As an organization leader, one of the most important tasks is to perform performance appraisal for subordinates. But this is not a simple matter. Moreover, the higher the status, the more difficult it is. It is not easy to see clearly the true performance of subordinates because of their status. In fact, there are people who have no subordinates in their bosses. I have seen many such people before, and have suffered such miserable treatment.

In my past experience, those who flatter and flatter their superiors usually expect their subordinates to treat him in the same way. They are humble about their superiors, but in front of their subordinates, they are domineering.

Moreover, those who flatter and flatter him will become his favorite objects. When I find this phenomenon, I must ask the subordinates' opinions when I do a performance appraisal for my immediate subordinates.

from Boss From the point of view, even subordinates do not have obvious obsequious phenomena, but are always yes. It can also be interpreted as such a subordinate who knows himself very well and is willing to follow himself.

But I'm asking him. subordinate Only later did he realize that he was very arrogant in dealing with others, and would use my attitude that I never had before to tell me what I was like. Unfortunately, this kind of thing often happens.

I must be open-minded in accepting criticism from all sides, but when evaluating subordinates, I must take this double faced performance into account. It is quite unusual for the boss to be humble and arrogant to his subordinates.

except Subordinate Besides asking subordinates, asking colleagues around is also a way. I once asked my secretary, "what do you think of this person?" for a specific subordinate. After questioning, he confirmed the fact and found many problems. Finally, he asked a minister to resign.