When dealing with information asymmetry in front of your leader, how would you handle it?
Thread Content
In the course of work, the most troublesome aspect is dealing with people; especially when problems arise and supervisors press for answers, the information obtained is often not accurate. Moreover, the lower the rank of an employee, the greater the likelihood that they will be misunderstood or blamed unfairly. Since leaders at each level hold different positions and have different concerns, when providing feedback to the top leader, they tend to downplay the serious issues or even tell lies. Moreover, the top leader usually does not consult every relevant person, especially those at the lower levels. Only when the punishment comes does the person realize just how deeply they have been misunderstood. How would you handle such a situation of information asymmetry?
Complaint Complaint Complaint Complaint Complaint Complaint: P
To whom should I file a complaint? If you appeal to the leader again about what the leader said, are you trying to get into trouble? ;P
It’s too concise; I didn’t understand it. :'(
Unfollow and add to the blacklist. It means that it’s truly difficult to maintain a good relationship, so it’s better to end it outright. Of course, it’s not that extreme; so let’s focus on the present and look forward to the future.
How to pay attention to work? It’s not the internet. . . I never had any intention of maintaining a relationship; it’s just about going to work and earning a salary. . . I just thought of this topic; it’s not that I’ve encountered anything. . . :'(
If it’s time to make a statement, then one still needs to make it.
Assuming there are no penalties and only a negative impression on the leader’s part, lower-level employees might not even know that the top manager is asking about this matter – would they end up suffering in silence?
There’s nothing to do about it; after all, frontline employees are a vulnerable group.....