I advise you not to enter the “Yiyantang” company

What should I do if I meet a “Yiyantang” leader?

Because a few ridicules and a few emojis provoke dismissal, have you ever seen such a “serious” company?

Some time ago, the employee of a travel company, He Mou, sent several text and emoji messages in the group, “A large number of bosses are about to arrive on the battlefield”, “Several bosses are in the villa”, etc. Its expelled. Later, the court ruled that the company should pay compensation for He Mou’s illegal termination of the labor contract.

In the workplace, there are many “single-word” incidents, making people in the workplace at a loss. Whether it is a leader or a colleague who likes “Yiyantang”, it will affect work efficiency and make it difficult to advance the work.

I advise you not to enter the "Yiyantang" company

How to define a “Yiyantang” company?

1. Lack of democratic management, autocratic control

Susan was originally a human resources manager in a family-owned company , but because of the nature of the business, the boss likes to make decisions on his own and is basically in a position where the human resources department is only in charge of execution. After working for a year, she decisively changed a company.

An entrepreneur once said: “The biggest mistake of the boss is arbitrariness.” In the enterprise management system, the establishment of democratic decision-making has very important practical significance for the healthy development and standardized operation of the enterprise. Democratic management is not only beneficial to the operation of the enterprise, but also promotes the development of employees.

Companies that lack democratic management and autocratic control are not only unable to gather the benefits of their employees, employees are in an autocratic environment and cannot freely exercise their abilities, which is detrimental to personal growth. Employees Z times, pay more attention to the needs of self-realization, autocratic companies can not attract and retain new force amount, because such companies can not provide the conditions for self-realization.

2. There is no clear distinction between rewards and punishments, and the team is scattered

In the past 2020, major leading companies made a big fuss about year-end awards. For example, Tencent employees who made outstanding contributions each issued 100 shares, and many employees who received year-end awards expressed “willing to sell their lives for Tencent.”

Regardless of whether it is equity incentives or cash rewards, a series of incentive measures show that the company recognizes the contributions of employees. Many companies are unable to distinguish between rewards and penalties, or the penalties are heavier than rewards. Such teams are often distracted and unable to stimulate the internal drive of employees.

Penalties are heavier than awards, and such enterprises also belong to the category of “one word”. Enterprises do not have a standardized reward and punishment system. In many cases, orders are changed day by day. We need to identify and avoid such companies.

I advise you not to enter the "Yiyantang" company

3. Squeeze the surplus value of employees without being respected

Some time ago, Zong Qinghou , chairman of Wahaha Group, stated on CCTV’s “Meeting Big Coffee” program that running a business is the pleasure of the boss. It doesn’t matter if the boss is busier than 996, but ordinary employees, especially young people 996, should not be required. my own life. This remark was praised by many professionals.

In recent years, many companies have advocated the 996 work system, but many of them are engaged in “screw” type of transactional work. The leader’s authorization to subordinates is relatively limited, repetitive tasks are continuous, and they are always in a mediocre state of work, but they are unable to show more outstanding performance for a while.

For those companies that will only squeeze the remaining value of employees, but cannot give enough care to employees and meet the needs of self-realization, we should recognize the status quo and make our own plans. 

What should I do if I meet a “Yiyantang” leader?

1. Learn to identify whether it is a “unified leadership”

Some team leaders belong to “unified leadership” and advocate the value of not allowing multiple leaders to exist and unifying departmental culture.

When newcomers join such a team, it is easy to feel “one word”, but there are many other judgments based on whether such a leader is worth following, such as whether he is committed to cultivating subordinates, whether he attaches importance to employee care and psychological needs, etc.

If you are only advocating “unified leadership”, but you are good at listening to the opinions of employees and able to distinguish rewards and punishments during the work process, then such a leader can still promote the personal development of employees, you can consider following, and don’t rush to exclude leaving.

However, you also need to judge whether your own philosophy is consistent with the leadership values. Having consistent values ​​can get along better, which is also the basis for a happy job.

2. Appropriate rejection and evaluation of leadership intentions

I saw a case on the Internet. An operation executive newly joined a company. The general manager told him that he could just execute the decision. He made the decision. Later, he discovered that he was just a position used by the leader to check and balance with another senior manager.

The unreasonable demands of superior leaders are actually a crossing of self-boundary . Accepting blindly will only make yourself a pure performer, which is not only detrimental to self-development, but also affects your enthusiasm for work.

It is undeniable that there do exist leaders who are willing to empower their subordinates, and carry out high-intensity training for their subordinates through relatively strict work arrangements.

Regarding the unreasonable demands made by the “Yiyantang” leaders, they should be appropriately rejected, and the leaders’ intentions should be evaluated. They should not be arrogant or blindly obey.

I advise you not to enter the "Yiyantang" company

3. Balance the pros and cons and choose to leave at the right time

Regardless of whether it is an empowering leader or a purely arbitrary leader, what we need to do is to balance the pros and cons, weighing where we are in the career development path, and the goals we want to achieve. According to one’s own development direction, choose the environment that suits one’s own development.

If it is a pure “one-word” leadership and it is not good for self-development, then you can consider leaving at an appropriate time. A popular saying on the Internet is “employees come because of the company, and leave because of their leaders.” A large part of the resigned employees are because of their own leadership.

If personal values ​​are not in line with the corporate culture, personal development will not be able to progress at the same time as the corporate, and it will become the biggest obstacle to a happy job. 

Write at the end

It’s not terrible to say a word, the important thing is to learn to distinguish. In our career development path, we should not only focus on the part. Learning to examine the past and looking forward to the future is a goal that we need to stick to.

Maintain a global perspective, use your own development goals as the starting point to determine the choice of the workplace, maintain the correct attitude, and not be affected by non-critical factors.

I hope that every person in the workplace has his own right to speak, and he also hopes to have the confidence to confront injustice and criticism.

Posted by:CoinYuppie,Reprinted with attribution to:https://coinyuppie.com/i-advise-you-not-to-enter-the-yiyantang-company/
Coinyuppie is an open information publishing platform, all information provided is not related to the views and positions of coinyuppie, and does not constitute any investment and financial advice. Users are expected to carefully screen and prevent risks.

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