Leaders Have Different Opinions. Who Do They Listen To?

　　 Take orders from many different styles. Leader

"Sandwich" is very annoying, inefficient.

Employees who have long been in the workplace have heard of a classic interview question: "if you have two leaders, a big official, and one who is good at you, when their opinions are not unified, what are you going to do?"

Seeking advice from a professional person on the Internet will help you to come up with a safe answer: "1., this phenomenon is true. Leaders are divided in their work, but their starting point is to do a good job. 2., as a staff member, the starting point is to work. I will not disregard the principle of who is the official or who has helped me; the final decision of the 3. unit may only retain one of the opinions of two leaders. But once the decision is made, no matter whose opinion it is, I will seriously carry it out. It sounds "tall and big" but it has no practical guiding significance at all.

Netizens have encountered this kind of situation. Originally, his department had only one subordinate boss who worked hard and vigorously. Who knows, some time ago, the company had to make a big project, merging his department and another department into a special project group, and the leaders of the two departments were flat. There are two heads of approval to do anything. However, the head of another department is a character of "no delay". "The two heads are not at all in one frequency, and they never communicate with each other, often issuing contradictory orders. I caught a headache in the middle. Do a thing, A leader let me hand in tomorrow, B leader said how fast you hand over, too many mistakes must be done again, and I'll do it again, A leader asked me how low efficiency... "

　　 Good "sandwich" is workplace transformer.

In leadership and subordinate Adjust well between

All say the bottom. staff It's not easy. When you become a middle-level manager in the company, you will find that the middle level leaders are also not easy to understand the intentions of the leaders, but also motivate the subordinates to complete their work, and ensure the coordination and communication with other departments. This realm of ice and ice is also very difficult.

On the surface, middle managers are the backbone of the workplace, and people who manage a department have fairly good treatment and prospects. But behind the scenery, it also feels "pressure mountain".

"The boss has the position of his superior, and his subordinates have the reasons for his subordinates." Mr. Ma, 35, had a lot of feelings. He was promoted to middle managers because of his strong working ability at the young age. As a result, a group of old staff under his hand did not see eye to eye. He often found him out of trouble, procrastinating his work and shirking the responsibility for the accident. During the year when he took over the Department, he was often angry and angry. And the promotion of his big leader is very high on him. He is counting on his achievements in a year or two to win glory for himself. "During the first year's running in period, I was really scared."

For the problem of upper and lower levels of sandwich, Mr Ma gave his own advice: communication with his boss must be focused on skills, some of his bosses are generous, others are more strict and economical, so when you are fighting for better treatment for your departments and subordinates, you need to spend more time thinking about your boss's attention to your company's contribution to the company. But to lower level, we must "sing what song to go to the mountains". We can neither lose the "heart of the people" nor care too much about "human feelings". Otherwise, the work will be difficult to carry out well. "Some people feel that the middle level philosophy of handling affairs is to shirk, to say that subordinates are not competent in front of their superiors, and that their superiors are too strict in front of subordinates. In fact, sooner or later, conflicts will emerge. If the middle level can not change the decision of the boss, then the role of transformer should be played when executing, and the output voltage value of the boss will be adjusted to the subordinate. Communication between the upper and lower levels is good, and the work of the middle level will become more and more successful.

　　 Don't do business.

You need to know a lot.

Whether it is a small employee or a middle-level manager, it is inevitable that they will encounter situations that are subordinate to multiple leaders. If your boss often disagrees with each other, you are virtually a "sandwich" in the middle. Who should listen to it?

Netizens have given their own suggestions.

The suggestion given is "communication": don't have a confrontation with any leader. What you need to do is to communicate with leaders and understand their real ideas. Communication is most important when contradictions arise.

Another suggestion is "do yourself well": being in a dilemma is very upset. Not to be a victim of the struggle between leaders, let us not add fuel to the mess and do well in our own work. Having a clear career plan and effectively improving your professional capabilities, whoever is in power will not compromise your status.

Netizens "suping_f" carefully sorted out the results discussed by the middle class friends in the * * group, and summed up the suggestion that "rely on what you think is a strong leader": help him, make him more influential, and you can grow together.

Specifically, it can also: 1., according to procedures, reduce the probability of asking superiors to decide and deal with contradictions; 2., objectively report to the leadership, let them make decisions, and make their own suggestions when necessary. This method can not be used frequently, otherwise it appears that it has no opinion; 3. acts as a peacemaker, seeking a conjunction point between the two. This is suitable for internal contradictions between the two leaders, and events have little impact on the interests of the company; 4., use strategies to obtain the trust and support of all leaders. This is suitable for dealing with thorny matters of sudden importance. In short, such a role should be very elegant, showing your professional and decent personality.