Predictability In Workplace Growth

We often find this kind of situation, and the boss will unconsciously bring up the conversation: "x x good, x x is also good."

Then, if you observe carefully, you will find that your boss will be able to provide you with what you can provide.

Many people interpret it as: it may be a good x x horse, a good boss, or an eccentric boss.

In fact, most of the time is not.

Ours

For example, if you want to work in more than ten employees, choose a person to come out as a manager and manage the team. What will you do?

I choose this way: I will first observe who can take the overall situation into consideration and not be fussy about it.

When an emergency occurs, who will not say the conditions, first go to the top.

After that, I will choose the candidate first, but I will not let him know it.

In the future work, I will give him the difficult questions, observe his ability to solve problems, work enthusiasm, his selfless degree, his calling, leadership and his ability to bear pressure.

If he can cope well with a continuous problem, then he will have the basic ability to be a manager.

Therefore, before a person has been promoted, I basically judge whether he can be competent for a higher position and undertake more important tasks and projects.

If he is more careful in his process, he will complain more, he will complain more, there will be problems to evade, or every time he does his work, he will be able to do something about it. If he is smart and has good adaptability, I will not choose him to be the manager of the regiment.

Because he does not conform to the basic qualities and conditions of being a manager.

Even if one day, he is deep enough to be promoted as a manager, he can imagine his future development: he will hardly become an excellent and sustainable manager.

This is the predictability of a person.

There are also people who complain, how hard I have been, how selfless devotion, and how enthusiastic work has been, but the boss's blindness is unable to see and hurt my enthusiasm, so I become negative.

This reason is not clear enough! If we do only eight hours of work every day, we will have a holiday. If we have a holiday, we will have problems, such as flashing, grieving, complaining, and escaping under pressure. We just want to get the minimum wage, or just want to be mixed up with the lowest income group.

But if we want to be different from them, want to get more, want to get ahead, and want to surpass others, then the truth is not clear.

Why?

Because a boss can judge a subordinate who is not born to grow, not only to see how he performs at the beginning and for a time, but also to see how he has been performing.

This is called continuity and stability.

Sustainability and stability are the important indicators to predict a person's future career development.

How to judge sustainability and stability?

In manufacturing, there is a technology called SPC (full name: Statistical Process Control, Chinese called statistical process control).

It uses a very scientific method to monitor the stochastic fluctuation and abnormal fluctuation of product quality in real time, and to warn the abnormal trend of production process.

For example, in the field operation, there is a way, mainly to collect the sample data, in point manner, on the map.

The graph generally has an upper control line, a middle line and a lower control line.

If the point fluctuates randomly under the centerline, it is normal and stable. If it continues to maintain, it will predict that the future will be stable. If the point is continuous on the side of the centerline, or continuously rising, falling down or exceeding the control limit, it will be abnormal and unstable, and it will predict that the future will be unstable.

In fact, every time we work, our boss will draw a picture of SPC in the process of production.

Especially those that we think can not be quantified, such as procrastination, high quality of report completion, good attitude, enthusiasm for work, strong desire for progress, and negative avoidance when facing difficulties.

If we perform well every time and play very well, he will track our performance in his mind's central control line.

But if we are sometimes outrageous, sometimes bad and sometimes do not know what to do, he will draw us far away from the center line.

If we just start to be good, slow down, reduce enthusiasm and neglect things, he will lower our point of view in his mind, and even lower it.

There is no doubt that the steady fluctuation under the centerline is good. In the future, the boss will spend his energy, giving resources, giving opportunities and focusing on training.

That is to say, his growth and success are all over the day; and it is far away from the center line, and the fluctuation is too big, and the boss generally does not take the strength to cultivate.

Why? Because his development has no rules to follow. His boss can't grasp when he can do well and when he will get worse again.

That is to say, his development is unpredictable.

For career development, there is no predictability, which means that there is no future.

Who will cultivate subordinates who do not understand and are not sure?

As for that point, the lower the score is, the more predictable it is, but the forecast result must be very bad. No need to think about it. One day, this guy is sure to go slow and complain.