20.06.2024
SUCCEEDING WITH A BLUE OCEAN STRATEGY
Purple is fashionable this year. But to succeed in your career, you need to choose the right one from the two colors that make it up - blue and red.
The correct one is blue. It gives the name of an economic strategy that will work for you if you plan to become a manager. You can successfully apply it in your being an employee.
The "red ocean" and "blue ocean" theory was developed by W. Chan Kim and René Mauborneau. The names describe economic situations.
With a little more imagination, you can imagine the situation in the red ocean - it is teeming with fish, the big ones or just the more predatory eat the small ones and blood gushes out.
The other ocean is not overcrowded, no one is biting and the water is calm blue.
This, of course, is a poetic image that the authors have invented to make their theory memorable - in no business and in no company are things completely calm. But the "lyrical hero" well illustrates the essence of the strategy.
In short, you have a much better chance of success if you choose to pursue a job where the competition is not fierce. In business, this means finding a niche market and creating a new product, for example. In your daily life, being an employee means to engage in an activity in which colleagues will not compete with you.
To do this, however, you need to get rid of myths imposed by corporate culture and harmful habits that you may have created yourself.
Teamwork is such a fashionable and cult-like principle that in many companies both bosses and subordinates at some point forget what it's like to work alone and show self-initiative. At the same time, sociological research has shown that more than half of employees hate collective work. And a large part do not have the necessary skills for it - it implies not only professional, but also social qualities. Teamwork is a lack of efficiency when it is within the power of one employee to do what is assigned to an entire group. But often, middle managers insure themselves by doing just that.
You will find yourself in a "blue ocean" if you apply to work alone. Naturally, you have to think carefully about whether it is within your power so that you don't fail. This is your chance to show your abilities without depending on your colleagues and without suffering negativity when one of them fails, either because he is incompetent, or because he is lazy.
It is only natural that after such success, you will be assigned more independent projects, receive a salary increase and climb the hierarchy.
The bad habit you have to get rid of in order to swim in the "blue ocean" is slacking off. Very often subordinates refrain from suggesting ideas because they know that all or at least most of the work of implementing them falls on the author. When you think about it, it's only natural that it should be, and that's exactly where your chance for career success lies.
Most people are content to just do tasks assigned by the boss. Thus, they find themselves in a "red ocean" with dozens or hundreds of other employees who do quite similar activities and bite each other to the bone in an effort to be noticed by the boss. No one will pay attention to you if you are like everyone else. Your new product is your idea of how to complete a given task so that the team or company gets a better result. When you make a reasonable offer, you will find yourself in a "blue ocean" among the few who not only want to develop in their profession, receive more money, occupy a higher position, but also take action to achieve their goals.
In addition to a proper understanding of your behavior, a plan is also needed. Come up with your personal "Blue Ocean" strategy, specify what to start with and what you plan to achieve by the end of July, for example. In any strategy, it's important to have smaller, faster-achieving goals within the long-term goal to keep yourself motivated by success.
Be prepared to find yourself in a "red ocean" at some point. No one can once and for all swim in the "blue ocean", because there are always colleagues who also move into it, and bloody competition begins. And you still have to look for blue depths. But you already know how the strategy works.
19.06.2024
TRIAL PERIOD IN THE EMPLOYMENT CONTRACT: ADVANTAGES AND RISKS
At the time of the job search, when the offer of a new position finally appears, the worker receives an employment contract, which in most cases includes a clause for a trial period arranged in favor of the employer.
This inevitably causes mixed feelings of excitement and anxiety. Is this practice an advantage to the employer, or can a probationary period benefit the employee if properly understood and managed wisely?
The trial period in the employment contract represents a certain period during which the employee and the employer can assess whether their expectations and requirements correspond to reality. This term can be agreed in favor of the employer, the employee or both parties, depending on the specific situation and contract between the parties.
Before concluding an employment contract in which the trial period is in favor of the employer, the employee should carefully consider what his personal and professional goals are. Whether it is his first job after graduating, or he has changed several employers, a trial period can be an advantage, as it gives the worker the opportunity to adapt to the new working conditions and to make sure that the job position suits his expectations. Also, this period can be a time to acquire new knowledge and skills, as well as to develop relationships with colleagues and superiors.
When the trial period is arranged in favor of the employer, it means that he has the right during this period to terminate the employment contract without notice and without the obligation to provide motivation for this step. This option is often used by employers who want to assess the ability and adaptability of the new worker in practice before engaging him on a permanent basis. This gives them the opportunity to make an informed decision about whether to keep the employee with the company after a successful trial period.
It is important to know that the law does not allow for the same work with the same worker or employee in the same enterprise to re-sign an employment contract with a trial period. But if the worker moves from one position to another, even in the same enterprise, it is permissible to conclude another labor contract between the same parties, with a different content and a trial clause.
For example, such a case is present when a secretary in a company moves to the position of accountant. It is important to note that during the trial the parties have all the rights and obligations as in the case of a final employment contract - the worker or employee has the right to a general basis of remuneration, agreed working hours, rest and holidays, recognition of the time of work experience and etc.
The trial period cannot be longer than 6 months. It does not include the time during which the worker or employee was on statutory leave (paid, unpaid, study, due to illness, etc.) or for other valid reasons did not perform the work for which the contract was concluded.
The employment contract is considered to be definitively concluded if it is not terminated by the party in whose favor the contract was for a trial period.
A trial period in an employment contract can provide valuable opportunities for both the employer and the employee. Regardless of whether this term is arranged in favor of the employer or the employee, it is important to understand the rights and obligations of each party.
Consulting with employment law specialists and wise preparation are the keys to successfully dealing with probation period issues in employment contracts. Ultimately, this period can be a chance to hone and improve both a worker's career and work skills if used wisely and strategically.
Reference:
Art. 70, para. 1 – 5 of the Labor Code
Art. 71, para. 1, para. 2 of the Labor Code
18.06.2024
THE DECLINE IN JOB OFFERS IN THE IT SECTOR IN OUR COUNTRY CONTINUES
Job offers in May were about 2,000 more than those in the previous month, which is a 4 percent growth on a monthly basis, according to the monthly analysis of the HR company and career site "JobTiger". The total number of offers at the end of May was just over 50,000, with almost all sectors seeing an increase in the number of listings.
The only exception is the IT sector, which reported nearly 200 fewer offers, or a drop of 6 percent.
Compared to the same period in 2023, there is no change in the total number of job offers - they are about 450 less than in May 2023, but this is a difference that can be made up within a day depending from the supply intensity, the company commented.
With the greatest growth in May are job offers in the sectors "Hospitality and restaurant industry" (680 offers more, 7 percent growth), "Logistics and transport" (600 offers more, 12 percent growth) and "Trade and sales" (380 offers more, 3 percent growth).
In the other sectors, the growth of proposals is as follows: "Manufacturing" (300 proposals more, 4 percent growth), "Healthcare and pharmacy" (130 proposals more, 6 percent growth), "Construction" (80 proposals more, 3 per hundred growth), "Marketing and advertising" (60 proposals more, 4 per hundred growth).
The sectors "Administrative and service activities" and "Accounting, audit, finance" saw a small increase, but overall the number of offers in them remained almost unchanged.
The analysis of supply by sector on an annual basis continues to show a decline in the IT sector (-25 per cent) and lower levels of supply in the sectors "Hospitality and Restaurant" (-10 per cent), "Marketing and Advertising" (-6 per cent) and "Production" (-3 per cent). In the remaining sectors, a higher number of proposals is reported compared to May 2023.
Work from home
According to the company's analysis, the number of offers for work from home and/or remote work remained unchanged in May - about 3,400. As a share of the total number of ads, this type of offer occupies 8 percent of the offer.
The distribution of this type of offer by sector is as follows: 47 percent in the IT sector, followed by "Administrative and service activities" (20 percent), the outsourcing (BPO) industry sectors (17 percent) and "Trade and sales " (10 percent).
Offer by city
The growth of offers in the leading regional cities continues. In Sofia it is 5 percent, and in the rest: Plovdiv (4 percent), Varna (2 percent), Burgas (2 percent), Ruse (10 percent) and Stara Zagora (6 percent).
In total, the offers in these cities are about 1,500 more, which is an increase of 5 percent.
As a share distribution in Sofia the ads are 40 percent, and in the other cities they are: Plovdiv (10 percent), Varna (10 percent), Burgas (5 percent), Ruse (3 percent) and Stara Zagora (3 percent hundred).
At the beginning of May, the career site reported that job offers increased by 5 percent in April, or by nearly 2,300 compared to the previous month. The company's monthly analysis said this was due almost entirely to increased supply in the Trade and Sales and Hospitality and Restaurant sectors.
18.06.2024
THE LABOR OFFICES IN THE COUNTRY START RECEIVING REQUESTS FROM EMPLOYERS FOR INCLUSION IN INCENTIVE MEASURES AND PROGRAMS FOR EMPLOYMENT AND TRAINING
From 17.06.2024, employers can submit their documents to the labor offices in the country for inclusion in promotional measures for employment and training under Art. 50, para. 3 of the Regulations for the Implementation of the Employment Promotion Act. They can also take advantage of the free financial resources provided by the Program for training and employment of long-term unemployed persons.
When opening jobs for the unemployed from vulnerable groups on the labor market, any employer can apply for state funding. The programs and measures offered provide various opportunities for full-time or part-time employment, for internships, apprenticeships or training, for green jobs, etc. The duration of individual preferences varies from 3 to 24 months. The amount of the subsidy for each of them is different, in accordance with the National Employment Action Plan in 2024.
The established cooperation councils at the labor offices will examine and evaluate the applications submitted by the employers until 28.06.2024. They will approve the jobs that can be subsidized within the available free financial resource.
Outside the above-mentioned period, employers can also apply for other preferences (financial resources), which are implemented in accordance with Art. 50, para. 4 of the Regulations for the Implementation of the Employment Promotion Act (without procedure).
This year, the conclusion of contracts on programs, projects and incentive measures for employment and training under the Employment Promotion Act will be carried out in absentia/remotely, for which a Qualified electronic signature and registration in the System for secure electronic delivery of the Executive Agency "Infrastructure of e-governance", available at the electronic address: https://edelivery.egov.bg/ (as a legal entity or as an individual who has rights to represent the relevant legal entity).
More information can be obtained in the labor offices in the country, as well as on the website of the Employment Agency under the heading "Funding announcements by regions".
17.06.2024
WHAT SALARIES DO YOUNG BULGARIANS WANT?
Young people aged 18 - 35 expect employers and the state to agree on workable ways to achieve adequate pay (80% in total). They know what they expect from their employers and value their work - they consider a monthly salary of BGN 1,200 too low to start work, and they indicate a little over BGN 4,300 (after taxes) as the desired remuneration in the next one year. It is noteworthy that women's salary expectations are on average between 27% lower than men's.
This is shown by a study by the online marketing research agency JTN and Bulgaria Wants You about the trends in the attitudes of young Bulgarians regarding their future in personal and professional terms, comparing them with a similar study conducted in 2023.
The results clearly show that the vast majority (89%) see their professional and personal development in the next 5 years in Bulgaria. In the responses of the respondents, an increasingly conscious struggle for personal affirmation through better education, more freedom and flexibility at work, active career development and family creation is striking.
In addition, more and more young people prefer to work for a Bulgarian employer (45% - 5% more than last year). They believe that here they can get better chances for career growth and find a job that is closer to their personal interests. Respondents are of the opinion that foreign employers hire more executive positions in Bulgaria, while Bulgarian companies are looking for more ideas and give a chance for creativity in the work.
In addition to adequate pay, more people cite a good work-life balance as a motivating factor, moving it up one position compared to last year and displacing a friendly work environment from second place.
Young Bulgarians up to the age of 35 are much more likely to rely on their own strength - 74% say that they themselves are responsible for their successful career development, and 49% indicate that they are ready to sacrifice their personal time for their professional realization. More than 60% of respondents define the option of working from home as extremely important. More than half of respondents believe that they are more productive at home than in the office, which is 8% more than the survey results of the same question in 2023.
More and more respondents claim that they would return to live in their hometown if they were offered an adequate job (51%). Half of the respondents plan to start their own company because they think it is more promising than being an employee. The percentage of young people who say they prefer being content creators/public figures to salaried work (45%) or developing their own business (38%) is also increasing.
The most serious expectations for the state are to build a positive image of the country, achieve economic growth and a good quality of life. 60% of people under the age of 35 are visibly more ready to take personal responsibility and take on tasks outside their narrow personal interest and believe that they can personally contribute to the development of Bulgaria, but there is a lack of a common cause to unite them.
Regarding their personal life, 71% of the respondents said that they want to have a child in the next 5 years, and as the main factors in deciding to become parents, they indicated factors such as trust in the person next to them (42%) and the availability of a home/apartment (38 %). On a personal level, financial matters are far below intangible measures of happiness. 62% define it as most important to have a "loved person by your side", 45% put parenthood first, health is the highest priority for 43%, and financial stability is most important for 38% of respondents.
14.06.2024
UNEMPLOYMENT AMONG PEOPLE WITH DISABILITIES REACHES 90 PERCENT
Employers should be encouraged, not obliged, to hire people with disabilities, commented the chairman of the National Alliance for Social Responsibility, Georgi Georgiev.
Yesterday he opened the national forum of social services with international participation, dedicated to innovation and good practices in this sector. The conference brought together more than 200 specialists from all over the country, as well as representatives of the Ministry of Labor and its structures. The guests, among whom is the president of the European Association of Service Providers for People with Disabilities, Jim Crow, were greeted by the regional governor of Varna, Andriyana Andreeva, and the mayor, Blagomir Kotsev.
The current normative documents that regulate employment support for people with disabilities are ineffective, pointed out Georgiev. According to him, the quotas for hiring such employees, set for employers, do not work. Unemployment among people with disabilities reaches 90 percent, Georgiev also said.
According to him, it would be good to think in the direction of changing social services in such a way that they create the skills and attitude of users to work, and not to be just passive recipients. Georgiev added that it is necessary to increase services for people who, in addition to social problems, also have health problems.
In the country, there are still imbalances between the regions in terms of the number and types of social services offered, commented the chairman of the National Alliance for Social Responsibility. In his words, the development of the national map of social services, as well as the determination of the financial standards for the next year, are extremely important in this regard. However, in recent years, the social services sector has been one of the successfully developing ones in our country, pointed out Georgiev. According to him, this was helped by the changes in the regulations, the implementation of which may cause difficulties, but at least it helps to enrich the system.
13.06.2024
TRICK TO PARRY AN ADVERSARY WITH THE FRANKLIN EFFECT
A person is good at work, there are not only friends in the office. It is even quite possible that the better he works, the more enemies he will make. Because colleagues see him as a strong competitor, because he raises the bar with his abilities and glosses over their incompetence or sloppiness, because they envy him, etc.
There is even such a dependence - you win more successes, attract more detractors. As you climb higher in the career, the games and interpersonal confrontations you have to engage in become more complex.
Such is life - not everyone can love you, but the question is how to deal with it.
Psychologists advise first not to think of these people as enemies. This infuriates you and gives rise to a strong feeling - hatred. Call them competitors, rivals, detractors, enemies to be parried, not destroyed. They need to stop being an obstacle in your way, but you can do that without hitting them. Defeat them by winning them. Try the so-called "Franklin effect".
Benjamin Franklin (1706 - 1790) was an American politician, scientist, inventor and publisher. You've seen him — his image is on the $100 bill.
So he was a member of the Pennsylvania State Legislature when he encountered the undisguised hostility of a fellow lawmaker. The man was rich, well-educated, authoritative, and by all accounts it seemed that he would soon gain great influence in the government. Franklin wanted no such enemy. He did not want to yield to him. But it was risky to enter into a direct confrontation.
Then it occurred to him to apply a subtle trick that has stuck in conflict management theories with his name.
Franklin was the founder of America's first public library and a noted book collector. He knew that his rival had a rare book. He wrote him a letter asking him to lend it to him. The man was flattered and immediately sent her away. Franklin returned it a week later with a thank you note.
Before the next parliamentary session, the rival, who until recently had shown open hostility, approached Franklin and spoke to him in a friendly manner. From that moment on, the former enemy showed readiness to assist him in any case.
Psychologists explain what the "Franklin effect" is due to.
Your attitude towards a certain person is formed as a result of your feelings towards him. Sometimes you can't even reasonably answer why someone doesn't like you. Other times, you know you can't stand that co-worker because he rubs off on the boss, always exaggerates his contribution to the job, is capable of dirty tricks, let's say. Your attitude is to despise him, he senses it and begins to have less flattering feelings for you. Add in possible opportunities for professional competition or advancement in the hierarchy, and it's clear that you are enemies, to say the least.
But actions can change feelings. When you force yourself to ask this person for a favor, you adjust your own attitude toward them.
But he also changes his attitude towards you. It is deeply rooted in the consciousness that a person has a duty to help his family, his friends, people with whom he has similar views. If you want a favor from this person, then he falls into one of these categories. If he does you a favor, then for him you also fall into one of these categories.
Thus the human mind invents an acceptable explanation for the service. And this explanation continues to work in the long run - because you are a good person and you could not do something good for a bad person, he becomes a positive character. At least until he proves otherwise with new actions of his own.
"Each of us has a built-in self-preservation mechanism, a lawyer who has the duty to protect our psychological self-esteem. This lawyer explains to our brain the reasons for our actions and justifies us. If we do something bad to someone, it is because they are bad and so he likes. If we do good, then he is a good person, because good is not done to a bad person. Our actions determine what we believe in."
In short, if a colleague is your competitor or detractor, ask them a favor to change their attitude. But think carefully about what help you want from him.
As you notice in Franklin's example, the effect works under several conditions. First, the service is not difficult - the person has the book, it is not much effort to lend it. Second, he feels flattered because he owns something that a distinguished specialist and collector like Franklin does not have and wishes to see. Third, he gets thanks and feels highly appreciated.
When you decide to achieve the "Franklin effect" and think carefully, you will find the right service that you can ask any of your detractors for.
This does not mean that once and for all your relationship with this colleague will go smoothly. If you are rivals for a promotion to the same post, for example, your competition will continue, but probably under more gentlemanly rules.
12.06.2024
COMPENSATION OF SIX WAGES WHEN LEAVING A SECOND JOB
Four years ago, a change was made to the Labor Code regarding the retirement benefit of workers or employees.
According to this change, upon termination of the employment relationship, after the worker or employee has acquired the right to a pension for length of service and age, regardless of the reason for the termination, he is entitled to compensation from the employer in the amount of his gross remuneration for a period of 2 months , and if he has acquired 10 years of work experience at the same employer or in the same group of enterprises in the last 20 years - to compensation in the amount of his gross remuneration for a period of 6 months. This benefit can only be paid once.
Workers often turn to specialists with the question of whether they can receive such compensation if they fulfill the condition of having worked for 10 years out of the last 20 years for the same employer, but in the event that they leave work for a number of reasons without having acquired or exercised the right on pension.
If the employee performs work under an additional employment contract, parallel to the main one, with another employer (so-called external compatibility), it should not affect the missing work experience, because the law explicitly says that this should only be for work with the same employer or in the same group of enterprises.
If in the last 20 years, not less than 10 years of work experience have been acquired by the worker or employee at the employer who terminates the employment relationship, the circumstance of how many employment contracts with this employer the work experience was acquired is not important, as in the periods of "interruption" the worker or employee may have worked for other employers. The requirement is that the 10 years must be with the terminating employer.
If less than 10 years of work experience have been acquired in the last 20 years at the employer terminating the employment relationship, he must assess whether the required 10 years of work experience is not supplemented by work experience acquired by working for another employer, with who fall into the same group of enterprises.
We remind you that according to the law "group of enterprises" is a concept within the meaning of the Law on labor migration and labor mobility, which defines that "group of enterprises" is two or more related enterprises, such as: one enterprise in relation to the other enterprise directly or indirectly owns a preferential share of the subscribed capital of the second enterprise; controls the majority of votes related to the share capital issued by the second entity; has the right to appoint more than half of the members of the administrative, management or supervisory body of the second undertaking, or the undertakings are under the sole management of the parent undertaking.'
Also, workers and employees could not negotiate a clause with the employer that upon leaving they will receive the compensation of 6 salaries, because the right to this compensation arises only when the requirements are fully met (the conditions of Art. 222, Para. 3 of the Labor Code), i.e. at the time of termination of the employment relationship, the worker or employee must have acquired the right to a pension for length of service and age, regardless of the reason for the termination.
These requirements of the law are mandatory and no deviation from them is allowed, including any stipulations in additional agreements. Therefore, there is no possibility of negotiating such a condition in an employment contract or additional agreement.
11.06.2024
ROMANIA INCREASES THE MINIMUM WAGE
From July 1, the minimum wage in Romania becomes 3,700 lei, which is about 1,454 leva. The increase was voted by the government in Bucharest, Radio Romania reports.
Currently, approximately 760,000 employees benefit from the minimum gross wage guaranteed upon payment, government spokesman Mihai Constantin said. More than 1.8 million employees will benefit, i.e. all employees who are in the salary range of 3300 to 3700 lei.
Prime Minister Marcel Cholaku specified at the beginning of the cabinet meeting that with the increase of the minimum wage an important step is taken to approach the level required by the European directive in the field.
The head of the Romanian government wanted to emphasize that the Ministry of Labor and social partners are already working on the mechanism that will introduce the European minimum wage in Romania by November.
The formula will take into account purchasing power, income level, average gross salary and labor productivity, the prime minister explained.
06.06.2024
HOW TO KNOW IF YOU ARE SABOTAGING YOUR SUCCESS FROM HIGHER COMMITMENT
You like each other and there's a reason. You are a seasoned professional and your successes prove it. You are a decent person and the excellent relations with colleagues prove it. Your high self-esteem is justified and you don't think it's arrogant to feel it at all.
It's great that you think that way about yourself. Lack of self-confidence is one shortcut to failure. The other, however, is hubris. There is a very fine line that you should not cross in order for your self-esteem to be healthy.
An intelligent and educated person does not look down on anyone because he knows that this behavior is socially unacceptable. From an early age, he was taught that he should not show superiority, even if he really is something more than others - smarter, stronger, richer, more beautiful, etc. But arrogance in thought is not unacceptable.
Everyone is free to value their own self the most, especially if they have reasons. Self-love is an irrevocable part of the so-called Self-concept. Disliking yourself is more of a pathology.
However, when you like yourself too much, the feeling causes you to make mistakes that hinder your own development. Psychologists say that you should not even be arrogant with yourself, because you will miss out on receiving benefits from others.
It's not about gross benefits, although there is that too - a haughty person is not likable. When you want to convince someone to be on your side, it's much easier if you flatter them instead of showing them that you think you're more than them.
It is about at least five intellectual benefits that the haughty person deprives himself of.
It is very unpleasant to compare yourself to people who are superior to you. The thought that there are more successful, richer, more talented than you can have a bad effect on self-esteem.
But if you get caught up in hubris and compare yourself only to those below you in the hierarchy at work or simply performing worse, you become complacent and demotivated. Yes, you feel good in your thoughts. However, you have no incentive to improve yourself and aspire for more. You've probably heard the saying that if you're the smartest person in the company, you're not in the right company.
So leave the arrogance and compare yourself to people who are superior to you, at least for now. Otherwise, you will sink into complacency, and soon many others will have the right to look down on you.
However, arrogance leads to arrogant self-promotion, which makes a negative impression. Because one thinks of oneself as something more, one cannot help but compare one's self with others in order to make one's self stand out. It even seems to him that he looks even better when he emphasizes that he achieved greater results than a successful colleague, not an incompetent or a loser.
No exaggeration, it's all true, it can be proven with numbers. However, you run the risk of being seen as an arrogant braggart and damaging your image.
The key to effective self-promotion lies in not comparing yourself to others, experts say. Highlighting one's own successes is best received when it does not demonstrate a sense of superiority over someone else's success, advises psychologist Carolyn Van Dam. Focus only and only on your peak results. Say you hit record sales this quarter that you haven't had in your professional career. Don't emphasize that they are bigger than Ivanova and Petrov.
This way you both highlight your accomplishments and create a situation where your boss is more likely to praise you than if there is an element of discredit to other colleagues in your self-promotion.
But to direct attention to your progress without trampling on the successes of others, you must not be arrogant even in your thoughts.
Outside of striving for politeness, people usually intuit when someone is being arrogant. Then they don't even try to tell him an unpleasant truth, even though it would benefit him. And so it is - selfish people who think of themselves as something more than others rarely accept that they can learn something from them. Even if they assume that the colleague has the best intentions, their mind goes "Huh, he's going to tell me".
When you treat others with arrogance, you deprive yourself of the opportunity to hear an objective opinion. This can give you the illusion that you are doing great and a false sense of security. At some point you will probably realize - you missed hearing that you have a problem and how to deal with it, but it will be too late.
A far more practical approach is to temper your arrogance and encourage criticism that will benefit you. Even if you don't think very highly of your boss in your mind, he will appreciate it if you ask, "Is there something specific about my performance that I need to spend more time on." This makes you look like someone who is looking for constructive feedback because they want to improve.
If arrogance does not cloud the mind, no one thinks of himself as a superman, psychologists point out.
But important people with healthy self-esteem don't need ostentation. They may even use trickery - behaving immediately in order to gain sympathy and more easily achieve their goals, or consciously want to be underestimated.
Arrogance can play a very bad joke on you when it prevents you from correctly assessing your colleagues, partners or competitors, experts warn. It will be of greater benefit to you not to underestimate them, but even slightly to overestimate them.
------- The most insidious enemies --------
There are different rankings of which feelings are the most insidious career enemies, but usually hubris enters their forehead. Among the other undisputed in the top 3 are impatience and greed.
It may seem strange to you that laziness is not among them. Even the most stupid person guesses that if he doesn't work hard enough, he will fail at some point. Or that I shouldn't let myself get angry because he's a very bad counselor in any situation.
Insidious feelings are those that, at first reading, do not seem very dangerous. For example, what is wrong with impatience? It is even good that a person does not want to wait, but strives for higher results. But the bad thing about good things is that they don't happen quickly, but with persistence and persistence.
Greed and ambition to make more money are also two different things. Sometimes it makes more sense to take a step back in income if it will lead to an increase in the future. However, the greedy can rarely be far-sighted in this regard. So this is also an insidious feeling that can mess up your career.
