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關(guān)于管理者不稱職,你該如何拯救團隊
If you're lazy, you might enjoy having a manager who isn't doing their job properly. It can give you an out.如果你是一個懶人，你會很樂意跟隨一位諸事不管的經(jīng)理辦事，因為這樣你就能給自己一個下臺階。
Maybe you'd like that for a day or a week. The truth is, lacking structure to be able to do your job, means that you will quickly get bored, stifled and stagnant. No one is happy working in an environment where they feel underutilized. It can get old pretty quickly.在最開始的一天或一周，你可能會覺得很自在。但真實的情況是，如果完成工作的過程缺乏管理架構(gòu)，就會讓你很快感到無聊，郁悶和呆滯。沒有人能夠愉快地在不被重用的地方工作。這只會讓人老化的速度加快。
If your manager or superior above you isn't performing well, it means you probably have to deal with it. Here are three tips to transform stagnancy to productive energy.如果你的直接上司無法稱職地管理團隊，這就意味著你可能有必要去解決這個問題。下面為大家介紹3個小訣竅，讓團隊滯后的狀態(tài)轉(zhuǎn)變?yōu)闈M滿的工作能量。
1. Ask for authority1. 請求授權(quán)
Ask your manager if you can make judgment calls on a few decisions yourself. Take full responsibility for one or two processes in your department. This will allow you room to utilize your brain, creativity and energy and get things moving.詢問經(jīng)理能否讓你獨自就某些決策做出自己的判斷。全程負(fù)責(zé)所在部門運作的一到兩個階段。你就擁有足夠的空間運用大腦，創(chuàng)造力和能量使得事情運轉(zhuǎn)起來。
Sometimes all managers need is for their team to step up and take more off their plate so they can be more focused. When you ask for more authority, you are asking them to trust you. When you deliver on your responsibilities, you will build a foundation that will allow both of you to grow together.有時候管理者們最需要的就是推動團隊前進，減輕更多負(fù)擔(dān)，這樣他們才能更專注于大的目標(biāo)。如果你請求他們的授權(quán)，你就是請求他們信任你。只有當(dāng)你不負(fù)眾望完成重任，你才能打下了堅實的基礎(chǔ)有助你和團隊的共同發(fā)展。
2. Tell stories2. 分享故事
When you see your manager could use improvement in a specific area, ask them to share a story.如果你發(fā)現(xiàn)管理者在某些方面需要改進，那就請求與他分享經(jīng)驗。
Tell a story of a time you worked at another company and describe in detail how a situation was handled or what actions the team took that taught you a lot. Share your story from a place of willingness to improve together rather than from a place of comparison.跟他說一說你曾經(jīng)在另一家公司工作的事情，并且詳細(xì)地說出你們是如何解決難題的，以及讓你感到獲益匪淺的團隊所采取的措施。以自愿共同改善情況而不是比較作為出發(fā)點，分享你的故事。
Stories give people a context for analysis and curiosity, which usually leads to more awareness and room for growth.經(jīng)驗和故事可以給對方提供一個分析情況和激發(fā)好奇心的情境，通常可以喚起更多意識和提供更多空間有助團隊發(fā)展。
3. Don't wait3. 切勿等待
If your manager is falling short in any area, the last thing you want to do is wait it out. When you allow yourself to fall short because you are following someone else's path, it will still be held against you.如果你的管理者在某一方面做得不夠稱職，你最不希望等待它自己解決。如果你讓自己也變得不稱職是因為你追隨某人的步伐，這么做最終只會對你自己造成損害。
Having good worth ethic, means keeping at it even in the face of obstacles. In this case, your manager's falling short is your obstacle. Make a list of daily actions you can take to continue to contribute. Don't wait.秉持良好的職業(yè)道德，意味著在障礙面前也能堅持它。在這里，經(jīng)理的不稱職就是你的障礙。列個清單，把你能做到的保持對團隊貢獻(xiàn)的行動方案都寫下來，切勿等待。
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