As HR, have you found that those excellent peers have different characteristics? You work hard. Do you have anyone to help you? It is often said that the workplace is like promotion. In addition to their own unremitting efforts, but also inseparable from the appreciation and support of leaders. However, many times, we are faced with a difficult boss and a bad workplace relationship.

Teacher Shi Weijian, an "old driver" who has been engaged in HR for more than 20 years, met a very "special" leader in the early stage of his career. He made rapid progress and was promoted all the way without being optimistic and guided. Nowadays, the identity change from wage earners to bosses has given him a deeper understanding of workplace relations. Through his story, you may be able to understand how an HR without someone can grow wildly and how to move forward quickly and steadily in the face of the transition period.

When you first met a "cold-faced" boss, you were forced to grow wildly. What kind of leader drives you crazy: sharp, mean, taciturn or indifferent? As a newcomer, have you ever met a leader who doesn't like talking and doesn't "teach" you? Young Shi Weijian met such a "cool" boss.

1In August, 994, Shi Weijian quit the "iron rice bowl" of state-owned enterprises in his hometown and went to the Shenzhen talent market. He successfully entered a Hong Kong-funded enterprise through an interview. At that time, like many young people who came to Shenzhen, he was full of yearning for this unknown big city. But it wasn't long before he met the first thing in the workplace: how to communicate effectively.

At that time, Shi Weijian served as an administrative assistant intern, mainly studying logistics management and office management. But in fact, after getting familiar with the company environment, he didn't receive any clear work target instructions. His direct leader is the director of the group office. This leader, who is only three years older than him, is very serious and doesn't like to talk. "If you ask him ten words, you will be lucky if he can give you a word back. Usually my questions are answered by body language, that is, shaking my head, and sometimes I can't even shake my head. " Besides, the computer level in Shi Weijian was not good enough at that time. When the other nine people hired in the same period were assigned to the office to write materials, he was "assigned" to the industrial park to "do nothing". Not only that, but the change in the nature of the enterprise also made him extremely uncomfortable. I used to be a secretary in a state-owned enterprise, and my position was favored. After entering the new company, he felt marginalized, helpless and had a great psychological gap.

This situation made Shi Weijian, who was covered in blood, a little caught off guard. Although he is not satisfied with the attitude of the leader, his salary is very high. So he made up his mind secretly, "As long as you don't drive me away, you won't go." After making up his mind, he no longer put his emotions first, but actively looked for a breakthrough in his work. Through the organization chart, he found that the director's work content is mainly in charge of the non-production management of the group's factories and headquarters, including property, personnel, cleaning, motorcade, security, canteen, dormitory, engineering team, water plant and so on. In his view, the director's work scope is his own promising space. Seeing the director sitting in the office for a long time and rarely going out to inspect, Shi Weijian suddenly realized that the outdoors might be the place where he displayed his ambition.

After making up his mind, he asked the leader for a walkie-talkie and started the long "Long March" in the factory alone. At that time, his company was very large, with only 4,500 employees. Through daily itinerary planning, Shi Weijian used the time from 5: 30 in the morning to before going to work and the rest time on weekends to visit different areas, including every path, gaps between houses, sewers, vegetation greening and so on. Through the visit, he was not only familiar with the people, things and things in each district, but also collected some places that needed to be repaired, dredged, rectified and replaced. Through his own communication, he also put forward various suggestions for improvement in various districts.

Whenever he returns to the office, he always reports the relevant situation in the form of a small note. At first, the director's office was full of relevant notes, and gradually he found that there were fewer and fewer notes. Whenever he summarizes at the end of the month, the problems he reflects are either being dealt with or have been dealt with. The director is as cold as before, but Shi Weijian is more and more energetic: washing the floor with the cleaner, having a party with the director, cooking with the chef, sweating with the team members and so on. After the three-month probation period, 10 people left nine, and the remaining one was Shi Weijian. Because of his familiarity with business and hard work, he was recommended by the former office director and was soon promoted to the new office director. Looking back now, he often sighs that "it was a happy day."

In fact, we often encounter all kinds of situations in the workplace: maybe we are unfamiliar with our business, maybe we are introverted, maybe our colleagues are indifferent, and maybe our boss is "calculating". At this time, how can we start working?

In view of this situation, Shi Weijian has the following suggestions:

1, observant and proactive.

First of all, we should understand the whole process and content of the work, and make clear our scope and authority. Secondly, learn the standard operating instructions and operating procedures of organizational structure, central responsibilities, post responsibilities and other documents, because only by understanding the past standardization and processes can you optimize and upgrade, have a say and get good comments from everyone. In addition to doing your own basic work, you can also know the specific situation of the company according to the priority of things, such as visiting the workshop, communicating with employees more, and finding ways to deal with problems. Tell the leader when you are in a good mood and let him take the credit, so that you can not only get the approval of your superiors, but also learn some detailed work operations.

2. Pay attention to details and strengthen communication.

There is no ineffective communication, only unsuccessful communication methods. People often say that ignorance is fearless. As a newcomer, you can ask questions that others are afraid to ask, questions that you can't ask, and pay more attention to different voices. When you are estranged from your colleagues, you can take some tips to ease the relationship, for example, please eat, help copy materials, send and receive documents, and convey notices. When you meet a difficult leader, you should adapt to the leader's temper and working methods and sum up a set of appropriate solutions. For example, for cold leaders who are not good at expressing, they can communicate with them in the form of words (note, SMS, WeChat); For grumpy leaders, you can report through keywords, outlines and other forms.

3, the goal is clear, steady and steady.

In the early stage of employment, you can refer to the recruitment requirements of your superiors and improve yourself, so that you can know what you should focus on and pay attention to and reach the application level of your predecessors. Secondly, through the accumulation process of theoretical knowledge learning, simulation training, practical auxiliary operation and independent operation, learn a knowledge point and use a knowledge point. For example, if you read about learning an excel function in a book, you can first simulate it yourself, and then apply it to your superior's work to get his teaching or his work results. Through repeated simulation and operation, you can fully master the principle, writing and application of this function, and many work skills can also be cultivated.

For HR, there are only two ways to grow: one is to enter a big company, make mature modules under the leadership of predecessors, and then enjoy the training and promotion channels of the company system; The other is to enter small and medium-sized enterprises and do trivial and unsystematic things every day, without guidance, or killed by details, or uneasy with the status quo. There are many people on Sanmao. Who belongs to the second case? If you don't want to give up and continue to "toss", you can set a small goal for the construction of history, then try to open up the work situation and tap your enthusiasm for work.

Difficult Transformation from Practitioner to Entrepreneur In 20 15 years, Shi Weijian began to transform and established Shenzhen Yide Enterprise Management Consulting Co., Ltd., from a practitioner to a boss, which realized what many people dreamed of. With the change of workplace identity, he has a deeper understanding of career development.

Before preparing to start a business, considering that I have accumulated a lot of experience in the human resources industry and can share something, I am full of confidence in myself. However, after starting a business, he discovered that "shopping malls and workplaces are completely different, and the pressure experienced in the workplace is insignificant compared with that in shopping malls." The first half of 20 15 is an extremely difficult period for Shi Weijian. "I feel extremely uncomfortable and have not touched the market at all."

Until the second half of 20 15, he published an article of about130,000 words in the print media, and published it as a book, and cooperated with some institutions to teach, forming products that are easy to consult, such as Static Performance Appraisal, Diversified Dynamic Balance Performance Management, and The Secret of OKR Design, before he gradually accumulated business experience and the company gradually got on the right track. He once wrote in his blog that "previous grievances" will follow 20 15, and 20 15 will experience a lot and gain a lot. "And this kind of harvest, he said frankly," is a combination of profound experience in the workplace and the market, and profound reflection on HR career ".

He believes that HR has reached a certain stage and wants to achieve a higher level of development. The following points must be noted:

1, understand the market

Now, HR needs to understand the fact that the market or business is indisputable. The position of HR depends largely on the fit between its own quality and the requirements of the times. If you can't judge whether you know enough about the market, you can try to ask yourself a few questions: for example, what contribution can you make in the discussion of marketing business? If you are asked to attend the technical seminar of R&D department, can you understand and make suggestions? Look at the company's financial statements and balance sheets, can you find any problems?

So how to do it?

Shi Weijian believes that in addition to deliberately cultivating market thinking in the professional field, there are two points that need special attention:

1) to gain the trust of the boss.

Improve your professional quality, get a high level, and strive for the opportunity to stand with your boss and talk. "Corporate culture is the life of the company. When the boss talks to you about corporate culture, you will have more opportunities to deeply understand the company's development strategy and goals, and adjust your work focus and direction in time. " In addition, what you need to do is to strengthen your communication skills and unite the company executives and bosses closely.

2) Learn to help the boss make money.

HR, who only spends money, can hardly gain the trust of the boss. Senior HR will clearly analyze the relationship between spending money and earning money for the boss, that is, let human resources work from the cost table to the income statement. How to learn to help the boss make money? Try to string together the needs of various departments in the next work plan.

2. Pay attention to the equity design of the company.

Shi Weijian believes that an excellent HR should also know how to design the company's equity structure, which is an important issue related to the retention of talents. For example, at present, there is a core executive in the company who wants to leave because of salary problems, but the company has no money and wants to keep this talent. What should I do? Faced with this situation, Shi Weijian believes that we should first make a correct judgment on the company's current situation, whether it is growth, rapid development or maturity, and then we can design the correct scheme. Restricted stock incentives can be set up, and options can also be adopted. "And these, most bosses don't understand, their thinking is market-oriented, and HR thinking is the professional management of people. If you only know the salary design, a lot of work can't be done well at all. "

After the accumulation and precipitation in the barbaric growth period, in order to realize the future career transformation, combined with his own experience, Shi Weijian made the following suggestions:

First, we must maintain enthusiasm in the workplace.

Enthusiasm is a lubricant in the workplace and can affect people around you. Shi Weijian thinks that there is a big difference between enthusiastic people and unenthusiastic people. People without enthusiasm can't create much value in their work, in the final analysis, they just create a kind of professional value. Those who write their enthusiasm on their faces, especially as the leaders of the team, can inject positive energy into the team at the grassroots, middle and high levels. This invisible force can take the team in the right direction. This is what young people need to do in the workplace.

Second, learning can make people feel scared.

Keep learning and always be in awe of knowledge. "People who are really well informed are all quiet and good at learning. The more knowledge they have, the closer they are to the laws of nature. " Through learning to cultivate their core strengths, find out what they are good at, constantly dabble in the theoretical system of the work field, and maintain endless greed for knowledge and information resources every day. Through learning, their unknowns will grow bigger and bigger, resulting in endless fear and high respect for knowledge.

Third, work hard, but work hard.

No matter how many learning methods there are, without diligent attitude, everything will return to zero. Shi Weijian thinks there is a difference between diligence and hard work. "Diligence means never looking at the time after work, while hard work means always caring about when to get off work after work. This is a level difference." For a long time, in the eyes of people around me, Shi Weijian is an extremely diligent and continuous learner. In his own view, "I am still a layman, and I know very little about real human resource management knowledge. There is still a lot of room for exploration in this field, which requires a little accumulation and precipitation. "

In short, most people who fail are similar, and successful people have their own methods. Before learning from other people's methods, what you have to do is to sort out the previous work, compare the similarities between the two, and fill your ordnance in this methodology, which will be more helpful.

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