"Follow or not follow" this issue can not engage in a one-size-fits-all or binary theory, we must consider the following three questions before making a decision.
Soul Question 1: How do you evaluate the leader who wants to poach you
How much do you trust this leader? How well has he worked over the years of cooperation? How do you treat your subordinates? He jumped ship this time is thoughtful or impulsive ......
The reason for considering these questions is simply the need to judge whether this leader is worth following, but in the process of judging a lot of people want to turn off, thinking that as long as the leader for people nice on the line. But in fact, sometimes the boss character nice does not mean he is a good leader.
Greg McKeown, a young global leader at the World Economic Forum, conducted a research study that collected information from more than a thousand managers at more than a hundred companies over a twelve-month period, including Apple, Cisco, IBM, Intel, Microsoft, and others, and wanted to understand in what environments employees have the best professional performance.
The result of the research found that half of all employee productivity is lost at the hands of so-called good leaders. These good leaders are ***identical*** in that they are approachable and make you feel comfortable.
The term "good leader" begins with the word "leader" and ends with the word "good". The leader's first task is to make the team and subordinates profitable, not to make the staff happy, like a spring breeze. And some of the leadership of the "bad" is just a symptom, in the cocoon, you will find that they are actually worth to follow.
1) "Squeeze" subordinates, but recognize the value of subordinates
One of my readers' friends once left me a message to bask in the sunshine of his own leadership. Back then, he was hired by his current company, but because of his lack of experience, his monthly salary was 30% lower compared to his colleagues in the same position. In the first year, he took a lower-than-average salary but did the same work as everyone else. In order to get up to speed as quickly as possible, he worked a lot of shifts without overtime pay, and his parents advised him to get a new job to save himself from being squeezed by the leadership to the point that he didn't even have any bones left, but this friend still insisted on it.
The next year after he was on his own, he completed two good projects that year, and his progress and achievements were seen by the leadership, and his salary was directly doubled.
"Oddball" debater Fu Seoul had said in the program: "workplace boss righteousness, nothing more than the word plus money, no sweetness, which has the strength". This kind of heart calculates the value of subordinates of the leadership, is undoubtedly worth following.
2) Let people work overtime, but will not let people be completely kidnapped by the work
My brother's boss is an "extreme" leadership. When he is busy, he pulls his subordinates to work 10 hours a day, and many times he can't take his lunch. But once the rush is over, or when there are no projects near the holidays, he knows that everyone's mind is not on the job, so he lets everyone call it a day and hurry home. "Why don't you go home and spend more time with your family? Why are you spending time in the office?" was a classic quote from his leader.
There are very few people in the workplace who never work overtime, but the one thing that I am most afraid of is that I am a workaholic, and I call on my subordinates to be on call 24 hours a day, and I can't see a bit of leisure, and I try to make my work the only goal in your life.
4) More than settling scores, more willing to contain the first signs of
Settling scores is much easier to shake the pot beautifully, but also shake the wind, "Look at you, I said xxx at that time," not uncommon after the fact type of leadership. The good leaders are more willing to point out the problems in time and save their employees from making mistakes than they are to "settle scores".
And this kind of not nice leadership **** thing, at first often let a person feel uncomfortable, but day by day to see the heart, when you see the payroll card on the number of growth and their ability to grow, you will know that there is no with the wrong person.
Soul torture question two: how do you evaluate the current company?
In addition to carefully evaluating whether your boss is worth following, it's also important to do a "full medical checkup" of your old employer.
For example, did you have a chance to move up after the leader moved? How well did you get along with other colleagues in your old company (going to a new company means you'll have to spend money on relationships again)? Are you familiar with the new leader and is he a good ****? Is he capable of taking the department to the next level? In the end, what you have to consider is: at the moment, is this a company worth keeping for yourself?
There are three criteria for judging -
1) the company's operating conditions
Profits are the hardest yardstick for measuring how good a company is. The best models and concepts are worthless if a company is poorly profitable. Observe more about the company's lack of customers to deal with on a regular basis, the elan of the sales staff, what the leaders are up to all day, and the previous year's financial results. A consistently profitable company is the bottom line for you to stay.
2) The company gives you a sense of security
The fact that a company is moderately profitable doesn't necessarily mean it gives employees a sense of security. According to the "Six Senses of the Future Workplace" research white paper released by the Hire Big Data Institute, the cornerstone of a sense of security in the workplace is the salary and benefits of these money-related factors, but the workplace needs a sense of security more than just money can satisfy.
The most valued initiatives by companies to improve security are, first, the spirit of contract, followed by a "healthy, green office environment" and "employee protection regulations (such as anti-sexual harassment and anti-bullying).
Whether leaders honor their promises, whether benefits and security are in place, and whether the office culture is healthy ...... are all things you'll want to consider when choosing to stay.
3) Your room for advancement
How much room do you have for advancement in your current company? What might your situation be like in three to five years after you stay? If there is no opportunity for advancement, from the point of paycheck to paycheck alone may be three or five years later, you and now live in a similar situation. If now are gritting their teeth to get by, later may also be so the status quo, a number of years after the age of life, the pressure of life is even greater, they have even less courage to seek change, only to be eliminated the part.
After scanning through your old home, you may find that this is a better place for you to stay than to leave.
Soul Question 3: How do you evaluate the new company you might be going to?
When a leader wants to poach you, he or she is sure to make a better assessment of the new company, but that conclusion is made from his or her standpoint, and probably doesn't apply to you, so you'll need to know a little bit about the new company, too.
Macro level, to understand compared with the current company you are working for, the new company's advantages and disadvantages (salary and benefits, training, skills, company atmosphere) in what? Are doing things you like? If everything is the same as before, what is the point of leaving the original company?
Micro level. The most important thing is to understand clearly what your role will be when you join -
What is your role in the department? What role will your joining bring to the department as a whole? What skills does the company value in you? Why do you need to work here?
The point of considering these questions is to find out one thing: excluding your former boss, is this new company worth joining? And will you be seen as an independent worker or just an "accessory" to your leader?
An additional "dilemma": If I choose to stay, how will I deal with my new boss?
If the original leader leaves and you choose to stay on, the company parachutes in a new boss. At this point, we will face a classic workplace problem: how do I get along with the new leader?
As a veteran employee, we get along with the new leader, it is best to keep the "two to" and "three do not" principle.
1) To respect the new leader
Maybe you are not satisfied with the new leader, but as long as your future depends on him, the respectful attitude and politeness should be done. Especially when you are an old cadre, the leader of the senior (or younger than yourself), more should not be set up. The more senior, the more respectful, the more likely to get the new boss's appreciation and reuse.
2) to take the initiative to communicate with the new leader, to help the new leader
We will take the new leader most of the time to take a respectful attitude, for two reasons, one does not know the temperament of the new leader, for fear of rushing to greet will be touching the nails, embarrassment; Second, for fear of other employees to say that their own ass-kissing, take the initiative to the new leader to be courteous. In fact, the new officer in the heart of panic, if we can take the initiative to ask the leadership of the needs of the leadership, and leadership and active communication, the new boss will be grateful to you.
3) Do not evaluate the former leader in front of the new leader
The former leader's merits and demerits of the new boss can be obtained from other channels, but from your mouth, no matter how good or bad the evaluation, the new leader will not be appreciated.
4) Do not talk about departmental colleagues
Some leaders like to inquire about the situation of the team members from the old staff, commenting on the strengths and weaknesses of each person, it seems to help the leadership to familiarize themselves with the situation of the personnel, but you do not know the relationship between the new leader and other employees. A hasty critique may get you in trouble, and it's better to let the new leader observe and evaluate for himself.
5) Don't rush to show your loyalty to the new leader
While we respect the new leader and are willing to communicate positively with him, we should not get too close to him and label ourselves as "the new leader's man", which will make it difficult for us to do our job among our colleagues.
When you want to have a future in the workplace, you need a platform, a leader, and your own ability. A good leader is Bole, can help us a arm, but in the end we are all interest alliance relationship, we can not rely on their own future too much in a certain leader's stay or go. Whether it is to follow the leadership, or stay in place, ultimately, the iron still needs its own hard, to be able to go can go in style, stay can stay at ease.