What should I do if the department leader doesn't like me? The unit leader doesn't like me

The department leader's dislike of you may be related to factors such as work performance, communication style, personality differences, etc. You can improve the relationship by adjusting work style, proactive communication, and enhancing professional skills.

1. Adjust work mode

Check for any inefficiency or attitude issues in daily work. Attempt to optimize the task processing flow, complete key node work ahead of schedule, and replace subjective reporting with data-driven results. Add a review process before submitting important documents to avoid low-level errors. Record daily work logs for leaders to keep track of progress at all times.

2. Proactive communication and feedback

Regularly schedule formal one-on-one communication and report work using the STAR rule. Maintain moderate eye contact during communication and use respectful language such as' you 'instead of' you '. Pay attention to capturing the management style preferences of leaders, such as those who value presenting results and those who focus on process details. Prepare multiple alternative options for leaders to choose from before making important decisions.

3. Enhance professional skills

Participate in industry qualification certification training to transform learning outcomes into quantifiable business improvements. Proactively undertake cross departmental collaborative projects and demonstrate a global perspective. Establish a professional knowledge base to provide effective solutions when the team encounters difficulties. Regularly organize industry dynamic analysis reports and copy relevant leaders via email.

4. Observe team ecology

Analyze informal organizational relationships within the department to avoid unintentionally taking sides. Pay attention to the evaluation criteria of leaders for excellent employees and transform them into a list of executable behaviors. Maintain a moderate presence when participating in collective activities, neither overly active nor appearing isolated. Pay attention to workplace etiquette details, such as seat selection in meeting rooms, order of email copying, etc.

5. psychological boundary management

distinguishes between job evaluation and self-worth, and establishes an objective performance evaluation system. Release stress through exercise, socializing, and other means after work. You can take a professional personality test to understand your compatibility with the leadership management style. If long-term efforts still do not improve, internal job transfer or career transformation can be considered, but sufficient feasibility analysis needs to be done. Improving the relationship between superiors and subordinates requires a process, and it is recommended to set a three-month observation period. Maintain stable work output during the period to avoid emotional fluctuations affecting judgment. Regularly conduct career reviews and record key event points for relationship improvement. At the same time, pay attention to maintaining a network of colleague relationships, as these support systems can provide third-party perspectives at critical moments. If there is a clear phenomenon of workplace exclusion, you can consult the human resources department for employee assistance in planning relevant resources.