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Barbarian Diordieva - the lawyer, an analyst.
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Career and work

To change the reputation

To the employee who has already proved as the average expert to change the relation to difficult. To it better simply to change a job. But some manage to become successful and in an old command.

In the beginning of this summer Oksana have raised to the chief of department of realisation of projects. The first some months after appointment it was on the verge of dismissal at own will. Sales practically any to make it was not possible, thus the department should organise participation in competitions on state order reception, and skill of participation in similar procedures at it was not. Фомина was afraid, that the first failures will change to it the management relation.

Psychologists say, that a situation extended enough, after all the new post is always stress. And if on it professional failures are imposed, position in general becomes critical. On psychologist Marina Melii, in this case the person should first of all try to look at conditions eyes of people which can be dissatisfied with it. Then to define zones of contradictions and to understand, that it is possible to change, and that it is impossible. "After that the person should weigh, how much changes which it should undertake, coincide with its personal values, and to define, whether it is ready on these of a victim to remain in the company", - explains Мелия.

Speak with me

At the disposal of the manager always there is one important resource - a personal contact, dialogue in the company with those who can affect a situation, the psychologist-adviser from Petersburg Michael Khromov assures. He recollects a case from the experience. In the company where Khromov worked as the HR-expert, the head of trading department had troubles: results of work of department did not please top-managers. Khromov this problem too has concerned, as the disgraced head, being justified before a management, referred that personnel officers have typed the bad personnel and badly it have trained. Having learnt about it, Khromov has gone to trading department and has suggested its chief to make together the plan on personnel development. "That is has actually suggested to make the plan how to become this head successful", - Khromov speaks. Pressure between departments has been removed, and now Khromov is assured, that it is necessary to communicate with those who owing to the different reasons can be interested in your success is more often.

Approximately as Oksana has arrived also. She admits, that in many respects it was helped besides independent studying of the specialised literature by dialogue with own head. "I constantly addressed to the chief on all questions which to me were not clear. For example, I did not know how to talk to the client, experience and which status was above mine, and asked the chief to prompt me magic words", - Oksana recollects.

Its head Tatyana says, that, despite lacking results, Oksana's self-criticism and its genuine desire to correct a situation have opened to it potential of the subordinate. She has decided to wait, and its expectations were completely justified.

According to the general director of the company Anatoly, the head himself should be more attentive to similar problems of employees. "Duration of a cycle of sales in our company can reach year, - he tells. - but to some managers on sales which after a year had not time to show good results, we gave the chance to work further. In two-three years they had large orders".

Show the initiative

Sometimes employees get to a situation when circumstances, the post or department do not allow it to prove. Having sat up in a shade, they risk to fix the relation to as to an average unworthy increase to the worker, psychologist-adviser Radislav Gandapas argues. And psychologist Evgenie Yemelyans adds, that in such situation the person should to try most create new conditions for career development.

Svetlana has come to work to the transport company on a post of the commodity cashier, it well carried out the duties, but understood, that in this quality could not show itself. And it after all had a higher education, and to remain the cashier did not enter into Svetlana's plans. Having imposed with the house books on business planning, she for a week has written the developed offer on business development - in particular, on branch opening in St.-Petersburg - and has carried all it in HR-department. First there, of course, were surprised, but after several negotiations with the general director of the company to it have suggested to begin with a post of the manager in motor transportation department. The deputy director on the personnel of this company admits, that before Макарову at all did not consider as the candidate on increase. And in two months the head of motor transportation department has left, and to Svetlana have suggested to take its place. Now she is assured, that never it is necessary to be afraid to show the initiative. " Anybody to you will not come and will not offer a new place, - she speaks. - and even if your efforts on self-advancement will not crown success, at least, you will be satisfied, that have made for this purpose all possible ".

Recollect a youth

Dmitry began in the company the sales representative. By its recognition, results it showed averages, in department there were other leaders, and work did not cause in it especial eagerness. The turning-point has come in 2000 when the company before one corporate action declared "Competition of talents". Dmitry had a scenic experience - at institute he participated in KVN and wrote texts for performances. On a holiday he has read a monologue about a heavy fate of the sales representative and made the big success. At once after that to it have suggested to hold a new post - the manager on social questions where, on Alexey's supervision, directors for company public relations, it has literally blossomed. Now Dmitry carries out complex problems - from medical maintenance of employees to the organisation of corporate actions - and feels the successful manager.

According to some advisers, stereotypes which arise in the company concerning separate employees to break it is impossible, and any actions directed on correction of this stereotype, only will aggravate a situation. Радислав Гандапас considers what to change the relation to it is possible, only having created other, competitive stereotype. The person should define, where it can be successful, and position itself(himself) in this quality on this field, the adviser speaks.