Why do some leaders always feel that their subordinates have less work?

Because he thinks that you have to work non-stop every day for the salary he pays you, and if he sees you playing for a moment, he is very dissatisfied, so it is like this.

Because the more an employee does, the higher his income, which is actually a game.

They don't see the efforts of their subordinates, and they spend money thinking that they can have all the time of their subordinates, so this is the reason why they think that their subordinates have too little, no matter how they work.

Because the boss always thinks that the employees do less work, the workload is less, and the salary is very small, but he never sees the hard side of his subordinates.

Because he felt that he needed to do a lot of things himself, he felt that the workload of his subordinates was not large enough. Not as long as working on your own.

Because of the strong ability of leadership, he also came from his subordinates step by step, and he worked very hard when he was a subordinate, and saw that his current subordinates felt that they were not working hard enough.

This is the same as "teachers always feel that students have little homework". That's because they don't have a backache when they stand and talk, and they always feel that their subordinates are lazy in the studio, which is particularly speechless. Our boss always likes to calculate the average goal when he is working, and every time he calculates, the amount of work is amazing!

1: The leader has grievances with his subordinates, and deliberately can't get along with his subordinates and find faults.

Second: the subordinates' work results make the leader dissatisfied, and hope that the subordinates will do more work and improve their business ability.

Three: The work tasks of subordinates are indeed not saturated, there is a lot of time to be in a daze, and they do not work for nothing.

Because he feels that you have not contributed much to his company, and that you have no use value for his existence, he feels that your work is not very good.

Because these leaders don't have backache when they stand and talk, when they are not busy, they feel that other people are also idle, so they want to find something to do for others, so that others can work more and get more.

Your boss may feel that you are not leaving any interest in his company, he thinks that your work performance is not very good, and you need to change your current style.

I think the reason why some leaders always feel that their subordinates have less work may be because they are usually too idle, and they are afraid that their subordinates will not work every time.

Maybe they always feel that you are doing nothing when they see you, they don't know what you look like when you are working overtime behind your back, try not to let them see you when you are free.

This is the mentality of most leaders, I wish you worked 24 hours a day, and created benefits all year round, which is a common problem.

A leader who is you wants you to get better. First, good leaders cultivate people, and bad leaders harm people.

In the workplace, good leaders use their talents, what kind of talents do you have, what kind of points do you have, they use you according to your characteristics, put you in the right position, and constantly promote you and reuse you, and bad leaders they see your talents, worried that you will replace him, so everywhere they give you a tight spell, and even set traps for you, they exclude you everywhere, suppress you, for fear that you will surpass him, follow a good leader in the workplace you are flat, follow a bad leader you can only stand still.

Second, a good leader has a mild personality, and a bad leader has a frizzy personality.

It is the nature of the temper to control the nature in the workplace, and the good leaders in the workplace can control their temper, even if you say something wrong or do something wrong, they can also talk to you calmly and point out where you make mistakes, and the bad leaders make mistakes, they not only do not help you speak, but instead push the responsibility for the mistakes to you, and pick up the mistakes cleanly, they even punish you ruthlessly, kill the chicken to the monkey, and have achieved the purpose of establishing their authority.

Third, good leaders empathize, and bad leaders only think for themselves.

Good leaders in the workplace are just a kind of thinking from your point of view, they will give you what you need, build a platform for you to work willingly, and realize your own value, while bad leaders they only see their own interests, only revolve around their own interests, even if they sacrifice your interests, they are not hesitating, so you will feel very comfortable with a good leader in the workplace, and you will feel that your efforts are worthless with a bad leader.

Good leaders in the workplace will start from your point of view, they will try their best to help you grow when you encounter problems, while bad leaders will only start from their own point of view, you meet his interests and pull you, you are harmful to his interests, they will directly push you into the abyss.

The more aggressive the leader is to his subordinates, the more it means that the leader attaches importance to you, wants you to do a good job, is too short-tempered, and may be that you are simply messing around.

It's a sign that the leader values you.

As a leader is to have the appearance of a leader, guidance is to be serious, your leader is very serious about you, and then will scold you, blame your problems, indicating that your leader attaches great importance to you, that is, because of the reuse of you, so he wants you to become better, he will let you correct by suppressing you, you must listen carefully to his feedback to you, then you have the opportunity to be promoted and raised.

I hope you do your job well.

Some people often say that their leader is very fierce, in fact, the reason why he is also fierce to you shows that this leader attaches importance to this work, and is more serious and serious about this work, your leader hopes that you can do a good job, and does not want your subordinates to slack off their work there, and hopes that their subordinates can be responsible for their work.

Too grumpy.

Some people belong to the kind of little things are easy to lose their temper, if your leader points his nose and scolds you because of a little thing, and is very good to you, then it means that he may be too anxious, sometimes the words can not be expressed in time, and I don't know how to say you, but I am afraid that you will do something wrong, so I can only use the attitude of ** to you.

You're just messing around.

Some people fish in troubled waters all day long at work, completely messing around, mixing wages, the boss will be very angry when he sees such a subordinate, and will naturally be very angry with you, if he is not, you can't correct your attitude at all, this kind of employee will only waste the company's manpower and material resources, must be criticized, must be **, he criticizes you, on behalf of you have the opportunity to correct, if the leader is no longer counting on you, he will fire you directly.

Capable employees are indispensable for a successful enterprise, and capable employees can handle their work quickly and efficiently, not only that, but also innovatively propose new ways of enterprise development to help enterprises develop better. However, as a boss, whether from a personal perspective or from the perspective of the enterprise as a whole, I don't like capable subordinates, and I think there are several reasons why leaders don't like capable subordinates

1.A sense of crisis

As a leader, he plays an important role in the company, but this important role is not the only irreplaceable one, so capable subordinates will first threaten the position of the leader. Therefore, many business leaders do not like capable subordinates, first of all, because if the capable subordinates are too outstanding, they will overshadow their own status, and they are afraid that they will be replaced.

2.Affect team cohesion

As the leader of an enterprise or a team, you should look at the problem from the perspective of the overall situation, and capable subordinates are likely to threaten the development of the team, and those who are too capable will affect the cohesion of the team. Imagine that if there is a strong person in the team, there will be healthy competition in a good situation and promote the development of the team. However, it is more likely to cause excessive stress on other members of the team and affect team cohesion.

3.Difficult to manage

As a leader, in addition to efficiently completing the tasks assigned by the higher level, you also need to manage the entire team. However, most of the subordinates with strong ability have outstanding personalities and have their own ideas, so when the leader wants to assign tasks or make some new work arrangements, such subordinates will greatly increase the cost of leadership management time, and will also drive other members of the team to greatly increase the cost of managing the team.

Even if you are really capable and have made achievements, it does not mean that all leaders recognize and like youSimple criteria, if your performance can also become the leader's performance, then the leader will most likely like you; If your performance is only your own performance, and even shows the mediocrity and incompetence of the leader, the stronger the ability, the more the leader will be afraid of you.

Frankly speaking, with the low professionalism, poor work ability, and lack of professionalism of most employees, it is unlikely that subordinates are really stronger than leaders. Because unless the leader of the leader deliberately does not want the team to be good, he will not arrange a person who is weaker than you to lead the team. Therefore, if you really feel that the leader does not like you and has an opinion on you, a more feasible and effective way is to carefully analyze whether you are doing well and have not met the requirements of the leader in terms of ability, and quickly make up for it and win the leader's like.

It's one thing to be capable, but it's another thing to be able to translate into performance. Maybe you're a little bit above average, but the difference is completely unrecognizable to the leader. You are really talented and far beyond the others, so you should be very recognizable.

If you don't have the ability to recognize, you don't have the ability to be strong.

The more people with strong ability in the unit, the more relaxed the leader should be, and the fewer people with strong ability, the more uncomfortable the leader. Talent and morality, morality first. Why the leader doesn't like it, maybe there is a problem with morality.

The stronger the power, the more evil it can be.

I used to be an employee, then a leader, and then my own boss. So I went through every stage. If you're just self-aggrandizing, then the leader will always dislike you.

If you are really strong, it is impossible for the leader not to dislike you, because he also has to give an account to his leader and make achievements, and work against you and make you unhappy, what good does he have? Many people think they are strong, maybe just in those dispensable positions, if the company can't do without you. Not to mention the leader, even employees and colleagues will have inner worship and respect for you, and you are not the first to think of you when any crisis is important.

If a leader has a tolerant stomach, his subordinates may surpass him; Otherwise, if he has no ability and is afraid that his subordinates will threaten his survival, he will not like capable subordinates. In addition, some capable subordinates are more independent in doing things, do not obey discipline, and are not very willing to give face to the leader, which will also attract the dislike of the boss.

There will be many reasons for this. It may be that the subordinates will be exposed to the edge of the subordinates, and they will get the affinity of more senior leaders, which will affect their own development. Subordinates do not give face because they are too capable, which affects their authority. The three views do not agree, and so on.

This varies from person to person! It mainly depends on what kind of personality the leader or subordinate is, and what kind of moral quality and mentality they have. It is true that the more fierce the leader, the less able the subordinates will work! Some do the opposite.

In fact, it doesn't have to be, it depends on whether the leader is unreasonable or the subordinates are not working well. Secondly, it is necessary to see whether the subordinates understand the intentions of the leader. It is also possible for a strict teacher to produce a high apprentice.

When the leader constantly arranges work for his subordinates, it shows that the leader has a high degree of recognition for the ability and contribution of the subordinates. However, if too much work is scheduled, it can lead to overloading of subordinates, affecting productivity and employee motivation. In this case, the following measures can be taken:

1.Communication: Actively communicate with leaders to express their views and concerns. Explain if your current workload is overweight and the likely impact. Work with the leader to achieve a reasonable workload and reach a consensus.

2.Prioritization: Consult with leaders and establish reasonable priorities based on the importance and urgency of the task. Focus on key tasks and make reasonable timing recommendations.

3.Resource allocation: Discuss resource allocation issues with leadership, including time, manpower, and other support resources. If resources are insufficient, suggestions and solutions can be proposed.

4.Delegate and delegate: If the workload is too large, you can consult with your leader to delegate some of the work to other appropriate team members. This not only reduces the burden on the individual, but also cultivates the ability and responsibility of others.

5.Provide results display and feedback: Actively show the completed work results to the leader, and give feedback on the progress of the work in a timely manner. In this way, not only can the leaders understand the quality and effect of the work, but also make the leaders aware of the balance between personal ability and ICBC Qingran.

6.Self-management and boundary setting: Learn to self-manage and set work boundaries to accept and complete reasonable tasks according to workload and personal ability. Avoid accepting too much work that can lead to quality degradation and fatigue.

In short, establishing effective communication channels with leaders, clearly expressing their views and concerns, and negotiating a reasonable workload and resource allocation are the keys to solving the problem of leaders constantly scheduling too much work.