The leader has just been here for a month. After he came, he removed the director under him. I was a subordinate of that director. After the leader came, he arranged a lot of work for me. I am basically the person who lives the most in the department. I did not slacken my work because of the change of leadership, and I reported to him according to the process. In this performance appraisal, he actually gave me the lowest score in the department, which is lower than the scores of my colleagues. Is he trying to force me to leave? Do you want to ask him
If the subject’s description is true, then remember that the sky will come down to the people. You must first suffer from the will and your muscles… and then white prostitution will let you retreat. Don’t forget to brag to your subordinates when you’re done. The subject, this young man/ The little girl has good abilities, but she can’t stand her temper. She originally wanted to put a little burden on him to train her to entrust her with the important task. Who would think that he didn’t have the ability to resist pressure and ran away by himself. It is recommended that the subject, if you encounter inexplicable and obviously unfair treatment in the workplace, do not communicate with the leader in private, because he can use your left foot to go online to make you unreasonable and unreasonable. If you continue to be patient, you will only get doubled Tasks and more demanding requirements. To solve the problem, it is necessary to expand the influence of his unconcealed violations, find the superiors or in the company group to come up with the company performance appraisal system and your work records to discuss the argument, if the upper side does not cover him, there is a high probability that you will adjust your position His credibility is damaged, and there is a small probability that he will be punished; if you wear a pair of pants with him to force you to leave, you can also leave other employees with a bad impression that the company is cronyism. A reply and supplement to a friend who commented: My answer is based on the truth of the subject’s description. The new leader directly targets the backbone of the department’s business for no reason. This is an irreconcilable contradiction in itself. Whenever the leader is operating normally and new officials take office, especially when the head of the subject is transferred and the superior director personally grasps the work, they should unite the backbone on the surface, and then eliminate dissidents after touching the doorway. The leader described by the subject came up to clean up his subordinates, aimed at the backbone, and stated that he was not well-intentioned, and the more he needed to know, the more mistakes he made. The leader blatantly deducted performance, saying that he had found an excuse. If you don’t know, it means that you have already thrown the pot to the subject, change from passive to active, or communicate privately and be compromised by the leader, which means that the pot that deducts performance is your own. The only thing that needs to be communicated privately is to confirm first. It’s not that the assessment has deducted the wrong points.