Many aspiring young people often complain in the workplace that their bosses do not adopt their own suggestions. In many cases, they are actively trying to prove themselves, but they are always thrown cold water.

Editor’s note: This article is from the WeChat public account “caoz’s dream” (ID: caozsay), author: caozsay.

Many young people who have aspirations often complain in the workplace that their bosses do not adopt their own suggestions. Many times, they are actively trying to prove themselves, but they are always thrown cold water and cannot achieve their goals.

Frankly, I have this complaint too.

Of course, I’m not saying that the boss or boss must be right. It may or may not be right. But this is not the point of today’s article. Today I will talk about how to make effective decisions. Yes, when we understand this, and then think about how to change and influence the decision of the boss, it may be easier to understand the situation of the other party and achieve better results.

In economics, all decision-making has a rational assumption, that is, the decision-maker is sufficiently rational and used as the basis for decision-making. Frankly speaking, it is impossible for everyone to be 100% rational, but purely perceptual decision-making is unpredictable and unanalyzable. Moreover, we believe that successful entrepreneurs and professional managers with a high enough level should occupy the proportion of rational decision-making. Higher proportion. Of course, I believe you can cite a lot of counterexamples. After all, many of our industry markets are not mature markets, but in this way, you don’t need to analyze them and let your fate.

So as a rational decision, the key point is actually very simple, the input cost and the expected return.

Key point 1: Who bears the cost, who is responsible for decision-making.

Why employees should listen to the boss, because the boss bears the biggest cost.

But the boss can’t keep everything in mind, so he will distribute part of the cost control to managers at different levels. Therefore, when you propose a plan, the first consideration for management is cost.

This cost is not only your market budget, R&D costs, but also time costs, replacement opportunity costs, enterprise management costs and other risk costs, especially risk costs.

I used to think that sometimes the bosses are too careful and courageous. Many things are not allowed to be touched or done. Wouldn’t it be a missed opportunity, but after thinking about it, I can understand it.

For practitioners, you have made a dangerous decision. Usually, the biggest risk is to lose your job and find another company. But for the boss, his risk may be to lose his business or even his freedom.

The cost perception of both parties is completely different.

For ordinary professionals, you must understand that for many project decisions, the cost you pay is very low, and your managers, and even your boss, may pay much more than you.

Key point 2: About the confidence interval

Some excellent companies will allow employees to try and make mistakes and give a certain amount of space for trial and error. But how much this space is, different companies have different judgments, and different positions, different positions of employees, as well as different performance, different working hours, in the minds of superiors and bosses, there are also different trust ranges.

Many companies will give some middle-level flexibility to allow budget autonomy within a certain range, which is actually a similar concept. In many cases, you need to know how big your trust zone is in the eyes of company leaders. Within the trust zone, you can indeed have independent decision-making power.

The trust zone needs to be strived for step by step, and step by step is to be improved. You have to gain the trust of the leader step by step when you first enter the job, so as to slowly gain sufficient authorization and fully reflect your value. Many times, you feel that your boss does not value your suggestions and opinions. Have you ever reflected on it and have you proven that you are trustworthy enough?

What I want to emphasize here is that many new recruits are of course very proactive and hope to do a big job, but the goal is too high and the stalls are too big. It does not mean that you are not good enough, but you have not done well. Proof question, you have not gained enough trust. With such a cost, the leader may be very cautious and even reject your plan. Therefore, many people feel that the company does not value and trust themselves.

What I highly recommend is that you should learn to judge the cost and the expected return. Choose the things with relatively low cost and relatively high return expectations. Do it first. First, the cost is low enough to get authorization and support easily. , This cost is primarily your time cost; second, the return expectation is high enough to quickly accumulate trust, obtain higher authorization, and carry out more valuable work.

So how can you say that there are relatively low costs and relatively high returns? This is the judgment of the workplace. You will face many problems that need to be solved, and many things that you think are valuable. Choose the things that are less invested and effective quickly. In many cases, many people in the workplace can’t see this. What they see is how I can prove that I have great thinking and great skills. If I don’t do a big investment, I always feel that my value is not reflected. Many jobs with small investment and quick results are blind spots for these professionals. The second key point is that for a lot of work, you can use a small investment to achieve sixty to seventy points, and then use a larger cost to achieve eighty to ninety points. No one will do this, which is 0. A score of 60 to 70 points may be very helpful to the business. Do not ask for full blame, and do not blindly pursue technological leadership and complete system designIt is possible to make a pilot version at low cost.

Key point 3: Judgment about expectations

Many professionals only look at their one-acre three-quarters of land, but do not see the demands of the company and the business level, especially some technical personnel, who look down on small things and tricks without technical content, and are too lazy to do them. Maybe one or two lines of code can greatly improve the business, but they just can’t see it.

Key point 4: About growth

Team growth and personal growth are often one of the expected rewards of trial and error.

To prove your value, in the wrong project, you must try to prove your value, including the process of summary and reflection, which is also a proof.

A project has failed, but the team has grown, which is definitely not a bad thing for the company.

I know many successful game teams. The first project failed. After summarizing, reflecting on learning and growing, and then making explosive products, no one is born to be a winner. Everyone is honed.

Don’t belittle yourself because you have failed trial and error. Don’t feel that you have not achieved anything because you have not met your expectations. The company is willing to pay for the growth of the team. As a practitioner, you must let yourself prove that the company’s efforts are worthwhile.

Finally, let’s talk about something related. Recently, I read an article written by a reader on my knowledge planet. It’s very interesting, the history of Depo, so I can’t verify or falsify some of the content, but I think it’s still very interesting. For example, in the early days, the people with the highest skills in German poker were not the people who played games in casinos, but some mathematicians and high-achieving students in universities. Later, these people did not grow into professional poker players, but created various Financial hedging strategies and products have swept Wall Street and rewritten the play and rules of American finance.

Why do I say this? In fact, the domestic investment circle, entrepreneurial circle, and German poker are also very popular. In fact, the betting of German poker is actually a typical investment decision. What is your cost, what is your expected return, what is your chance of winning, and why you count the pot. It is a typical combination of cost, expected return, and probability of winning to form a decision.

So rational decision-making is not affected by winning or losing the game and luck. Maybe you have a hand that you could have won and you fold. Or if you place a heavy bet and you lose, but if your decision is based on a mature and reliable mathematical logic, then this kind of luck will not affect your subsequent judgment and decision-making.

So, after understanding the logic of Depo, in fact, the logic of some workplace decision-making is the same.