人的思维意识中认为无伤大雅的行为或许已经超越了企业的“雷池”。之所以外资企业在培训员工时非常重视道德与企业价值观的培训，是因为这将决定着员工未来行为的导向。没有底线的老板是可怕的，但无法识别出老板心理底线的职业经理人是可悲的。

So as a professional manager actively and actively analyzing, understanding and exploring the psychological bottom line of the boss, this will correctly guide you to judge whether you really find the people in the same way, and determine how far the road of cooperation can go in the future.