What is most expensive in the 21st century is talent. Since hearing this sentence, I have always agreed with this sentence. However, after experiencing a management promotion from my former owner, I found that the most expensive is not a good "talent", but a good "mediocre talent".
During that time, the company's design team, ready to promote a new supervisor and a team leader to manage the new team, had three employees meet the conditions.
According to my daily understanding of them, I am very optimistic about the employee Small C, compared to the other two colleagues, he has a strong ability to work, can also mingle with colleagues around him, the organization of activities is also quite strong, and often take the initiative to think and put forward their own opinions.
As a result, the employee I was most optimistic about, Little C, not only failed to be promoted, but also left the company a month later. At first, I was deeply shocked, but after understanding the reason for the matter, I felt that this talent was indeed my mistake.
According to the company's promotion system, the employee promotion supervisor needs to meet the requirements of the first half year of employment, and the performance appraisal results within half a year belong to the top 20% of the team. Then, according to the ratings of the direct leaders, write reviews, plus competitive presentations, to get the opportunity to become the acting director. The agency period is one month, and the performance is normal after expiration, and the probability will be positive.
Even if the participant is not able to be promoted, the company will target employees who meet the conditions. After the appointment of a full supervisor, the salaries of the unsuccessful employees are increased as appropriate to encourage them to contribute more. Therefore, as long as you participate in the promotion, whether you can go up or not, there will be some benefits, which is why everyone is willing to actively participate in the promotion.
I am the head of the operation department of the company's external recruitment, and because there are often activities and solutions that need the assistance of the design team, I have a good understanding of the design team. I am also familiar with the three colleagues who are about to participate in the promotion this time.
Little C is the shortest of the three to join the company, only eight months. However, due to his strong work ability, he is in the top 10% of their department's performance almost every month.
The fly in the ointment is that if the task arrangement and ideas do not match his own ideas, he will always argue with the other party. Also, speaking more directly when communicating with people. This is his shortcoming as a newcomer to the workplace.
Compared to before, the other two employees, Small A and Little Z, are employees who have been employed for more than two years. The ability to work, in my opinion, is not as good as little C, but it is more obedient, and each time the assigned task is completed exactly according to the requirements, and it will not be based on any advice. So, I usually like to contact Little C to help us with the design.
Soon the selection of promotions ended, and Little C, as I expected, successfully became the acting director. However, Little A and Little Z, both of whom assist Inc. C in managing as acting team leaders, can all three be promoted if they perform well.
At first, I didn't understand the boss's intentions. It wasn't until a month later, when the final official promotion appointment was announced, that I suddenly realized.
The final result is that Little Z becomes the head of the new business group, and Little A serves as the team leader to assist Little Z. Little C was fired directly from the company.
The reason is that during his tenure as acting supervisor, when Xiao C received design orders from several external customers, he repeatedly suggested to the other party according to his own experience and changed the design requirements according to his own ideas, causing multiple customer complaints.
At the same time, the management style of Small C is too strong, and there are many requirements for employees, and it is not good at managing employees. There has been a surge in turnover in the most recent month within the group. Therefore, the company dismissed Little C on the grounds that it was incompetent.
The two colleagues of Small Z and Little A completed the design order in time according to customer requirements, avoiding greater losses of the company. At the same time, the two were also widely recognized by other colleagues on the team, so the company promoted two people.
In fact, the boss found the problem of small C as early as the original campaign. But he also hopes that through this month's management experience, He can make Little C more mature. So, gave Little C this opportunity.
The reason why two group leaders will be arranged is to think that two experienced and obedient old people can hold the bottom. Unexpectedly, this arrangement really worked. Later, with the departure of Little C, the company's business was not affected at all. Gradually, everyone forgot that there was this person.
In the later work, I also found that even in different enterprises and positions, there is such a phenomenon, often in the management of the post, not everyone recognizes the "talent", but some usually do not look like the "mediocre talent".
And the reason why mediocre talents can stand out is because they have qualities that these talents may not have:
<h1 class="pgc-h-arrow-right" data-track="43" >1 Obey and obey the arrangement. </h1>
When any leader arranges work, he first hopes that his subordinates will execute in place. Be able to do the things that are arranged well. After all, before the arrangement, the leader is considered, if there is a real problem, the leader will generally consult everyone's opinion in advance.
Since it is not an inquiry but an arrangement, it must be a matter of decision. Even if you don't approve of it, do it first. If there is a problem, and then find a leader to communicate, this is the embodiment of ability.
If at the beginning, you directly refute the arrangements and decisions of the leadership, then it is not that you are incompetent, but that you are purely looking for fault. Little C is like this, in the face of customer requirements, always want to let the other party according to their own words. Therefore, it caused dissatisfaction among customers.
<h1 class="pgc-h-arrow-right" data-track="43" >2 has a higher EQ</h1>
People who can work in a company for a long time usually have good interpersonal relationships in the company. Whether it's with leaders or colleagues.
Especially after the promotion, how to maintain the relationship with the original colleagues is the key to whether you can sit in a stable position. Little C turned out to be very good at organizing and could also mingle with everyone.
However, after being promoted, he immediately began to be a "parent" and made various requests. Naturally, it aroused everyone's disgust. The other two colleagues still choose to mingle with everyone, so that everyone has a buffer period, in contrast, it will naturally be more popular.
So, two other colleagues were recognized for their higher emotional intelligence.
<h1 class="pgc-h-arrow-right" data-track="43" >3 Clearer self-knowledge</h1>
Mediocre people usually know how much they are capable of. Won't do things that are beyond your reach. Know what the leader is doing for his work arrangement.
From the beginning, the other two colleagues, when the boss appointed the two of them as the team leader, actually guessed that the leader was not at ease with Little C. But both of them, both well aware of their own abilities, did not fight in private. It's about uniting to get things done. In the end, only Little C was vacated.
Moreover, they know that the requirements of their customers are not easily changed. Therefore, when The Little C argues with the customer, they directly start the design according to the customer's requirements, ensuring the interests of the company.
And Little C, just got some recognition and began to drift. I start to feel like I'm right about everything, bar leaders, bar clients, bar colleagues. It is because of his unclear self-awareness that he finally offends everyone. Even if you are not a supervisor, it is impossible to go back and be an ordinary employee.
In the end, in fact, in many companies, people in each position are just a screw, just do what you should do. The so-called talents can do nothing more than a little more than ordinary people. But it takes more time and effort to manage.
So why not choose someone who is more carefree and obedient? Therefore, even if you are a talent, when you have no way to change the world, you can only change yourself to adapt to the world, otherwise you can only be eliminated.
In the 21st century, what is most lacking is not "talent", but "talent" adapted to the 21st century
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