用這9種方法讓上司喜歡你
Business Insider
2017-11-16
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作為員工，你的目標(biāo)是讓老板過(guò)得輕松一點(diǎn)兒。如果能幫你的上司得到他的上司的賞識(shí)，你的情況就會(huì)很好。 邏輯很簡(jiǎn)單；將其付諸實(shí)踐則不那么簡(jiǎn)單。 為了幫助大家，我們總結(jié)了九種可以幫上司排憂解難的方法，現(xiàn)在就行動(dòng)吧。讀讀下面的內(nèi)容就可以知道怎樣迅速在上司的評(píng)估中成為明星。 給老板發(fā)郵件，總結(jié)本周成績(jī) 國(guó)家職場(chǎng)專家林恩·泰勒此前曾告訴Business Insider，開(kāi)始一份新工作后，你應(yīng)該問(wèn)問(wèn)上司他們希望你多久匯報(bào)一次。但你仍然應(yīng)該頻繁溝通，這樣他們就能確切了解你在忙什么以及你已經(jīng)取得了什么樣的成績(jī)。 實(shí)際上，《找錯(cuò)對(duì)象》（Barking Up the Wrong Tree）一書(shū)的作者埃里克·巴克建議，每周給你的上司發(fā)一封電子郵件，總結(jié)一下工作成果。 如果上司征求反饋意見(jiàn)，就告訴他們——禮貌點(diǎn)兒 谷歌和蘋(píng)果公司前高管、《徹底坦白》（Radical Candor）一書(shū)的作者金·斯科特建議所有經(jīng)理定期向自己的團(tuán)隊(duì)征求反饋意見(jiàn)。她告訴Business Insider，得到誠(chéng)實(shí)答案是如此的重要，以至于經(jīng)理們都應(yīng)該安靜地坐六秒鐘，直到員工說(shuō)出點(diǎn)兒什么。 如果想讓上司好過(guò)一些，就別讓他們?cè)诔聊械却?。想一想他們可以改進(jìn)的地方，然后提出一些建設(shè)性意見(jiàn)。 向上司坦露自己的職業(yè)目標(biāo) 托尼·湯普森是求職社區(qū)The Muse人力資源和人才部門(mén)主管。據(jù)他介紹，事業(yè)進(jìn)步的最佳途徑之一是“確保他們[你的上司]知道你到底想要多少薪水，你想要的職位或者你想要更多機(jī)會(huì)”。 這顯然對(duì)你有利——如果上司不知道你有這樣的想法，你可能就得不到提升或期望的工資。但這對(duì)你的上司也有幫助，這樣他們就不必去猜你想扮演什么樣的角色，或者接受哪些挑戰(zhàn)，進(jìn)而建立盡可能優(yōu)秀的團(tuán)隊(duì)。 問(wèn)問(wèn)上司自己能為關(guān)鍵項(xiàng)目做點(diǎn)兒什么 如果提出給重要任務(wù)搭一把手，就可以給上司和同事留下好印象，就算這些任務(wù)不完全屬于你的職權(quán)范圍。 正如泰勒此前對(duì)Business Insider所說(shuō)：“你的團(tuán)隊(duì)成員聲譽(yù)將迅速傳開(kāi)，但要確保自己態(tài)度真誠(chéng)，而且沒(méi)有負(fù)擔(dān)過(guò)重?！? 對(duì)上司工作以外的生活表示出興趣 西莉亞·沙茨曼在個(gè)人理財(cái)網(wǎng)站LearnVest上寫(xiě)道，你應(yīng)該養(yǎng)成習(xí)慣，問(wèn)問(wèn)上司周末過(guò)得怎么樣。甚至試著談到一些具體的東西，比如，“你女兒在學(xué)校的演出搞的怎么樣？”這樣更好。 《出色完成工作：說(shuō)什么，怎么說(shuō)——前進(jìn)的秘密》（Great on the Job: What to Say, How to Say It: The Secrets of Getting Ahead）一書(shū)的作者朱迪·格里克曼告訴LearnVest：“這是個(gè)開(kāi)始建立私人關(guān)系并在非工作層面上溝通的機(jī)會(huì)?！? 就某些事請(qǐng)上司給出建議 哈佛商學(xué)院2015年的一項(xiàng)研究顯示，詢問(wèn)別人的意見(jiàn)可以讓你顯得更有能力。 在一項(xiàng)試驗(yàn)中，170位大學(xué)生要完成一系列計(jì)算機(jī)任務(wù)，并被告知他們將和一位完成同樣任務(wù)的合作伙伴進(jìn)行比對(duì)（這位合作伙伴實(shí)際上是計(jì)算機(jī)模擬出來(lái)的）。每當(dāng)他們完成一個(gè)任務(wù)，這位“伙伴”就會(huì)說(shuō)：“希望一切順利?！被蛘摺跋Ｍ磺许?。你有什么建議嗎？” 結(jié)果表明，被征求建議的學(xué)生對(duì)“合作伙伴”能力的評(píng)價(jià)高于那些沒(méi)被征求建議的學(xué)生。 有意思的是，和詢問(wèn)他們的看法相比，征求上司的建議一般效果更好。心理學(xué)家羅伯特·恰爾蒂尼曾告訴Business Insider，征求建議能在你和上司之間形成伙伴關(guān)系，并鼓勵(lì)他們更支持你的想法。 另一方面，當(dāng)你征求他們的意見(jiàn)時(shí)，他們會(huì)后退一步，并且成為更客觀的評(píng)估者。 早點(diǎn)兒上班 Michael G. Foster School of Business在華盛頓大學(xué)的研究表明，經(jīng)理普遍認(rèn)為早早到達(dá)辦公室的員工更認(rèn)真負(fù)責(zé)，這些員工得到的表現(xiàn)評(píng)價(jià)也好于那些上班晚的員工。 晚到晚走的員工則不存在這個(gè)問(wèn)題。 這篇報(bào)告的幾位作者在《哈佛商業(yè)評(píng)論》中寫(xiě)道： “[在]三項(xiàng)不同的研究中，我們都發(fā)現(xiàn)了工作中一種天然模式的證據(jù)，那就是和上班較早的同事相比，人們明顯認(rèn)為上班較晚的人較不負(fù)責(zé)，工作成效也較低?！? 還有一點(diǎn)，如果上司是個(gè)夜貓子，他們大概不會(huì)因?yàn)槟闵习噍^晚而給出那么嚴(yán)苛的評(píng)價(jià)。 在上司提供反饋時(shí)表示感謝 南加州大學(xué)2011年的一項(xiàng)研究顯示，對(duì)上司的反饋，甚至是負(fù)面反饋表示感謝，可以改善他們對(duì)你的態(tài)度。 在一次試驗(yàn)中，約200名本科生被告知給他們分配了一位合作伙伴，而且他們要評(píng)估這位伙伴寫(xiě)的設(shè)備零部件安裝說(shuō)明（實(shí)際上沒(méi)有什么伙伴，寫(xiě)說(shuō)明的是試驗(yàn)人員）。 一些參與者被告知他們是這位合作伙伴的領(lǐng)導(dǎo)；其他則被告知他們是下屬。此外，所有參與者都進(jìn)行了一次假的能力測(cè)試，而且有一些被告知他們的能力不是那么強(qiáng)。 當(dāng)實(shí)驗(yàn)人員把“合作伙伴”的說(shuō)明返還給參與者時(shí)，一些說(shuō)明上寫(xiě)著：“我只想讓你知道我收到了你對(duì)這些說(shuō)明的反饋?！绷硪恍┱f(shuō)明上除了這句話，還寫(xiě)著：“非常感謝！我真的很感激。” 結(jié)果表明，處于領(lǐng)導(dǎo)位置而且被告知能力不那么強(qiáng)的參與者在這位合作伙伴表示感謝時(shí)表現(xiàn)出的態(tài)度較好。 如果合作伙伴沒(méi)有表示感謝，能力受到挑戰(zhàn)的“領(lǐng)導(dǎo)”更有可能貶低這位合作伙伴，說(shuō)他不聰明、沒(méi)有能力而且不能勝任工作?？梢哉f(shuō)，感謝讓受威脅的領(lǐng)導(dǎo)沒(méi)有做出不光彩的表現(xiàn)。 坦率地談問(wèn)題——而且準(zhǔn)備好解決方案 馬克·庫(kù)本曾說(shuō)，他喜歡讓員工和創(chuàng)業(yè)者定期報(bào)告最新情況，而所有為他工作的人都知道，給庫(kù)本發(fā)郵件時(shí)，應(yīng)該先說(shuō)壞消息。 庫(kù)本告訴過(guò)阿里安娜·赫芬頓：“讓我試著用所有可能的方式幫你，然后讓我轉(zhuǎn)向下一個(gè)。” 不過(guò)，提出問(wèn)題卻不去解決它絕不是明智行為。一定要準(zhǔn)備好潛在解決方案。就像首席財(cái)務(wù)官金·賈巴爾此前對(duì)Business Insider所說(shuō)的那樣，你應(yīng)該說(shuō)的是“我們有修正此前失誤的絕佳機(jī)會(huì)，我有幾個(gè)想法，而且很樂(lè)意聽(tīng)聽(tīng)你的意見(jiàn)。”（財(cái)富中文網(wǎng)） 原文最初刊登在 BusinessInsider.com網(wǎng)站。 譯者：Charlie 審稿：夏林 |
Your goal as an employee should be to make your boss’ life easier. If you can help your manager look good to their manager, you’re in good shape. It’s simple logic; it’s less simple to put into action. To help you out, we’ve rounded up nine ways you can take the hard stuff off your boss’ plate — starting today. Read on to find out how you can quickly become a star in your boss’ estimation. Send your boss an email recapping what you’ve accomplished this week National workplace expert Lynn Taylor previously told Business Insider that when you start a new job, you should ask your boss how often they’d like you to check in. But you should still err on the side of over-communicating, so they know exactly what you’re working on and how much you’ve accomplished. In fact, Eric Barker, author of “Barking Up the Wrong Tree,” recommends that you send your boss an email every week that sums up what you’ve accomplished. If your boss asks for feedback, give it to them — politely Kim Scott, a former Google and Apple exec and the author of “Radical Candor,” recommends that every manager ask their team for feedback on a regular basis. She told Business Insider it’s so important to get an honest answer that managers should sit in silence for six seconds until their employee comes up with something. If you want to make your boss’ life easier, don’t make them wait in silence. Think of an area where they can improve and offer some constructive criticism. Be open about your professional ambitions with your boss According to Toni Thompson, the head of human resources and talent at The Muse, one of the best ways to get ahead in your career is to “make sure that they [your boss] know what salary you want eventually and the title you want or more opportunities that you want.” This has obvious benefits for you — you probably won’t get the promotion or compensation you’d like if your boss doesn’t know you want it. But it also helps your boss, so they don’t have to guess which roles or challenges you want to take on, and so they can build the best team possible. Ask your boss how you can help with key projects You can make a good impression on your boss and coworkers if you offer to lend a hand with important assignments — even if those assignments don’t fall directly within your purview. As Taylor previously told Business Insider, “Your reputation as a team player will quickly spread — just make sure you’re being genuine about it and not taking on more than you can handle.” Show interest in your boss’ life outside of work Writing at LearnVest, Celia Shatzman says you should make a habit of asking your boss about their weekend. Even better, try to mention something specific — for example, “How was your daughter’s school play?” As Jodi Glickman, author of “Great on the Job: What to Say, How to Say It: The Secrets of Getting Ahead,” told LearnVest, “It gives you an opportunity to start building a personal relationship and connect on a non-work level.” Ask for your boss’ advice on something 2015 research from Harvard Business School suggests that asking for advice can make you seem more competent. In one experiment, 170 university students worked on a series of computer tasks and were told they would be matched with a partner who would complete the same tasks. (The partner was really a computer simulation.) When they’d finished the tasks, the “partner” either said, “I hope it went well” or “I hope it went well. Do you have any advice?” As it turns out, students who’d been asked for advice rated their “partner” more competent than those who hadn’t been asked for advice. Interestingly, it’s generally better to ask for your boss’ advice than their opinion. As psychologist Robert Cialdini previously told Business Insider, asking for advice creates a partnership between you and your boss and encourages them to be more supportive of your idea. On the other hand, when you ask for their opinion, they take a step back and become more of an objective evaluator. Get to work early Research from the Michael G. Foster School of Business at the University of Washington suggests that employees who get into the office early are generally perceived by their managers as more conscientious and receive higher performance ratings than employees who arrive later. And it doesn’t matter if those who get in later stay later, too. In the Harvard Business Review, the paper authors write: “[I]n three separate studies, we found evidence of a natural stereotype at work: Compared to people who choose to work earlier in the day, people who choose to work later in the day are implicitly assumed to be less conscientious and less effective in their jobs.” The one caveat? If your boss is a night owl, they probably won’t judge you as harshly for showing up on the later side. Thank your boss when they give you feedback Expressing gratitude for your boss’ feedback — even if it’s negative — can make them act nicer toward you, according to a 2011 study from the University of SouthernCalifornia. In one experiment, about 200 undergrads were told that they had been assigned a partner and were supposed to review a draft of instructions the partner had written about how to assemble parts of equipment. (In reality, there was no partner and the instructions had been written by the experimenter.) Some participants were told they were the supervisor in this relationship; others were told they were the subordinate. In addition, all participants took a pretend test of their abilities and some were told they weren’t that competent. When the experimenter returned notes from the “partners,” some said, “I just wanted to let you know that I received your feedback on my draft.” Others said the same thing, along with, “Thank you so much! I am really grateful.” As it turns out, participants in the supervisor position who’d been told they weren’t that competent were nicer when their partners were grateful. When their partners weren’t grateful, the supervisors whose competence had been threatened were more likely to respond by denigrating those partners, saying they were unintelligent, incapable, and incompetent. You might say gratitude prevented the threatened supervisors from acting like jerks. Be upfront about problems — and be ready with solutions Mark Cuban has said that he likes to get regular updates from employees and entrepreneurs. But everyone who works for him knows when they email him, they should deliver the bad news first. He told Arianna Huffington: “Let me try to help you in any way I can and then let me move on to the next one.” That said, it’s never wise to present a problem and leave it hanging there. Always come prepared with potential solutions. As Weebly CFO Kim Jabal previously told Business Insider, you should say something like: “We have a huge opportunity to fix something that has gone wrong. Here are a few ideas. I’d love your input.” This article originally appeared on BusinessInsider.com |
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