The difference between “finishing” and “doing well” is the difference in life!

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Many people have complained to me: “Our boss tells us to do this and that every day, and many of these tasks are repetitive; it’s extremely annoying. What should I do?” ”Whenever this happens, I ask them in return, \"Have you ever thought about why, aside from the regular daily tasks, your boss asks you to do the same thing over and over again?\" Did you not do something right the first time you tried? Is the boss asking you to do it again because they’re not satisfied with the previous results? ”I found that most people couldn’t answer my questions because they were \"ashamed\" – they only knew they had done a lot, but didn’t know how well they had done it. So, you who seem to be constantly busy every day, when carrying out tasks at work, do you merely settle for simply \"doing\" them, ignoring the \"results\" of that work? Although “finish” and “do well” differ by just one character, their essences are different. The former was carried out, but not properly; it was merely a formality or done purely to meet requirements ； The latter not only was carried out but also done thoroughly; it represents a commitment to taking responsibility for one’s own goals, for the higher-level organization, and for the company’s interests. Whether an employee has strong execution skills depends on his emphasis on achieving the desired results. Therefore, if you want to improve your execution ability, you must avoid being complacent or deceiving yourself; if you failed to carry out tasks properly from the start, don’t blame others for it. Once it has been assigned, one must put in 100% effort to complete the task and deliver satisfactory results right from the start; otherwise, if the work is not done to standard by the deadline, the boss may keep asking you to redo it until it meets the requirements. This not only wastes the company’s resources but also your own time. At the end of one year, I received an invitation from a company to attend their year-end recognition event. Of course, it wasn’t to honor me, but rather to use this opportunity to discuss with them the topics for employee training in the coming year. During the recognition ceremony, I noticed that every employee who received an award was one who had completed their tasks excellently, while those in the audience who had not fulfilled their tasks well or even failed to complete them could only watch as others received awards. ” Obviously, my colleagues were not satisfied with my explanation: “Is the difference between 99.9% and 100% that significant?” There’s clearly no difference, right? ” “No, you’re wrong! I believe many people share this mistaken view, just like you do. Although 99.9% is only one more little effort away from becoming 100%, that’s not the case in reality. It’s like a competition – in the end, there must be a winner and a loser. But what if everyone has similar skills, or their scores are identical at 99.9%, how then can a decision be made? It comes down to that last 0.1%; whoever persists and does well in completing that final 0.1% is the winner. So, as we can see, in a match, draws are actually rare; most matches still have a winner and a loser, because most people end up losing to that 0.1%… I was about to continue explaining this to my colleague when he suddenly interrupted me: “Oh, now that you mention it, I remember something. Not long ago, our supervisor fired an assistant because the supervisor asked the assistant to call a client, but no one answered, and the assistant didn’t try again. At the time I thought it was overreacting, but now I understand – although he made the call, it led to nothing…” Indeed, doing something that yields no result – well, it’s done, but what’s the point? Unfortunately, in companies, there are many employees who share the initial views of their colleagues; in their minds, they are merely employees hired by the company – they get paid for each day they work there. As for how well things are carried out or whether the company makes a profit, that is the concern of the boss and the company itself, and has nothing to do with them. So, most people only manage to achieve 99.9%, just like their colleagues who don’t win any awards; although they may have done their best, they ignore the quality of the final result, and it’s only natural that companies offer no rewards to such employees. Apply the implementation rules: Rule 1: Correct the \"good enough\" mindset. Looking at the well-known brands in the market, why have their names remained intact and successful over the course of centuries? Because they strive for excellence not only in product quality but also in employee management; they never allow their staff to adopt a \"good enough\" attitude when working. I once visited a well-known large company, and I noticed that each employee had a work manual that was thicker than a Chinese dictionary; just one single process was described across dozens of pages. What does this tell us? In this competitive society, to excel and gain recognition and acceptance, one must be strict with oneself; this is also what ensures that tasks are done well. If one always thinks that \"it’s good enough as long as it’s not terrible,\" then one will forever remain at the stage of simply completing the task. Rule 2: Build your own brand while working. In today’s world, people’s desire for a job is no longer merely about using it as a means to make a living; everyone wants to make a name for themselves in the workplace, achieve excellent results, and leave a mark. Therefore, many people hold sacred feelings toward their profession, and work becomes more of a spiritual pillar. In that case, an efficient execution not only leads to a successful outcome but also helps you gradually build your own brand, providing a continuous source of motivation to work. So, if you do it, do it well; in that way, your entire workflow will turn into a positive cycle, and tasks will be completed easily and smoothly. Rule 3: Take responsibility for yourself and the outcomes. Poor performance is, in essence, a sign of a person’s lack of responsibility toward themselves and the results; such individuals find it difficult to improve their competitiveness in the workplace. Because the foundation of competitiveness lies in execution; if execution is inadequate or even completely wrong, no matter how good the plans may be, they are nothing but worthless paper. The results produced in such cases hold no value for the company – they merely represent a waste of human, material, and financial resources. Therefore, as corporate employees, one should not merely recite the importance of execution; rather, it is necessary to carry out tasks in practice, take responsibility for oneself and the outcomes, so as to not only complete tasks but also do them well, thereby gradually enhancing one’s core competitiveness.