In the workplace, there is a hard thing called "you will never understand my efforts". The specific performance is that employees feel very hard and work hard, but in exchange for the disapproval of leaders and the sarcasm and even stabbing of colleagues. I will feel too tired and never love again. This luoshengmen story has happened repeatedly throughout my career. Sometimes I'm the unlucky employee, sometimes I'm the unlucky leader, sometimes I'm the unlucky colleague, and sometimes I'm just a listener. This is a problem that only happens to knowledge workers. For piecework workers, most of the work can be completed in strict accordance with the work instructions and the output arranged by superior leaders. However, for knowledge workers and managers, no amount of detailed work instructions can solve this multiple two-way pain. Because it is difficult to evaluate the work results of knowledge workers. In many cases, the impact of the results takes a period of time to appear. More often, no matter who, can not look at these work results without emotion. Sometimes this problem is caused by different views on work results and work methods. The leader who issues the work task feels that he has made it clear, and the employee who undertakes the work feels that he has understood it. As a result... They don't understand the same thing, or although the final result of their understanding is not much different, they have great differences in their recognition of work methods. Sometimes this problem is the recognition of the meaning of the work. Perhaps the leader who releases the work task feels that this is not a major (important) work, but a job that can be basically qualified. What is more important is another thing. And the employees just like it very much or are good at it or do it deeply out of a sense of responsibility. Sometimes this problem is caused by a strange sense of responsibility. Although a thing can be accomplished through division of labor and cooperation, I always feel that others are not as good as myself, and the process of coordination and unification is more complex and time-consuming than myself. Sometimes the problem is that there is too much deviation in the estimation of how many resources are needed for the work task and the implementation ability. The employees have insufficient ability, insufficient resources and insufficient authority, so they can only struggle to solve the problem The first of the four situations listed above is the best solution, which is nothing more than the employee and the leader confirming "whether to want this" and "whether to do this". If not, ask again until it is clear. Second, the three-phase is difficult. You need to calm down and have interpersonal sensitivity. Being calm doesn't necessarily mean humility. In fact, it's just to treat yourself and others as people, admit that everyone may make mistakes, have their own advantages and disadvantages, different working methods and characteristics, and different value orientations. Don't blame others, don't expect everyone to be like yourself, and don't tremble. We should be able to understand those emotional atmosphere and emotions with sensibility in addition to rules and principles. The fourth kind is also very difficult. The difficulty lies in the ability, professional technology and experience to avoid or prepare well before engaging. In short, all the above solutions are actually two words "communication", and four words "effective communication" in detail. It's really simple to write, but it's probably very difficult to do it. The difficulty comes from our current way of behavior and our growth experience. We have effectively solved many problems with it, so it is difficult for us to really see our weaknesses, and it is more difficult to admit that we have weaknesses. The most difficult thing is that we really want to change and get rid of our old habits for many years, such as gouging out a part of ourselves and making it new, which is of course painful.

In the workplace, there is a hard thing called "you will never understand my efforts". The specific performance is that employees feel very hard and work hard, but in exchange for the disapproval of leaders and the sarcasm and even stabbing of colleagues. I will feel too tired and never love again. This luoshengmen story has happened repeatedly throughout my career. Sometimes I'm the unlucky employee, sometimes I'm the unlucky leader, sometimes I'm the unlucky colleague, and sometimes I'm just a listener. This is a problem that only happens to knowledge workers. For piecework workers, most of the work can be completed in strict accordance with the work instructions and the output arranged by superior leaders. However, for knowledge workers and managers, no amount of detailed work instructions can solve this multiple two-way pain. Because it is difficult to evaluate the work results of knowledge workers. In many cases, the impact of the results takes a period of time to appear. More often, no matter who, can not look at these work results without emotion. Sometimes this problem is caused by different views on work results and work methods. The leader who issues the work task feels that he has made it clear, and the employee who undertakes the work feels that he has understood it. As a result... They don't understand the same thing, or although the final result of their understanding is not much different, they have great differences in their recognition of work methods. Sometimes this problem is the recognition of the meaning of the work. Perhaps the leader who releases the work task feels that this is not a major (important) work, but a job that can be basically qualified. What is more important is another thing. And the employees just like it very much or are good at it or do it deeply out of a sense of responsibility. Sometimes this problem is caused by a strange sense of responsibility. Although a thing can be accomplished through division of labor and cooperation, I always feel that others are not as good as myself, and the process of coordination and unification is more complex and time-consuming than myself. Sometimes the problem is that there is too much deviation in the estimation of how many resources are needed for the work task and the implementation ability. The employees have insufficient ability, insufficient resources and insufficient authority, so they can only struggle to solve the problem The first of the four situations listed above is the best solution, which is nothing more than the employee and the leader confirming "whether to want this" and "whether to do this". If not, ask again until it is clear. Second, the three-phase is difficult. You need to calm down and have interpersonal sensitivity. Being calm doesn't necessarily mean humility. In fact, it's just to treat yourself and others as people, admit that everyone may make mistakes, have their own advantages and disadvantages, different working methods and characteristics, and different value orientations. Don't blame others, don't expect everyone to be like yourself, and don't tremble. We should be able to understand those emotional atmosphere and emotions with sensibility in addition to rules and principles. The fourth kind is also very difficult. The difficulty lies in the ability, professional technology and experience to avoid or prepare well before engaging. In short, all the above solutions are actually two words "communication", and four words "effective communication" in detail. It's really simple to write, but it's probably very difficult to do it. The difficulty comes from our current way of behavior and our growth experience. We have effectively solved many problems with it, so it is difficult for us to really see our weaknesses, and it is more difficult to admit that we have weaknesses. The most difficult thing is that we really want to change and get rid of our old habits for many years, such as gouging out a part of ourselves and making it new, which is of course painful.