Workplace Psychology: Don’t Be a Workplace Sandwich
When there is a conflict between your two bosses, should you turn left and right?
“When the two tigers compete”, who do you fight with?
This is a problem often encountered in the workplace.
Manager Yang and Manager Liu are in conflict due to salary reform. Let ‘s take a look at the practices of several employees: Mr. Zhang is very loyal, and he has a spirit of “going to the fire” for everyone.Tube “impression.
Mr. Zhang is having trouble with Manager Yang today. Will he be having trouble with Manager Liu tomorrow?
If Manager Liu reuses Mr. Zhang, will he prevent Manager Yang from coming down?
These considerations made Mr. Zhang a victim of the “two tigers fighting”. One manager used the method of replacing Mr. Zhang to give favor to another manager.
Ms. Li can understand the manager’s reform ideas, and does not decide which manager to support based on her temporary gains and losses.
With the soberness of a bystander, she foresaw the consequences of being involved in the power struggle and warned her colleagues not to be confused for a moment.
Miss Li is not just defending herself, or raising her concerns to share with everyone.
Scoring with Miss Li, the new Xiao Wang noticed that she was a bit immature. She was timid in the face of power struggles, dared not to express her opinions, and flinched, even not willing to go to work.
Mr. Lin is better at pulling relations and forming gangs.
However, he started from his own local interests, not sharing the fate with the company. The practice of the gangs also threatened the company’s interests. When the company encountered a crisis, he could not stand up, but would demolish the platform, and the managers would not like it.
After reading these, you may have understood that when “two tigers compete”, as an employee, you must first “do not get involved”, because the boss will look at the problem from a more macro and strategic perspective. Once you get involved, it is inevitableBe a scapegoat or victim.
Second, look at the problems you encounter from a high-level perspective.
Supervisors will like employees who can “think what the company wants and urgently need the company”, so that employees can share difficulties with the company, which is fundamentally beneficial to the company.
Third, don’t be clever, but don’t reject “big clever”.
Being clever and pulling gangs is a threat to the company, and bosses don’t imitate these small gangs to turn a blind eye.
However, it is a good thing to be a little “bright”. A staff with a mind, a vision, and a mind will be valued by the boss.
Fourth, not being involved does not mean always avoiding contradictions.
It always hides like a tortoise, maybe for a while, but not for a lifetime, and it is ultimately not good for the development of the cause.
Learn to look at issues in a mature, rational way, so that you can be invincible in your company’s “struggle for strength.”