Reporting work progress or results to superiors is something that every workplace person will experience in the process of work. Whether it is a daily regular email list meeting or an annual year-end summary report, a good report can not only show complete personal ability and workplace. At the same time, it is also a good opportunity for you to improve your visibility in the workplace.
But not every report, everyone can get good feedback from the leadership.
For example, this often happens in real life: you have worked hard to prepare a PPT all night, but your boss only says, put it away first; you try to talk for a long time, but the boss may not look at the phone without looking up; even Maybe as soon as you open your mouth, the other party says impatiently: "Speak the point."
At this time, we must learn to consider which way of reporting to the top can best satisfy the leaders, rather than letting the results of our hard work be wasted in the frowning expressions and dissatisfaction of others.
Reporting to the top has always been an indispensable part of the workplace. The end of a task is not to solve it, but to report it to your superior in an efficient, accurate and refined form after completion.
There are many people who can get things done, but very few people who are good at reporting.
Rick Wallace, CEO of American semiconductor giant Kelei, once said: In your life, you are the loneliest only twice, once when you die, and once when you report to your superiors.
Because debriefing is the most common form of communication between you and your superiors.
A Gallup survey found that 75% of employees quit their jobs because they couldn’t get along well with their bosses, so mastering the correct posture for reporting to their superiors will lay a solid foundation for their promotions, salary increases, and career development.
So the question is, how to report?
First, get to know your boss. A good presentation is based on a deep understanding of your boss.
What do you need to know? In fact, there is a lot to know.
Leader's personal preferences, temperament, cognition, past experience, communication habits, type of information reception (the other party prefers to read text messages, or picture messages? auditory messages? dynamic video messages?) and so on.
The core and most basic understanding is that you need to know what your boss is most eager to expect from your report.