20 Business Secrets the Company doesn’t tell you


The Companies, Always have their Own Business Secret which they never Tell to anyone. Below are the Lists of the Business Secrets.

Business Secrets

  1. The law can’t protect you

Many office workers believe that the law will protect them from unfair dismissal or retaliation. However, the company has a clear idea of ​​how to circumvent the law by defeating the legal rights of its employees. The most common way companies use to get rid of unwanted employees is to get them out on their feet. This is because there is no cumbersome procedure such as legal liability or cost incurred when dismissal.

Even though Laura’s workload nearly doubled, she was dissatisfied when her salary did not rise at all.

Having endured for months, she finally complained to her boss about the overload and unfair treatment. However, the boss rather questioned her ability to perform the job, and documented and communicated it. She was extremely upset by her boss’s unfair treatment, but this was exactly what the company wanted.

The company has already decided to let her go. She thought that her presence was damaging the company because she was a rumored chatter, spreading bad rumors about the company and other employees. She quit the company, who wasn’t recognized at all after doing more than twice as many jobs. The company solved her troubles without firing her. In this case, the employee may not know what to do with the feeling of betrayal toward the company, but the reality is that the company chooses a method that arouses the employee’s anger rather than go through a complicated dismissal procedure.

<<Some Signs of When Companies Encourage Employees to Leave themselves>>

-Feeling overly ignored, suffering from hard work, low wages, and taking on tasks that are unlikely to succeed.

-Unlike the way your boss treats other employees, it is hostile to you and gives you extremely low performance.

-You are moved to a place where the working environment is not good, or you are instructed to finish the work within a deadline that cannot be met.

  1. No one will tell you when your position is jeopardized

You can make a mistake that’s serious enough to get fired and you’ll never know it. Rather than asking for correction from the employee who made the mistake, the company asks them to go on their own or put their name on the restructuring list. Instead of the truth about the employee who made the mistake, the company says: The company situation is too difficult to continue working together. But they have to be honest. In fact, your boss has to cut someone to meet the budget goal, and at the last meeting, you pointed to you because you gave him a muan. How helpful would it be if the company said this? But the reality is not.

From the employee’s point of view, there is nothing on the surface, so he repeats the same mistake and gets on the list of restructuring.

Why doesn’t the company openly talk about the employee’s fault? Because the risk is too high. Unlike in the past, today, when a boss points out to his subordinates, he or she must be concerned about whether there is a legal problem. This is because when the company is sued, the responsibility of the supervisor or the human resources development team who provided the bill is discussed. In this situation, would you be willing to point out what the employee did wrong and help you? Conversely, laws to protect employees become an obstacle for the company to help employees, and we work in a contradictory environment where we know and do not point out wrong work habits. So what is the best protection you can take in this situation? You need to know exactly what the company’s secret norms aren’t known by the company, and stand by. If you don’t know this secret norm, it’s too late to realize that you’re stuck.

  1. Just because you are good doesn’t mean it’s safe

Executives and human resource development teams are trained to raise their abilities rather than telling the reason for dismissal. This is because competence is a subjective criterion, so if the employee’s ability is different from the company’s needs, the probability of getting involved in a legal lawsuit is reduced. This led to an exaggerated perception of the importance of competence, which resulted in a misunderstanding that jobs would be safe if they were competent.


If you want to know your company’s assessment of you, you have to carefully look at what the company really protects and values, and from that point of view, reflect on what you are doing at work. Do you appear to others as an advocate of the company’s policies and interests? Or do you act like someone more interested in paychecks? How far are you from the whole procession from the outside perspective of the company’s code of values? This view is a measure of how safe you are at work.

Many office workers who have excellent ability and have made great profits for the company are still being pushed out today. This is because the company has been stigmatized as an unreliable employee. On the contrary, there are employees who are promoted even though they are insufficiently skilled enough to have to spend a lot of time and money to teach work. Because they have earned the confidence that they are on the company side. Anyone can develop abilities. The company wants more than that. It wants employees who actively participate in what the company values. Keep in mind that the closer your actions and choices are to the company, the better your rating will be and your position will be strong.


  1. The workforce development team is not on your side

Employees are always confused whether the workforce development team is friendly or enemy. So, many employees fall into a whirlpool and eventually lose their jobs. Among the employees who believe in the HRD team as a ally, many have a dangerous habit of visiting the HRD team and confessing their concerns whenever there is a difficult task. They think of the workforce development team as a spokesperson for the employees, but the workforce development team is never such a place. Their top priority is not to help employees, but to protect the company from them.


Jake complained a few months ago that he was unable to focus on his work because he suffered from insomnia and digestive problems due to complex family problems, provided he kept confidentiality for personnel on the workforce development team. The workforce development team, who listened to him, was cooperative, adjusting the work schedule to reduce the amount of work. However, when an instruction to recommend candidates for promotion was given from the top, the HRD team removed him from the list. From the standpoint of the human resources development team, which must make the best choice considering the company’s interests, the family story he confessed was caught in his heart.

Office workers think that the personal information they tell the workforce development team will be confidential, but there is no real confidentiality. The workforce development team doesn’t spread your secrets in the workplace, but they do share them with their bosses and executives. Because it’s their job to report what you’ve revealed to the key decision makers in the company. The workforce development team only protects you in the line that protects the company. No matter how cooperative your workforce development team is, if you tell them something that might be problematic to the company, you’ve made a serious mistake that can be quietly pushed out of the company.

<<Reference-Things to be aware of in relation to the human resource development team>>

① Don’t look for a workforce development team to resolve disputes. No company leaves important positions to employees in need of mediators, even for petty arguments.

② Do not file a claim for accident compensation. Although the right to claim compensation for occupational accidents is a legally protected right, employees who exercise these rights are subject to removal in exchange for forsaking the company’s trust, not for physical injuries or health problems.

③ Do not complain to the HRD team. If you have a problem, you should talk directly with your supervisor. Supervisors don’t easily forgive the actions of employees who run straight to the HR team without first talking to them.

  1. Pretending to be too smart isn’t smart

To the newly scouted Crack, his boss encouraged him to give his opinion anytime he had suggestions from the first day of work. Captured by the desire to show how smart he is, he misrepresented his boss’s encouragement. Feeling that there was a problem with the operation of the department and the way the work was allocated, he pointed out areas that needed improvement at each meeting time. The problem is that what Crack’s proposal is a criticism of the person who has worked so far. It was natural for the boss to not be happy with Crack’s offer. When his boss refused to talk to him anymore, he was shocked and, to make matters worse, he was assigned to a department other than his specialty, and was in a bigger shock. Unable to perform his job in an unfamiliar field, he quit the company.

7 Clever Ways to Promote Your Small Business

Many employees think they are hired because they are smart. So, they pour out all kinds of ideas to show their abilities. In meetings, he points out his boss’s faults and suggests better and improved ways of working. This enthusiasm isn’t bad, but the problem is that you do it before you get your trust. This kind of behavior sounds like a blame for the company. Companies don’t want employees to pretend to be smart before showing respect. Intent doesn’t matter. First, if you don’t show respect for the company and your boss, your boss will feel you as a threat and the company will see you as a distraction.

Don’t snatch the spotlight to go back to your boss to prove how smart you are. Companies promote employees who are talented in helping managers improve performance, and employees who blame managers are never promoted. Your boss is the one who nods when your promotion issues are discussed. You should use your abilities to help your boss, not your ambitions.

To safely show your abilities to your boss,

1) Present your opinion only when your boss asks for your opinion

2) If your boss ignores your offer, keep your mouth shut

3) Show favor and respect for the system already in place

4) Even if you make a good suggestion, the ball should be returned to your boss. Don’t try to prove you’re smart to be ahead of others or to stand out.

Your talent is only needed to help your boss. Once the company trusts you, your superiors will listen to you and support you.


  1. If you like to speak, you are stigmatized as a traitor to the organization.

Covert retaliation against a light-mouthed person is commonplace in the business world.

If you’re on the layoff list for this reason, you’ll never know it. It just disappears silently.

Joanne was an employee who everyone liked because of his ability and personality. However, I had a habit of thinking of myself as being informed and constantly talking about others. She never dreamed that her personality would be a fatal weakness in her work life. The company decided that she was too chatty to keep key information released to managers, so it kept dropping them from promotions. She wasn’t promoted even though she had excellent job handling skills, and eventually had to leave the company.

If you are perceived as a chatter, you need to take two steps right away.

First, get away from the crowd that shared information with you. You should never show a mixture of them. Even if you listen without a word, just by being there, the manager will think you are spreading the rumor.

Second, you should never move on whatever you hear. If necessary, just get out of the chatter. Don’t worry if they leave you out. Do you want success in your work life as a trusted employee? Or do you want to remain a friend of theirs and be satisfied with the latest news about others?


  1. Working friends are dangerous

Vicky enjoyed working at the company and was good at work. But my friend Sally was the company’s most vocal and critical employee. As the company undertook restructuring, Vicky was shocked to learn that she and Sally were on the list. The company, which decided to remove disgruntled employees from restructuring, assumed that Sally was the most critical employee in the company, so his close colleague Vicky would also be critical. What we can see from this fact is that not only should we avoid doing things that would lead to distrust, we also need to distance ourselves from employees who do that. If an employee you hang out with all the time incites complaints and complaints in-house, the company assumes you and him are a match. If your co-workers get off the hook with the key decision makers in the company, you too can be alienated from the company. That is the nature of the organization.

There’s no place like work to test friendships. As far as I know, a friend who was competing for the same position deliberately spread rumors about his personal life and was omitted from promotion. Friendships in the workplace are fragile because they can’t overcome conflicts that arise from change in rank or gap, so today’s friends can become tomorrow’s enemies. It’s heartbreaking, but that’s the reality, and I’ve seen countless times when I lose my job because of a friend. So, be careful when choosing friends.

Most office workers try to make friends at work, but the highest promotion at work is mostly alone. They are friendly to all employees and get along well with the people around them, but their personal social life mainly takes place outside the company. Employees who act alone, away from social groups in the workplace, stand out and are seen as committed employees who are more immersed in the work of the company. Leaders are not swept away by the crowd and are not assimilated into crowd psychology. Every time you climb the stairs of success, the friends or groups you used to hang out with in the previous step change. And most of the time, the relationship does not last and breaks. Do you go to work to make friends? Or do you make money, succeed and go to work to make a better life for yourself?

  1. The opportunity for promotion disappears the moment you ask for it.

Promotion is not demanded, it is given. Asking for a promotion before the boss is convinced is like trying to cross a wall without going through the door. This is reckless ambition, and it just leaves the impression that you care more about your own desires than your company’s interests. If so, what should you do? Most employees swear that they will prove their abilities when given the opportunity, but before you can get promoted, you need to prove that you can do more in your current position. It is already too late to make efforts for promotion at the time of promotion evaluation. That’s because decision makers have placed the nominee among the prominent employees long before. To get in their eyes, you have to show them the process of striving to achieve results. Volunteer for something that can show off your hidden talents, get out to help your boss on a major project, and take the opportunity to show you how you’re working hard.

If you’re missing out on a promotion, you should show that it’s okay in front of the people who made the decision. Take care of your mind and think about what’s wrong. Ask your boss for advice on what needs to be fixed and what needs to be reinforced. Make him your partner and let him help you. When you’re ready, the company will take care of promoting it even if you don’t want it.

My logo, My Slogan: My first Corporate Image

  1. Personnel evaluation has nothing to do with job performance

Personnel evaluation has a great influence on salaries, promotions, and position in the company. Many employees are shocked when they discover that such an important personnel review came out completely different from their own. Why does this difference occur? This is because employees judge their performance from a completely different perspective than their bosses. It doesn’t matter what you think of yourself. The question is what your boss thinks of you. If you want a perfect performance review, you need to manage your boss’s view of you. To do this, have regular meetings with your boss to see what he values ​​and what he expects of you. Note that you should not mention your performance at the meeting. Instead, focus on what your boss’ expectations, priorities and preferences are. By doing this, you not only get your job-critical tasks first, but you can tell him what you are doing and how much.


  1. It doesn’t matter whether the rumors are true

Tom had just finished the hard work of firing one of his subordinates. However, an employee who was fired several hours later reported that Tom sexually harassed him and fired him for retaliation when he rebelled, and reported him for sexual harassment and unauthorized dismissal. Of course this is not the case. However, Tom was always open-minded to the pretty female employees, so I couldn’t be sure that people would believe him. With one story that someone has made up of evil spirits, the efforts you have built up to date may be in vain. People in high positions are no exception. Because they are more easily targeted than others, they are more likely to fall under these fabricated lies.


To catch a rumor without any damage, no one must believe it in the first place. To do that, you have to manage your usual reputation. Reputation is the opinions of people around you about your behavior, attitudes, and conduct at work. If you don’t have a bad reputation, it’s easy to be criticized or criticized. Also, this reputation can be fatal to you when your company conducts an audit. However, when good reputation predominates, a completely different pattern unfolds. For example, your boss will quietly call you to tell you the rumors and laugh together, saying ridiculously about those rumors. How big is the difference? Your reputation can only be protected if you actively manage it. The key to managing your reputation is consistency and straightforward values. Employees with these virtues are trusted anytime and under any circumstances, and are not victimized by the jealous and unsettling political tactics in the company.


The Strength of Business Relationships: The Key To Business Contracts

  1. Don’t try to excuse yourself

In my work life, I sometimes have friction with other people.

It is important to remember that managers don’t pay much attention to who is right and who is wrong. They look at who responded appropriately to the situation and who couldn’t.


The workforce development team, Josh, faced a one-on-one with a hot-tempered Adrian. As soon as Adrian saw Josh, he raised his voice, and Josh listened to him silently, without feeling agitated. As I listened, I noticed that at some point Adrian was repeating the same words over and over again. Josh stopped his speech and made sure that Adrian’s argument he understood was correct. Then the situation was easily cleared up. Realizing that the other person understood the matter in question, Adrian no longer felt the need to attack.


Not responding emotionally, making excuses, or getting excited can prevent your emotions from going wild. It gives the impression that the person who has taken control of the emotions leads the situation and responds to the situation calmly. By resisting the temptation to excuse your actions, you can focus on the context of the problem raised. And with a calm and rational judgment, you can find the right countermeasure. The important thing is not to solve the problem quickly, but to do it efficiently. The company knows its importance.


<<Conflict overcoming technology by situation>>

① When the other person repeats the same words without conclusion-After listening to the end, the point of the problem you understood is presented. This way, you recognize that you are listening to the other person and move the conversation forward.

② If you can’t communicate with each other-Stop and confirm what you were saying. Don’t waste time on issues that aren’t issues.

③ When the other person ignores you-It is necessary to stop the conversation and find the opposite sex. Reaffirm his point of understanding that you understand, and then tell him you’ll find out or think again.

④ In the case of openly embarrassing-Propose to move to a private space that is invisible to others, or to go outside the company and talk in more detail.

⑤ When the other person makes a loud voice-The more the other person raises his voice, the lower the voice is answered. It has the effect of reminding the other person that his tone of voice is high, and when a third party sees this, it makes you feel compassionate.

  1. Your appearance is much more important than you think

The effect of appearance on success cannot be ignored. People judge you by your appearance, and companies are no exception. The company thinks your appearance reflects who you are. This is an inevitable human nature. No matter how freely and creatively the work environment is, employers don’t want an employee wearing a decorated T-shirt to be a representative image of the company. The higher you climb the ladder of success, the more often you are representing the company. Your image is the company’s image. Therefore, you need to adapt your appearance to the image the company wants.

Sincere employee Erica was considered a promotion because of the managers who improved her work skills. However, some executives have questioned her indecent clothing. She sometimes wore overly fancy clothes to work and became the subject of clown-like chatter. The company where Erica works is a free-spirited atmosphere that encourages creativity, so some employees dressed more colorfully than her. However, the case was different with Erica because they are not employees who are being promoted. Why is this person every time she is mentioned as a promotion target? There were always executives who asked. No matter how competent she is, she doesn’t want her image to represent the company.

At work, you should always dress conservatively. If you can, it’s good to wear it similar to the style of those at the top. Whether you are conscious or not, our appearance is always appreciated. Believe that the time and effort invested in dressing up to the image you want to show is definitely worth it.


  1. What you need is a light bulb, not a laser beam

What do you do to become a necessary talent? How much do you do it? It is also important. If you expect to be recognized if you do the job perfectly, and if you work with a narrow focus such as a laser beam, it results in only the corner of the office where you are currently sitting. Employees who focus on their own work are less likely to succeed. The opportunity for success comes to employees who are interested in what is important to the future of the company from a broader perspective.

The teammates of Sam’s team were busy working on a tough project, working overtime for weeks and getting the job done on time. However, their project was soon to be transferred to another department, so when the project was over, his team had nothing to do. Sam volunteered to help with the work of the department to which the project was transferred as soon as possible, and the department, which was already struggling with lack of work, left the work to Sam. Not long after, he was able to do both. A few months later, as Sam expected, the team had nothing more to do, and the company laid off. Only Sam survived the team. Afterwards, he naturally participated in two more projects and was appointed as the head of the department. In the eyes of the company’s major decision makers, Sam was an employee who could draw the big picture of what’s important to the company.

An employee who looks ahead and draws a big picture is perceived as a sense of a savvy leader. The more privileged seats are, the more employees with a broader perspective are needed. Like most people, focusing on your own work doesn’t guarantee success. In order to get ahead of others in a fierce game, you need to learn and keep looking ahead. Listen, observe, learn and prepare. People around you will be surprised to know that you have foreseen and prepared for your future.

  1. If you want to be the company’s MVP, be willing to take on the job

If your boss asks you to cooperate with you, you should laugh and answer, “I know what’s going on.” Never say that what you’re doing right now is overwhelming or that you don’t know when your job will be over. If you refuse to do something you don’t want, it’s hard to get what you really want later. If you are too busy to make time, simply answer. I really want to help, but now I don’t have time. It looks like time will be next Tuesday. How are you? If the job your boss asks you to do right now, it’s better to change the priority of the job. In this case, you must do it at the appointed time.

Usually, employees are extremely reluctant to do extra work beyond their own. But the secret the company doesn’t tell you is that if an employee volunteers to do extra work, he accepts it as evidence that he is more capable than he is currently in the position.

Who is going to take this job When your boss asks you, your hand should rise above anyone else. This attitude makes you look like a very active and conscientious employee who doesn’t mind working a little more than others.

One of the best ways to maintain a stable working life is to take on tasks that other employees are not comfortable with. Find out what tasks your boss doesn’t want to do or complain about, suggest you do it, and help him focus on other important tasks at that time. Your boss will appreciate your heart. If you do something that no one wants to do, no one will try to get rid of you. One of the secrets the company doesn’t tell you is that employees who are willing to hold hot potatoes are highly valued and protected.

  1. Work is your stage

One day, Will received an offer from the CEO and marketing team to accompany him to an important company promotion meeting. Being given such an offer means that you have been recognized as a prospect. However, the interest poured into him paralyzed his reason. After being with the CEO for a long time, Will misunderstood the company’s management system, especially his boss, that he was acknowledged enough to talk about the problems he felt so far, and said that he could improve all of these problems. The CEO and the marketing manager were upset after hearing Will. They felt that Will’s enthusiasm was nothing more than a tactic for personal success and that they were dissatisfied with the company in the heart. Will knew how to behave at work, but he didn’t realize he was always on stage. Drinking a beer with the CEO in jeans with a slice of pizza in front of you doesn’t make you close friends. He is still the CEO, and you are on stage.

Will you know when you are on the test bench? I can not know. Therefore, you should always think that you are on stage. If an employee who has been trusted at work does nothing to say the exact opposite of his image, his trust in him will of course fall. If you feel like you’ve cheated the company in some way in front of your boss, your positive interest in you will disappear like a mist. One action, every word, should fit the image of the company. Even if you are in a bad mood, you should smile when you are on stage. If there are people around you who are involved in your work, you are not yet on stage. Arm yourself with loyalty and loyalty to the company, a sense of ownership, and a spirit of service. This attitude, consistent onstage, will take you safely to your destination.

  1. What attitude is more important than what you achieve

When I become a manager for the first time, it feels like the world will be all my will. So, to prove your abilities, you constantly pour out ideas, trying to improve everything around you. But this is a mistake. You’ve unknowingly left everyone out for success. Don’t try to prove it. Instead, try to help others. The spirit of service is what helps you achieve what you want the fastest. Your spirit of service keeps the team focused on the most important priorities, purifies feelings of competition or hostility, and transforms them into a loyal organization. There are many managers who are publicly condemned and collapsed for not knowing this secret. The stronger the manager’s desire to prove himself, the weaker the support base. On the other hand, if the manager is armed with a spirit of service, his path will be much smoother and more successful.

Most managers don’t know the importance of other departments or teams until they feel the need. Then, you are more likely to be perceived as a hindrance rather than as a cooperative partner. To overcome these challenges, you must first show them a cooperative attitude. Publicly state your willingness to cooperate with a team with high stakes. The managers of other teams will no longer be hostile to you and will become allies with full support for you. Through all of this, you learn the dynamics of your team and other teams in the structure of the entire organization. This information is very important when you plan your project. Because your project will not only perform within its own domain, it will help improve the productivity and systems of the entire organization. On the other hand, your team becomes a small, shabby organization if you only deal with your own tasks without understanding the dynamics of the entire company. Do you want to show your skills? If you want to grow your team with your leadership, you must have the ability to serve the entire company and think first.

  1. You can’t succeed unless you delegate your work

After appointing a new manager, the company has a buffer period that lowers expectations for that manager to some extent for the time being. During this period, paying attention to detail and wasting time taking care of the team’s work loses the opportunity to boost the team’s productivity. Such managers are embarrassed at the moment when a vast amount of work is poured out that they cannot handle alone. Because they weren’t prepared for this situation, the team always lags behind and fails to live up to the company’s expectations. To avoid this situation, you need to be aware of two pitfalls that the newly appointed manager is likely to fall into.

First, it is a trap of trying to know everything. The new manager believes he has been promoted because he has the skills necessary for his position. They want to prove their abilities, pretend to know everything they’re doing and are reluctant to ask questions. However, this behavior is a typical attitude that ruins work. Your superiors know better that you can’t know everything. I am not sure of the newly appointed manager. There’s nothing strange about saying I’ll find out and answer. The superiors are waiting for you to ask questions. They’re relieved to know they’re getting things right with your questions. The attitude of knowing everything makes your superiors anxious.

Second, it is a trap of thinking that it would be better to deal with it all by yourself. If you think you don’t have time to train your teammates and try to do everything by yourself, you can’t run the team properly. You’re always hit by work and overworked, and you lose even teamwork. No one expects you to do everything by yourself. Because I know I can’t A soccer team that relies on only one player can never win. The player alone plays both offensive and defensively, running here and there, and quickly collapses and loses the team. The manager is not one of the resources, but the person who operates the resource. It is the leader who inspires team members to achieve good results. When managers know exactly what they’re working on, they can make things easier, produce better results, and achieve team goals. This is leadership.

  1. If you try to be a good person to anyone, you won’t be respected

If you want everyone to like you, you’re unlikely to succeed as a manager. After years of hard work, there are a myriad of people who have barely been promoted to managers, but have not taken advantage of their opportunities. One of those cases is when they get dragged around without expecting any changes in their relationships with former colleagues following promotion, and then they fail a project. These managers are so concerned about listening to the personal circumstances of their team members who were once co-workers, unable to complete the project on time and on time. In the end, it does not lead the team efficiently and does not earn the respect of the team members. Soon, the superiors take his management skills into question and demolish them. There can be no friendship in a relationship where one person affects another’s right to live. One of the two falls behind.

It is very dangerous for managers to be friends with their subordinates. You have a friend’s livelihood, and you may have to scold or fire you. It’s a separate matter from being kind to your subordinates and getting them into your private realm. A manager who tries to please everyone doesn’t win the trust of his subordinates, nor does he look serious. Your subordinates rather try to use your good personality, and you are swung over by your subordinates. Focus on more productive things in the time you’ll care about how your employees feel. If they respect you, they will like you. The best way to build a dynamic team is to show that you care about them. Helping them to perform at their best is the most rewarding and meaningful thing you can do for them. They go to work to improve, not to be friends with their boss.

  1. The performance review is not there to give feedback

Gary’s first boss was a tricky guy. However, Gary tried her best to get in the eyes of her boss, and she seemed to like him too. Gary was hoping she would get a good rating in the HR review. However, the boss unfolded more than ten pages of criticism and explained the matters that need to be improved in several hours. Gary, who was full of Mack, didn’t feel like working at all after that and eventually moved to another company. She felt so disappointed with her boss who did not approve of her efforts.

Personnel review is not a tool to develop employee skills. Giving feedback to employees and improving their work should be done daily, not annually. Getting officially ordered for improvements once a year is too much for employees to bear. To give feedback to build an effective team, you need to be more specific and more specific in a free atmosphere. That way, employees know how much they’re working on, what supplements are needed, what you expect, and what makes you happy.


Depending on how you give feedback on a regular basis, you can have your employees on one side or on a regular basis. When giving feedback, be sure to keep quiet in a place where no one is present, away from public places. Depending on the employee, praise can be more valuable than money. If an employee does something well, openly praise it in the presence of everyone. On the other hand, if you make a mistake, only you and the person concerned should know. No matter where he is, if he points out or scolds where others are, he feels contempt and loses his motivation.

Employees just say they know and don’t do it. Managers who don’t have good control over their team members fail to create an efficient team and repeat the same story countless times like a broken vinyl. But if you know how to do it, it’s not difficult to control your employees. The way is to clearly present expectations and results. That’s all. There is no need to complain, interfere, or get angry. It is the responsibility of each employee to determine how well the manager will respond to expectations and the consequences of his or her actions. If your subordinate seems to have made a mistake because the branch information was not communicated properly, take the time to clarify again. Nevertheless, if you repeat the same mistake, then you should point out the wrongdoing of the employee. And tell him what he should do if he repeats the same mistakes the next time. You should document and date the talk you talked about at the meeting to provide clear evidence of what you expect. Now it’s up to him whether or not the employee will follow the agreement. And if you do the same, you have to pay the price.

If you trust your employees, have clear guidelines and expectations, create an environment where they can work responsibly, and deal fairly with the results, you have an incredibly happy team.

  1. It’s all about winning

Many people are reluctant to get into the company’s game and think that should change. But if you want to change your company, you have to get to a position where you can exert that influence. One truth that many people realize lately is that organizations can only change from above and never change from below. The only people who have the power to completely transform an organization are the ones on the top. What would be the future of the company if only those who were good at gameplay were on the top? Now you need to know the rules of the game, even to change that vicious cycle. The higher you climb, the stronger you can make a difference not only in your company, but in society as a whole.


I wish you luck. The higher you climb, the more the company resembles you. I hope you don’t forget your youth when you dream of a new beginning until the day you reach the highest. I hope you don’t forget the principles and attitudes you held until you got there. Wherever you are, those principles and attitudes will keep you and protect you. The world needs strong, warm and wise leaders. We hope that you will be on the spot and be a proud example of other employees!


Please enter your comment!
Please enter your name here