Cuntao built an independent APP to carry everyone's expectations at that time. It had an exclusive operation battlefield to better serve users in this market. At that time, a team was set up to be responsible for this project. I served as the HR of this department. , witnessing it grow from scratch, witnessing the continuous doubling of business values, but only the waiter who has been in that team knows how difficult everything is at the beginning.
A team of less than ten people. From product requirements to product operations to frontline implementation, everyone is under a lot of pressure and workload. The team that is the last to leave and the earliest to arrive in the office. The
team did not live up to their expectations and achieved high points and honors one after another. However, the team member was not very happy and the team atmosphere was a bit tense.
The main reason is that the business manager is a person with a strong sense of goal. He has high requirements for every waiter and the communication method is very direct. Gradually, the waiters have more and more opinions about the supervisor, and more waiters are found one after another. I feel that my supervisor just treats me as a results-getting machine. I am not happy at work and often get hit by my supervisor.
had some communication with his partner before, and was roughly aware of his working style and the pressure at the time. Therefore, after hearing the voice, he did not directly chat with him or perform actions. Instead, he took the time to enter their scene to feel it and put his own feelings into it. Bring it to his partner; he also feels the atmosphere of the team and everyone's evaluation of him, but he feels that the entrepreneurial team cannot relax. He is a straight man and hopes that I can help him more on the team and feel that he is a manager. The pressure and loneliness on the person.
There is a foundation of trust between the partners. He listened and made some changes, but it is difficult to change the management style. He also tried to set up some communication fields to let each other see each other, but the change was not big; it may not be impossible to express emotions truly. Good thing, then everyone will go back to work, because everyone has the same goal of , and they all hope that this APP can succeed. Management risks are synchronized to business and HR leaders, and observations and follow-up are done in the meantime.
About Ali 's sharing
We have to admit that there are some contradictions and conflicts in the organization that cannot be adjusted. As long as they do not involve bottom-line issues, there is no need to deal with them in a black and white or too tough way.
This requires judgment, what kind of supervisor is needed at what stage, HR cannot feel that the business supervisor is unreliable after hearing feedback, and needs to make comprehensive judgments based on the current business and organizational status quo. Give full play to the advantages of each person, and It’s not about looking at all the time; the more you take it seriously, the conflicts may become deeper and deeper, so at that stage my focus will be on organizational atmosphere and building a sense of team honor.
Not all problems have answers or solutions. Sometimes after working hard, you need to learn to let yourself go.
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