The performance of the leader who hates his subordinates, and which subordinates does the leader hat

Leaders who don't like an employee will behave in the following ways:

1.Never ask what you think.

If the leader never asks you what you think, this is a particularly dangerous sign. There are two possibilities: either in the mind of the leader, he thinks that you have no idea, and he can't tell you why; Either he feels that your thoughts are irrelevant to his arrangement, and he doesn't even want to take into account the emotions you might have.

If you still want to do a good job, you should first reflect on whether you are really "brainless" in the workplace, think about and summarize your work more often, express your views at the right opportunity, and then observe the attitude of the leader.

2.I often don't reply to your messages, or I don't have time.

If you send a message to the leader, he often doesn't reply, or often tells you that he is not available. It is not excluded that the leader is really busy, but as often as it happens, it is likely that he doesn't want to pay attention to you, or he doesn't care too much about what you say. If you want to try to change it, first see if the way or content you asked is appropriate?

Urgent matters can be called directly, and things that do not need to be decided by the leader can be asked directly to colleagues.

3.Becoming impatient.

In the workplace, everyone wants a leader who is willing to teach them. But if the leader is extremely impatient with any question you ask, he is unwilling to go deeper. You have to pay attention to this signal, you do make the leader dislike, don't ask again.

4.Hang you or arrange inconsequential things for you.

You are not assigned a job, you are left to dry, or you are given something that doesn't matter, such as going to an unimportant meeting or doing work that is not useful to the department's performance. This signal is dangerous. If you still want to try, you can take the initiative to ask the leader for work, actively perform, and strive for performance.

But if it doesn't work out, you might have to prepare for the worst – just look elsewhere. Leaders don't like the 4 behaviors of employees - "never ask for ideas, often don't respond to messages or are not available, become impatient, hang you or arrange irrelevant work", pay attention!

5.How to be a good employee:

2.Love your work and strive for excellence.

3.Make dedication a habit.

4.Be proactive.

5.Always keep the company's interests in mind.

6.Set goals for your work and do your best to achieve them.

7.Pay attention to details and strive for perfection.

8.Follow the guidelines and work hard.

9.Pay attention to personal image and maintain the company's reputation.

Hope it helps you, and thank you in time!

Have a great day!

Leaders are disgusted with subordinates who have these 5 manifestations.

The leader hates the performance of his subordinates, I don't know about others, but I can say that what I see is that no matter what you do, you will ask, no matter how much work you have, you will still work hard and tell you to be in a hurry, several times a day, if you make a mistake, you will be fined to death, not to others, and the attitude of speaking is not good, this is how my former leader treated my colleagues.

If a leader hates the performance of his subordinates, the first is that he is unwilling to talk to him, and the other is that he can see it in his eyes. There are also those who can directly reduce his salary.

The performance of the leader who hates his subordinates is that he is very cold, does not communicate, and does business

The performance of Tao Yan's subordinates is very bad.

Pick and choose, ** neither.

There are still a lot of troubles about bringing newcomers in the workplace, especially the following three troubles.

The first point is that newcomers in the workplace don't know how to pretend to understand, and they like to argue with others, and they can't say that they can't write a reason. Not knowing how to pretend to understand is a major disadvantage of human nature. Many people are like this, for the sake of their so-called face, they don't know how to pretend to understand, and criticize everywhere.

Lao Wang believes that understanding is understanding, not understanding is not understanding, don't pretend to understand. Even if you get it, you have another option – don't say it. There are always some people who like to raise the bar, and they like to have disputes with people no matter what they encounter, but they can't say why, and the disputes have not solved the problem, but have offended a group of people.

That's more than worth the cost. A true master never has a key rush dispute with others, and will always adhere to the principle of self-judgment.

The second point is that newcomers in the workplace are not humble and have a bad attitude. Humility makes people progress, and pride makes people lag behind. Since the emergence of **, many people have used the bar to cover up their weakness, thinking that only the bar can have a sense of existence.

Lao Wang believes that the bar is a sick psychology, and humility is a healthy state of mind. Only when you are humble can you have a correct attitude. At any time, if you don't have a good attitude, you will eventually lead yourself to the point of no return.

The third point is that when newcomers in the workplace feel very wronged, they cry at every turn. The glass heart is heavy, and he can't admit the slightest grievance, so he cries at every turn, and uses crying to win sympathy and make the leader compromise. Have you ever thought about this problem, you need to find someone to cry when you encounter something, which means that your ability to withstand pressure is almost zero, and the company does not dare to hand over important projects to you.

It is also very likely to cause dissatisfaction with the leader and cry for you with your work.

oneThere is no explanation of everything, everything is not settled, everything is not heard, and it is particularly unreliable to do things.

II. II. III can't understand the work arrangements and operation essentials of leaders who are not strong in comprehension, and smart people can understand everything, but he is at a loss and confused, and he can't understand it even if you teach him by hand.

ThreeAlways feel that you are right, do not accept anyone's advice, and the first thing you think about is to refute the questions raised by colleagues, rather than thinking about whether the problem really exists in your own work.

FourFailure to provide timely feedback when encountering problems.

FiveThe consideration of the problem is not thoughtful and meticulous, there are loopholes, there is no foresight, you only arrange one, he can't think of two, and the ability to understand is not very strong, can not see the key points.

SixThere are few methods, I don't like to take the initiative to think about the character of the abacus beads, the leader does not mention, does not move, does not work, does not make breakthroughs and re-discovers the problem in advance, and there is no way to solve the problem afterwards.

SevenThe action is not strong, you always have to urge him, making mistakes without memory is a headache for the leader is that the work performance of immature people to eat without remembering to fight is never long, memory often falls twice in the same place, in fact, you scolded him to the problem of dog blood spray head or repeated.

EightThe first reaction to finding a suspicion is to shirk responsibility, rather than solving the instinctive reaction of life is worse than death, but if bungee jumping does not recognize, the leader points out the shortcomings, and I don't know the right opportunity to communicate with the leader alone.

Direct you to a post that you don't like.

At work, be satisfied with the leader, and be favored and reused by the leader. If your job doesn't satisfy your leader, then you may be abandoned by your leader; Many smart leaders, when they hate a subordinate, will definitely not say it directly, but through some methods and means, to achieve the goal of the subordinate actively choosing to leave; Once the leader casually hints at the departure of his subordinates by taking a pay cut, this decision will also give others a sense of insecurity; Therefore, more leaders will make their subordinates do the work they are not willing to do through job transfers. This is the lifting method.

On the surface, it is a job rotation, but in fact, it is a transfer of subordinates to other unfamiliar positions. This is a sign that they are annoyed by the leader, or at least that the leader is not willing to see you. This is a way for leaders to express their attitude tactfully.

Therefore, when you encounter this kind of signal, it is best to communicate with the leader to see if you have done anything that makes the leader dissatisfied, so as to change the leader's impression of yourself.

Lose patience with everything that leads you.

At work, those subordinates who can be trusted by the leader will be very patient in whatever they do. Even if they have a lot of unhappiness in their hearts, they will be willing to communicate with you and even take the initiative to help you solve the difficulties you encounter at work. Even if they are often criticized by the leader, this is a manifestation of the leader's "love deeply, hate deeply", indicating that the leader still hopes that you can continue to work hard; Once the leader suddenly shows impatience, no matter what you do or report to the leader, the leader will interrupt you and even scold you in public for a small mistake.

This is a sign that the leader is unwilling to deal with you; I'm sure you've all been in this situation. There are urgent matters at work that require leadership decision-making. A lot of ** to the leader is always unanswered, and even yours ** no one listens.

Such a signal is a sign of abandonment.

The leader deliberately makes things difficult for you at work.

In ordinary work, if you suddenly encounter a leader who deliberately makes things difficult, it can generally be seen from the leader's attitude; No matter how much your work plan is revised, it will not satisfy the leader, and you will be forced to revise or improve it again. That's what happens when the leader makes things difficult for you. Even if you work overtime and hard, the leader will not be satisfied with what you do.

This shows that the leader is deliberately targeting you, and this signal is a sign that he is no longer liked by the leader. In reality, the average leader will not treat his subordinates like this, unless he accidentally offends the leader in some things, resulting in being deliberately cleaned up. This is also a personal vendetta of the leader; If you encounter this situation at work, it is best to talk to the leader quickly and talk about the contradiction or disagreement, so that you can be reused by the leader.

The first is that no matter what this subordinate does, it is very unpleasant, even if he does a good job and handles it very well, but the leader will still be very dissatisfied.

The leader hates his subordinates, he will be obvious in his tone, his attitude will be relatively bad, and he will always have no smile on his face, no matter how good or bad you behave, he will be very picky about you. These details.

They often give the most difficult and dirty things to their subordinates, and they will not agree with any of their subordinates' views or opinions. That's how my boss is.

The three types of subordinates that leaders dislike the most.

1. Proud and self-congregated subordinates.

These people are often the tragic heroes of the workplace. They learn everything quickly and are very capable, and often there is no one to replace them. Once the unit has an urgent reputation to deal with, the first thing the leader thinks of is him.

Due to their "irreplaceability", these people tend to be arrogant and show great confidence and arrogance in their words, which makes people afraid to approach and make people feel jealous. Because of this, their mass base is often poor. Every time they are faced with a promotion, leaders often fight for it for a long time.

I want to be promoted, but I can't do it.

2. Resentment of unfair subordinates.

This kind of person is both annoying and pitiful, and for various reasons, they are frustrated at every turn. Over time, they will develop prejudices against the people and things around them, and this prejudice will gradually accumulate over time. The consequence of this situation is that it is easy to distort the minds of such people, and they will do everything they can to slander others for all kinds of petty profits.

If the people around them are in difficulty, they are likely to fall into the trap. Such a person must not be liked by leaders and colleagues.

3. Good old people are incompetent subordinates.

These people are commonly known as "good old people" in the workplace, and they don't have their own opinions on anything. And, due to lack of capacity, they often get nowhere. Especially when the leader gives them something important, it is easy to mess things up because they "have no idea", and over time, these people will lose the trust of the leader.

Leaders hate mediocre, inactive, and unsuccessful subordinates. There are also leaders who hate those who twitter and don't do their jobs.

What kind of wide shots does leaders hate the most? Next week, I think the leader hates chattering subordinates the most, and his work ability is not good, and there are things everywhere. Do not dismantle or stop the land to complain to the leader.

Face is a good thing, everyone has it. Leaders are no exception, don't let leaders lose face in front of people. Embarrass the leader and empathize with Qi Lixia.

With such a subordinate who embarrasses himself every day, can he feel better? The end result will definitely be to fire you. Do you want to keep a distance between the company and your colleagues, and what about the leader?

In the same way, when you see your boss, you have to say hello to your boss. Don't hide when you see your boss, it's okay once or twice. After a long time, Gao Weichi will make the leader think that you have any opinions about him?

What's more, leaders are also people, why do you want to hide, mountaine. Keeping your distance is not for you to hide from the leader, basic communication is still needed.

What kind of subordinates do the leaders hate the most? Of course, the leader of caution hates the kind of person who is self-righteous, does not have great work ability, but looks down on the leader and colleagues.

The leader hates Mingqin disobedient the most, and he always guesses the subordinate who does it with himself, and an upright leader hates the subordinates who disobey the yang and the yin, the two sides and the three knives, the braggart blind and the horse, and the business is not refined.

As a leader, the most boring thing Lu Nai hates is the kind of disloyalty to himself. And the success is not a success, and there is more than enough to do it. This can cause unnecessary headaches for your own team.

The subordinates that leaders hate the most are disobedient, and they don't actively cooperate with any work when arranging it, and they talk back.

Leaders hate their subordinates the most, who disobey the yin and the yang, cheat, and do not do their jobs.