When it comes to the four words “workplace performance”, both newcomers and old people in the workplace can “smile”.
Whether you like it or not, in the face of leaders and colleagues who do not like it, “performance” has become one of the skills of some workplace survival. Even in advocating openness, transparency and equality in the Internet big factory, is no exception.
An employee who jumped from a small company to a large Internet factory told Deep Burn that job opportunities in small companies are not so rare for many workers, but large factories are different, where the benefits are relatively better, the platform is more resources, but also more cherished job opportunities, coupled with the growing number of large factories, a project involving more people, the environment is more complex, more must use some Performance science” to maintain decency.
Under the system and environment of a large factory, no matter you want to get a promotion and a raise, or you want to stay in a corner, you have to learn more or less “acting”: for example, acting overtime, acting debriefing, acting separation. Performing debriefing, performing leaving, performing agreeing with leaders, performing getting along with colleagues ……
In this week’s Bistro, Deep Burn talked with five people who are familiar with the “performance science” of big Internet companies: some are new to big companies, accepting all kinds of tasks, and now they are learning They are newcomers to big factories, who accept all kinds of tasks and are now learning how to “perform” rejection; some of them are initially uncomfortable with Some of them are old people who are not used to “acting” at first, but gradually learn to agree with the leaders under the inculcation of their colleagues and eventually get promoted and increase their salary; some of them have become the middle level of the factory. “Performance” technology is perfect, while coaxing subordinates to work, while the leadership to claim credit, to do up and down the source.
There is no shortage of thought-provoking examples. Some people witnessed the CEO’s “performance” resignation flipped the car, and thus learned “performance” need to pinpoint the scale; some in the performance for a long time, feel that this is a waste of time, delaying their own; some in the boss after becoming a thorough look, said no need to identify “acting”, employees do not have the performance, everything is over.
Here are their stories.
Let the subordinates work, to the leadership of the credit, the middle “touch the fish” I am the most line
Hong Hao|33 years old former employee of a large factory and founder of a startup company
When I first graduated, I was full of expectations for big factories, and I have changed to three big factories before and after.
At the beginning, I started to work honestly, but slowly I found that my leaders and colleagues felt that I was very easy to use, and always let me help out, and assigned tasks habitually, and I didn’t think it was wrong to make me work late. For example, I brought home the work I didn’t finish during the day to do at night, because the Internet speed at home was not good at that time, I even worked overnight in the Internet cafe many times, but the next day when I went to the company, the leader sometimes directly denied the program I did overnight. He would not think that I was serious about my work, but only felt good to make me get up in the middle of the night to work late, which made me very frustrated.
After that, I will also study some “performance” techniques. For example, to understand the leader’s temperament, personality, and even life hobbies, intentionally or unintentionally throw out the topic of interest to the leader, if the leader a conversation, must let him have room to play, and eloquently talk. This can make the leader happy, to bring leave, vacation, pay raises, etc. are easier, even if the leader did not agree, the atmosphere will not be very awkward. In short, is to change the way to pat the leader on the back, and then depending on the situation and move.
In the middle management position, “fishing” is my most perfect skill. The work set by the upper level, I just need to make the following partners happy, they can seriously complete on the line. To the subordinates more praise, from time to time to buy some snacks, coffee, milk tea, everyone will feel that I am very important feelings, think about the grassroots staff. I finished the work through others, but also to let the leadership know this credit with great fanfare. After the leaders formed an impression, even the work done by others as my work to review, many times praise me for the hard work, and ask other employees to learn more.
In addition, is to organize more staff meetings, the leadership in the office, I invited him to do guidance, so he will feel that I am responsible for the work, the staff is very concerned about, and the leadership is also very respectful, up and down can meet the source. This time never low profile, do not know how to say their credit and hard work in the work, will certainly become a tool people, more and more tired.
I used such a set of methods in different companies greatly recognized, and then the position was promoted, but I was more relaxed, because I arranged the work to the following colleagues to do, and was often praised.
After working for many years, I had a mixed salary, but I was resigned to having my own business. And as I get older, I have a natural aversion to “performing”, probably because on the one hand, I have improved my insight and style, and I feel that all day long, it is very meaningless to do trivial things. On the other hand, deep inside, I still hate this kind of workplace culture and want to do something practical.
Then I started my own business, and I could understand all the “performances” of my employees, but I still had to pretend to be confused. I value the value they bring to the team, such as who can bring the growth of performance, I look at their shortcomings and shortcomings more lightly, as long as they can do their job.
Spending time studying the difficulties of the leaders, I did get a promotion and a raise
Zhang Jianguo|33 years old former employee of a large Internet company
I worked in a big Internet factory for 4 years before, weekly meetings, quarterly meetings, annual meetings, job reports, these need to report to the leadership of the time, it can be said that everyone loves to “show “time.
For example, at the weekly meeting, you usually feel that the poor performance of colleagues, can exhaust all means of “performance”, the performance described in a colorful way. I observed someone’s technique is, the project performance is obviously mediocre, but he will deliberately find friends, let them send friends, said to go somewhere to see, the project is great. When reporting, he put the screenshot up, saying that the friends in the circle of friends of the big V friends said very good, the project impact is good. The leader did not know what the real situation was, so he believed it.
There was an annual meeting that impressed me. Originally to the leadership of a toast, saying some polite words is normal, a colleague toast said “leadership hard work”, said he cried, tears flowing, said to the The leader’s heart, but the scene is very false. This opened a bad start, the next person intensified, said and said also cried with emotion, when it was my turn, also had to be more polite a few sentences.
Such people are indeed easy to promote and increase salary. A colleague with high emotional intelligence, every day stick to the leadership, the leader’s needs can quickly respond, and then we communicate privately, and found that his salary is higher than ours a big cut. And I usually do a good project, but not in front of the leadership “performance” type, it is very disadvantageous, especially in the reporting time, you can see the gap.
This also gave me a lesson, later, I also learned to say some necessary polite words, and from the workplace “performance” to see the positive side.
In fact, many Internet companies in the middle and senior management is not a sense of security, the workplace competition is fierce, the director, vice president level people have a strong sense of crisis, most people will only use their own trusted people. You show a little initiative, can give the leadership a feeling that you are the leader of the people, can give you more weight. And if you show too much independence in your posture, but it is difficult to be reused by the leadership.
Some people will spend time to study the difficulties of the leadership, to find out what needs the CEO has raised to the leadership, and then pitch their ideas, which can solve the leadership’s problems, but also to promote themselves faster.
When I realized this, I would take the initiative to talk to the leader about what his KPIs were and what he needed me to do.
Once, the leader told me that his superiors wanted him to do a project, but there was no one to do it at the moment. This project is more related to my work content, I quickly formed a team and made achievements. In the past I have not been promoted for a long time, but because the project did a good job, just a few months, my salary increased a lot, the level also jumped several levels.
So I think the workplace “performance” needs to be dialectical. For a newcomer, it is very important to learn to perform in moderation. If you can not integrate into the collective, can not make the boss feel that you are a useful person, easy to be buried, but to know the appropriate “performance”, some people will Performance” addiction, spend a lot of time to please the leadership, business does not spend effort, this person can get a short time opportunity, but once the leadership change, it is easy to lose power.
Your professional ability and effort is the foundation of the workplace, moderate performance is only to help you integrate into the collective, as the icing on the cake.
To maintain decency, you have to learn to “perform rejection”
Warren |31 years old in an Internet company’s operations
I joined a large Internet company at the end of 2020, and I’m still a newcomer to the company. The pace and atmosphere here is very different from the small company I was working in before, so I had to learn some “performance science” during the adaptation process.
The first problem I faced after entering the big factory was the complexity of communication. Here, to complete a project, unlike my previous small company, I only need to communicate with 20 to 30 people in the team, but by hundreds of people from different departments to collaborate to complete, we need to constantly “pull through “Otherwise, if a detail is not kept up, it may greatly affect the progress of the whole project.
I have previously encountered a project details updated, but because of the negligence of colleagues, resulting in the progress of the entire project are greatly affected by the matter. When communicating with the responsible party, I was already very angry in my heart, but my mouth still said “nothing, nothing”, and then continued to communicate with the project to catch up.
I think this kind of “performance acceptance”, in which the heart is angry but the mouth is still smiling, is the basic quality of the workplace. In a large organization, making too many enemies is not conducive to their long-term development, the safe way is to digest these negative emotions in private.
In addition to “it’s okay, it’s okay”, “it’s okay, it’s okay ” these “performance acceptance” standard words in addition to I also have a lot of emojis saved in my WeChat, both to gently urge the relevant departments to move forward with the project and to ease the atmosphere when I am in an awkward situation.
In addition to “performance acceptance”, my other rule of survival is “Performing rejection”.
When I first joined the big factory, people gave me demands, I didn’t know how to refuse, and basically I would follow them. It was only later that I realized that those jobs were not very useful for my own projects, and they made me very tired. But rigid, straightforward rejection will give people a sense of “very lazy”, “ego”, “selfish”, and “lazy”. “ego”, “bad contact “The impression that we need to “perform rejection”.
For example, when I first received a request that I wanted to reject, I must have a very positive attitude on the surface, “that’s a great idea”, and then start Soul torture”, such as the use of this demand scenario is what? How much revenue can it bring? Are there any past cases that can be verified? After asking these questions a few more times, the other party will feel that the demand may need to be considered again.
I’m not very good at the “performance rejection” skill. “I am still learning new skills by observing how other colleagues handle the situation.
The “performance science” I use is actually to maintain the surface of decency.
CEO “performance” resignation flopped, the performance has to pinch the right scale
Ajay|28-year-old former employee of a large Internet company
I have been to two large factories, where many colleagues are well versed in the way of “performance”, and some can even be described as breathtaking.
When I was in my first company, there was a senior in our department who was very hardworking, often working overtime until 90pm by himself, and appreciated it when he saw his subordinates working overtime. The two middle-level people in our department figured out the mind of the top management, so they pretended to work overtime every day and performed for the top boss.
So basically I can see every day, the two senior night gossip chatting and playing cell phones, dry consumption, must wait until the end of the senior work before leaving work. The key is that the senior management also eat this set, see them working overtime, the expression and eyes reveal approval and satisfaction.
Later, these two mid-level leaders have been promoted and increased in salary. I realized that in the workplace, sometimes learn to perform is also very important.
Of course, sometimes the “performance is too much”, it is also very easy to roll over. I jumped to another company, the CEO of the company is from the assistant up, in the “performance”, to please the leadership is very good, but did not expect the final “acting and acting” flopped.
The situation was that our company had been losing money all those years, and the president of the group was somewhat dissatisfied and wanted to cut this business. On the one hand, in order to express dissatisfaction, on the other hand is to force a company’s top management, our company’s CEO on the “performance” to hand in a resignation. In fact, he did not want to resign at all, after all, he had worked in this company since graduation, if he jumped to another company, it would be difficult to take up the CEO position. What he didn’t expect was that the group president saw the CEO’s resignation and immediately agreed to it, and promoted the CTO. The CEO’s performance flopped and he had to leave in disgrace.
This all had some impact on me. To some extent, “performance” is actually a mode of getting along with the leader, if you learn to manage upward, know how to understand the leader’s mind, whether for work or for If you learn to manage upward, know how to understand the leader’s mind, both for work and for promotion have some help. But don’t go too far, don’t jump in the minefield of leadership.
Sometimes, I also apply these “performance studies” to some work situations.
For example, when I was working in my second company, I often had to go to the big leader to sign. The big leader was very bad-tempered, but liked to have people to support him. In order to throw himself at him, I had to adjust my state before each signing, no matter how tired and uncomfortable I was, and squeeze out the sweetest smile.
And before the demand for a signature, I will boast a meal of leadership, until the leader is in a good mood a little floating, I will push the boat, to the leadership to see the documents to be signed, this time will generally be successful. I also rely on this, a lot of signature work in the department, the need to dock with the leadership of the work, are I am undertaking, I also therefore in front of the leadership of the face, left a good impression.
Bosses don’t need to recognize employees’ acting, and it’s over without performance
Liugaku|38 years old CEO of a startup company
There are some employees who are really good at acting, but as a company boss, most of the time I just watch, smile and don’t say anything. It would be devastating for any boss to keep an eye on these things every day.
Before I started my business, I was in a big company and had a colleague who was a good actor. For a while, he arrived at the company every day at two o’clock in the afternoon, and then two o’clock in the morning before leaving. But he asked his staff to clock in before 10 o’clock in the morning, and in the evening he left everyone in the company to work overtime to write PPT, he stood aside to pick his nose and eyes. When he finally left, he took a picture of the company in the dark, with little people inside, and then posted the company’s location to show that he was working hard in his circle of friends. All of us hate him.
But the boss will not keep an eye on these every day, the boss has to consider the whole situation of the company, the staff performs, the boss also has to perform, play his role just fine. The boss generally does not need to identify such people, just look at the results, no performance and everything is over.
The boss’s mentality is to make every person work and play a role, not to fix a certain person. In fact, those who like to perform as seen in the eyes of employees may not be true. Moreover, in the boss’s view, if there are some such contradictions properly, it will not unite all the employees together, and if the employees are too united, they will start to repair the boss collectively. The presence of such people is not necessarily a bad thing.
There is a case that is very informative. A meeting, a prick in the meeting openly criticize the old staff, the boss in front of the crowd to this yelling: “What are you? When is it your turn to speak? Who in this room is not more experienced than you? But after the meeting, the boss called this person to the conference room and said, “The future of this company depends on you, because only you can see the essence of the problem, I need you to help me together Gradually change, but we can not be so fast. This person was convinced and immediately understood the boss’s “suffering “, the statement must follow the boss to do.
The boss’s acting skills are very high, very good at buying hearts. But the boss who can pinch just the right amount is very few. As the boss, sometimes encounter this kind of people very tired, and there are always people to the boss to play a small report. As for the authenticity of the content of the small report, in fact, the boss is not necessary to distinguish, because everyone will have some acting ingredients, may obviously behind the boss in scolding, but to the face also have to say that the boss decision-making wise.
Excluding those who act very poorly in the workplace performance, in fact, many times in interpersonal communication, the same need to perform, which is a reflection of high emotional intelligence. There is a method of interpersonal communication called “coaching communication”: on the use of “Yes, and” to the next never use “Yes, but “, avoid the use of “but” such a transitive negative words.
For example, sometimes employees make mistakes, the general boss will directly scold, a little higher emotional intelligence will first overall affirm you, and then say the problem, but good at communication or good at “show “boss, even if the heart wants to scold people, the surface will not use the wording to deny you, but will use “if you XXX here would be better ” type of sentence. You can say that this is a kind of performance, but in fact is also a kind of communication skills.