Workplace Debate Episode 5: What to do when the client who assigned the work doesn’t get promoted?
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This post was last edited by Thank goodness you're here on 2015-7-22 at 11:18. In the workplace, it’s common for managers to take time off or go on business trips! The leader is not here, but work still needs to go on as usual; thus, a person who assigns the work appears, let’s say it’s A. Generally speaking, this A can be understood as the successor in the leader’s mind. If there is a vacancy for a promotion or if the current leader leaves, A should become the leader of this team. However, the promotion went to someone else instead of A; what should A do?
Choose the positive perspective, but will discuss it with the manager
Aunt Wang, does he specifically target people like you?
If one of these things happens, another will follow; if that occurs, I will decisively choose to leave
There are various types of people at work, and they can’t be compared in this way. A certain type of person (A) is suitable for work (considered a technical pragmatist) ； Another type features outstanding leadership with a broader perspective (as a result of being promoted) ； The last thing one would want to see is someone who only acts in the interest of their relatives by using tactics such as flattery; it depends on what kind of leader it is. . . . . . .
You silly Yang, your choice was right.
This post was last edited by Sichuan Instrument Control Novice on 2015-7-21 at 15:22. The big boss is on a business trip or on leave; the person who assigns tasks isn’t necessarily the same person every time. Important decision-making and sign-offs still need to be handled by the proper authority figure. There are more than one person in the company capable of taking over responsibilities. If you want to stay in this company, you’ll have to tolerate such inconveniences. If you decide to leave, it definitely shouldn’t be for this reason – there are many more frustrating situations in life; should we all just walk away in anger? Unless one is constantly forced to take the blame, cover for others’ mistakes, and bear the consequences, it’s better not to leave.
Communicate first to find out what’s going on. If I’m not satisfied, then I’ll choose to resign.
Then why not delegate the work to the one who was promoted?
What they say makes sense, but it’s not the top boss; it’s a lower-level leader. Since it has been entrusted, it is recognized internally, but not so when it comes to promotions. If that’s the case, just delegate all the work to the one who was promoted, and then there will be no problems at all, right?
The situation is that those with higher educational qualifications have an advantage; they can get promoted with less work.