The first dry goods sticker, the Internet workplace, about interviews, performance, promotion, career planning

A few days ago, a star friend asked questions. His target was recommended by the headhunter to recruit an app company. Because of the epidemic, the probation period was postponed from 3 months to 4 months. He was talked about by HR, saying that because of the epidemic, the company was difficult, and he did not give him a trial period. He let him leave the same day. The next day he left. He agreed at the time and did not compensate. He only won a week of transfer time.

The response came over at night, and the system showed that he was mentioned in March. This was obviously premeditated. He wanted to know this situation. What else can you minimize the loss?

I believe many friends have encountered similar problems recently.

On the Mizuki Vocational Edition, there is a senior lawyer (ID: BZNND) in the Mizuki Vocational Edition. From 18 years, free answers to the question of netizens. After his consent, Hangge has spent 8 hours and has compiled more than 100 questions and answers. For the layoffs that can be encountered, everyone can refer to these two articles.

Capitalist grinding a knife Huo Ho Kou Mo Killing Donkeys, how can the workers safeguard their legitimate rights and interests

"Labor Law", layoffs, supplementary/compensation, N, N+1, 2N

It really doesn't work, you can go to Mizuki to ask him.

Yesterday I was bored to visit the pulse and found an interesting post. A 10 years of claiming to be a job for 10 years, I have known in BAT, and I have taken the team anonymous netizens to patiently answer the netizens about interviews, performance, promotion, and career planning. Questions.

The response was strong. I had more than 800 reply when I posted the article. I was called the first dry goods sticker by netizens. I read a lot of answers. Agree, sorting and publishing here, I hope to help everyone.

1

Q: What do you think of the private relationship with the boss?

A: This question is very good. I can tell you this. Most Internet companies' KPI or OKR pressure is enough to press the theory of vitamins. The so -called good relationship is mostly soft quality. Other subordinates said clearly, for example, if someone spoke was particularly disrespectful, although his ability was strong, how did the leader remind him? It is difficult to change the personality. It is not easy to say that this ability is strong but the bad -tempered people think that it is closer to the leader, but in fact he has a big problem, which is greater than the team.

2

Q: How can we be better promoted?

A: You ask more generally. I can only answer in general. There are too many requirements for different levels, so there is no comparability for the points to say.

If you have not graduated a few years, your promotion may depend on your boss, then simply to make the requirements beyond your boss at all times. If the level exceeds the category that your boss can say the calculation, it is to make most of the decision to make you promotion. The boss's request.

3

Q: How can I stand out among a bunch of people? Because of the ability, it is difficult to say that it is stronger than everyone.

A: You don't need to compare too much with others, your leader will naturally compare others.

If he has experience, he can not only compare the person he brings now, but also compare the people he brought in history, and the people in other leaders. Generally, the leader vision will be relatively wide.

What you have to do is to establish mutual trust with Leader first. With basic mutual trust, you can believe that the life gives you enough to reflect your outstandingness. As long as you just say what I said, you can produce it. If you don’t, you don’t Existing this mutual trust, or the judgment of both parties on your ability is not aligned, you are not satisfied with the living you give, you must first return to mutual trust, mutual trust is a small topic. In short, it is established through a little simple task. of.

4

Q: The recommended algorithm of the freshmen is entered. What kind of proposal does the elder brother have in the career development?

A: If you encounter a leader that will bring people, it will give you a leader who plans the technical direction, then it is very lucky. If not, you need to have a technological development context, from shallow to deep or narrow to wide, light up to light up, light up Various branches of skill trees, not a sparse picture of messy skills. After a year, this is not accumulated.

The application scenarios that have not been done, think about the essence of mathematical issues, exercise the ability to migrate and learn, develop good algorithm thinking inertia, do not be completely biased by performance and quickly getting income. During the plan, develop good habits.

Q: Is it convenient to start talking about the skill tree?

A: This reference academic aspect, a pile of small directions under the large direction, and various gameplay in the small direction. The so -called skill tree is the planning point that has obvious advanced, extended, and progressive planning along this.

5

Q: How to better develop in the future of nearly 30 years?

A: This problem belongs to the problem of career planning. Generally, a general direction is considered in 3 or 5 years. Career planning varies from person to person. We must consider ability and shortcomings, because we are not familiar with and do not know your situation. , I tell you a method, you find more models, probably about 5 years older than you, that is, your next five years of reference objects. These people are successful or failed in the eyes of everyone. Suppose you are him, do you like his position or not, your heart is not tired, and it is interesting. Who do you like the most? Look at your ability to shortn it, make up one by one.

6

Q: The big guy is good. After reading the previous answer, the dry goods were full. I am a post -90s, the second -tier manufacturer product post P7. This year, I just started to take over a small team. Because there was no experience in the team before, and the original leadership management was relatively scattered, the members were more passive. Without Owner consciousness, how can the second -hand team effectively mobilize the enthusiasm of members?

In addition, the person in charge of the business department is very strong and often interfere directly in the specific needs of the product, but because of the do not have product thinking, many suggestions cannot be implemented.

Excuse me, how can the strong business party opposite the opposite business party effectively promote the project but not conflict with the strong department? Thanksgiving big guy ~

A,:,

1) I mentioned it several times on mutual trust. Bring someone to bring the team to the truth, first establish it from each other, and build each other step by step. From the simplest things, successfully grow together, and experience the sense of accomplishment. You have to find some points and take everyone to success step by step, everyone trusts you very much.

2) You have to be absolutely strong to the outside world. The approach is not to quarrel with them verbally. It is a means. He tells the team internally. Do not pick up other people's needs and command. Let other leaders ask you to solve the schedule. Ensure that you try to concentrate only one thing at hand, reduce concurrency and insert incidents, they must recognize this method, and then need to be demanded by the outside world. Leader is impossible to offend.

7

Q: How to face the superiors of superiors?

A: This post -90s post -95s are actually very humble and hyperactive, but they are more confident.

Back to your question, it is very simple -changing thinking mode, changing thinking (do not fight for thinking, not humble or humble is a kind of confrontation thinking, what you want is a win -win thinking), you are also human, but you are worrying about this team. More, if you occasionally "rejoicing", if you think about it, you can easily think of such an angle problem if you think about it occasionally.

8

Q: Now with about 30 technical teams, I feel that the hopes of killing the boss are not very much. I do n’t want to change jobs. The direction is clear. Is it just a deadly?

A: Then you have reached a certain level and level. At this time, the importance of opportunities accounts for more than half.

Behind the opportunity is the judgment. Seizing the opportunity requires judgment. I can't say this. I often judge mistakes myself. I can only continue to exercise and judge the future trend. Which new companies will rise, analyze financial reports, and understand the industry more about the industry Dynamic, improving judgment power to seize opportunities is the most important thing at this stage. Other leading teams have been inertia and it is not difficult.

9

Q: When choosing an offer, how to judge that each offer can bring itself to the growth space? Often, big platforms, core projects, powerful leaders, and popular industries are not available. What are the priorities of these factors? Graduated for almost four years, products.

A: This is really not strong, so I used to ask a senior before, and the reply he gave me was: Most of our professional roads (referring to this small unknown fork intersection, not a particularly big choice ) Nothing to choose, it is not what you have, so most of the things to do at hand are more worthy of thought.

In fact, you ask more than half of the information behind you to know, but you do n’t have to choose, you can only go to one, work hard.

10

Q: Does the leader give me the meant to make the difference?

A: This is really not, performance is a complex issue.

First of all, all companies have a compulsory proportion. If you do n’t expand it, you can know it;

Secondly, performance is to represent the output for a period of time. It does not mean that they do not want to continue to cultivate this person for a long time, and there are many ways to motivate a person. There are also promotion, awards, etc., which are isolated. Of course, there are also winners who eat.

If the performance is poor, two points are generally explained:

1) You must have less interaction with leaders, otherwise you will have prediction and feel that this performance is normal.

2) It has not met the expected Leader output. Usually you need to interact more and align and get advance.

Q: So how do you usually interact with Leader? Is there any topic to interact?

A: The topic of work is to ask him to ask him for time. Others do n’t have to talk. He takes the initiative to talk about you.

Q: What is the general date? What time is more appropriate? It feels weird to eat on a special appointment, and I am not very good on the weekend. Sorry, I entered the workplace first.

A: Ask the internal communication software, you will ask if you do n’t reply to it.

11

Q: Last year, the school recruited byte beating, but the post was compared with the edge of the post. It was difficult to have room for growth. Want to ask if you choose to continue working or the opportunity to look at other companies?

A: From the perspective of the team recruitment, I tell you, sincerely say that sometimes some oxen posts are needed, a team must be diversified, and someone must do what others are unwilling to do, so there must be so -called marginal work.

But the good leader will still give everyone a chance. He will think about it. The same thing, if others do it, can he only do this and whether there is other possibilities.

From your perspective, is it that you have done a good job, and Leader is also very satisfied. So why don't he give you a new challenge?

I took the initiative to mention that I wanted to grow more, and the children who could cry have milk to eat. 12

Q: What kind of subordinates do you like?

A: Strong ability, and thinking in disappointment (representing an emotional intelligence, but not necessarily who compliment, you can understand why Leader can make this decision, and Leader does not need to waste too much effort to explain it to him).

13

Q: How can fresh people communicate with their superiors and manage their superiors? The frequency and focus of the newcomer report work? Without MANTOR, how can I ask my colleagues and leaders to teach more things?

A: It is enough for weekly. It is not possible to communicate a few more times in the middle of the project, and he will pay more attention. Ask for the three words "cheeky". Ask shamelessly, and there is a trick, a question at the same time, ask a few more people at the same time. In order not to worry about it, you can pick up the time and ask a little question. Essence

14

Q: If the arranged things are east -hammers and a hammer, Leader does not have a specific plan to see communication and do not feel that you have problems or are ready to plan. What should I do if I throw them back to the subordinates?

A: In this case, you raise some solutions and take the initiative to mention it. The knock on the plan is to give a choice question. You must choose one one by one. Do you not tend to? Maybe you are in your arms.

15

Q: How can I quickly integrate into the team and avoid 325? What are the expectations of P7 more than 6 leaders to you?

A: After changing the job, the Topic of the team and the mutual trust TOPIC mentioned above can be used for each other, and mutual trust first.

Generally, the experienced leader will take the initiative to test and layer the layer. It is to give you some simple work first. You do it generally, judge the level of horizontal levels or direction, and then change it. Your limit, this process, team members will also see your ability.

Then you slowly build mutual trust with Leader. He knows that you can do it to you.

16

Q: What do you think of your elder brother?

A: It is best not to do anything, because many growth is obtained in adversity. This way is a means of evasion in the short -term escape. Many problems cannot be solved directly and cannot grow.

17

Q: What do you think of 996?

A: 996 This problem is also very good. To enlarge, how many people want to become middle -class in the development level of this country.

If you are in the United States, you can live in a big House to drive a good car and raise a family. Do you need 996?

What's more, the union is so strong. With reference to the United States, the 50%population will be like this. It is estimated that it may not be 996. Otherwise, there are always people who are willing to 996. In fact, you do n’t have to choose, but this industry can make everyone produce.

18

Q: The school recruits the company for almost two years. There is an urge to go out to see. Want to ask the school to recruit the first job for the first time for a few years. For long -term career development?

A: This really depends on growth. It cannot be generalized. If there is no growth, you must look at the possibility of adjustment.

If others are developing well here, you ca n’t develop a lot of things and directions. I feel that you have to find your own problem. Here you may not have a big problem.

Q: At present, I can pass every promotion. I feel that the boss is very good to me, that is, the work content is to write SQL, do data analysis, and feel boring for a long time.

A: Well, the growth is not only recognized by the company's promotion, but also the industry standards. From the perspective of the industry, whether the average level is going to you.

19

Q: Consult the host, an older employee, and slowly recruit people to establish a group one year after joining the job. The boss may be correct, but in the end, the higher -level leader airborne a team leader. In this case, is it left?

At present, it is still the core member of the group, and independence is responsible for a direction that is not the core nor the edge. The opportunity is limited when you go out to find a job without formal leads. In this case, is it left? It has been confirmed that there is no room for rising at present, except for the normal level promotion.

A: Putting on the site, promised, and correcting, these roads and thoughts are not positive enough. When you encounter the sudden black swan you said, you will be more negatively affected. It should be recognized by ability to be recognized and growing into a leader, so that you have enough confidence in anywhere, instead of specially relying on the private commitment of this leader. A person's commitment will never have his own ability.

Just like Lin Pingzhi's practicing evil spirits, he can also be awesome for revenge, but it is difficult to correct it when you encounter a strike mentality.

20

Q: Will there be such a saying at the age of 35?

A: The 35 -year -old stalk means that the ability of most people can not keep up with the speed of age growth.

This is the appearance. The essence is that this person is not a growth thinking. It is specifically to find out what is growth thinking.

Note: I do n’t recognize this answer. This is a structural issue. You cannot be young, but someone is young. There are so many places for evaluation.

twenty one

Q: Consulting a question, I changed the project in the company midway, so the current leader does not take the initiative to ask me, that is, it was stuffed to the project team. However, from the actual work, it should be basically satisfied. I want to win his trust and reuse. When he already has his own family (he recruits or brought in, there are about three or four people), I want to enter his circle of lines. Methodism? A: Don't be too superstitious about this thing. The Internet really changes quickly. I never like this. It is easy to make it clumsy, so that the so -called 嫡 a think too much, so that the so -called ingredients are not too much, and I have replied it above. Most of the Internet's KPI pressure is enough to make a leader.

Only the company that is really idle will be internally fighting at a high level. There is a unreasonable personality.

twenty two

Q: Ask the big guy, in a core team, responsible for an independent direction, but this direction is not the core. The boss doesn't know much about this direction. How can I make the boss see my efforts and output quality, so as to get influence and promotion opportunities?

A: Ask the boss. Boss, I have two solutions. Which one do you choose? Do you think he has listened too much? How many times can you think about it? Otherwise, your face will not pass.

twenty three

Q: The team is relatively core, but the entire team and even the department's business have reached the bottleneck. The owner directly recognizes it, but it is too difficult to promote the business by yourself. Is there any suggestion?

A: Most of these problems appear on employees who are younger and more hopeful to grow. The older who wants to retire is not comfortable. The ending of the two situations is similar: one is that the boss seeks stability, and the business can actually break through. He does not want to be too tired. Or don't want to offend people, you can't convince him, you can only consider other opportunities; the second is that he also wants to break through, but the business itself has not developed, or a larger leader does not look at this business like this. Then you can polish your skills and other abilities, and consider changing it.

Q: The situation will be more complicated. The boss directly wants to promote the business, but some of the higher -level bosses are mediocre, and it is more embarrassing to be a tool person to do well.

A: It is still positive. Many of the high -level decisions are made. The decision -making is not so easy. It is full of pressure. Most of them are mediocre on Tencent. What are the constraints of others.

You don't need to think that you will get old in a company for a lifetime. Your continuous career is made of multiple companies, so don't have too many pressure in this area. Just learn how to learn here as much as possible.

twenty four

Q: Non -technical posts. I just graduated for 1.5 years. I recommend going to Meituan or headline. I want to stay in the next job for a few years.

A: I suggest that the newcomer finds a continuous and stable product team to exercise. No matter what company, as long as you switch the direction, product, track, it will be very costly, which is the most important for newcomers.

25

Q: Ask the big guy, the school recruited a small company, and the growth was very slow. Many things could not be exposed to it. It was two years old, but the major interviews were hung up recently. Should continue to stay, continue to prepare for half a year, still go out for a year or two, and then go to a large factory. If you feel that you do n’t have the experience of the big factory, the ceiling will be very low in the future, and the back -end Java, ask the big man.

A: Xiaomi and iQiyi are already okay. You do n’t need to look at the size of the company, depending on the number of users with traffic and business influence. What you need to do the JAVA back -end is to have a system design experience at a large number of users. Xiaomi iQiyi is not small.

26

Q: Go to Tencent or Baidu for school recruitment technology? Tencent Shenzhen Financial Technology, Baidu Beijing search architecture, all in the background, totaling Tencent tens of thousands of tens of thousands. The regional Shenzhen is slightly greater than Beijing.

A: Similar to the answer above, if I want me to look at traffic and business pressure, the larger the more complicated, the better. The good technology must be born in a good scenario.

27

Q: Is there any inside story in performance, promotion, and salary adjustment? The promotion mainly depends on the leaders or the technical committee? Is it really fair and reasonable?

A: Different companies are different. Most of the low -level performance and promotion reference opinions are directly under you, but generally not him alone, at least a few people touch it. A slightly taller level, if you need to be promoted, I can only say that it is relatively fair, not absolutely fair. Because usually each team has a quota restriction, it is relatively fair from the team in front of the team, but if the PK has not been done in the end, it is normal to be absolutely fair. Yes, you go to check the method of the Olympic Committee, almost the same.

28

Q: Good performance, good year -end, but not promoting salary increase, can it be rolled ...

A: There are many cases, which vary from person to person, some are living, and the character is not matched team. Let him be promoted to have management risks. Some are more senior in the whole situation. Yes, you ca n’t look at you anymore, most of the performance still recognizes you.

29

Q: Big guys, when you want to ask the freshman, how can you choose the two directions in infrastructure and business development, and what will be different in the future career development?

A: Select the direction of the highest and higher position in this direction. The infrastructure is finally the architect. A good architect, you can search for the highest salary and how many positions are available. Or even the person in charge of the business, the first to the architect is wider than the possible technology stack, and the second requires a stronger perspective of the overall ability. This is more difficult to do. Q: Thank you big guys. If you have benefited a lot, if you have time, you want to ask a question. Whether the first job of graduation basically determines the future career development and direction, such as opening and operation and maintenance. Is there a chance to change the career direction afterwards? What is difficult if there is?

A: Yes, if someone turns, it will delay time. It is difficult. This choice is more important.

30

Q: I am also a new Beijing person who wandered in a large factory. My problem is: I have limited ability but goes higher and higher. At present, Lead directly gives two performances that should be dismissed. The interval leader told me if it was directly under Lead. It was clear that the poor performance was given directly. I would not be dismissed and encouraged me to work hard. I won't play this complicated situation, will the direct reports be killed directly by the lead.

Others asked: How did the old iron upgrade?

The subject answered: I won't be tian, and the job is double. My husband said that I am good at interview. I belong to the offer after getting the offer. 15plus times, I can't sleep every day.

A: This is also considered a career plan.

I have also encountered such a situation. It is not a good thing. The position should not be higher than capabilities. In the short term, it is too stressful and poor performance. It has a poor performance of the industry in the long run. Do not pick up the offer, you have to know it, it is more important to create a long -term reputation in your career, and the circle is actually very small.

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