Core Insights - The presence of close colleagues is one of the best predictors of happiness at work [2] - Many individuals feel a lack of familiar connections in the workplace due to increased efficiency and reduced informal interactions [2] Group 1: Building Relationships - Allocating time and space for interpersonal relationships is essential for work satisfaction and trust-building [4] - Trust is developed through personal connections, and sharing life details fosters vulnerability and trust [4] - Close relationships in life often stem from shared experiences, which also applies to workplace dynamics [4] Group 2: Taking Initiative - Feelings of loneliness at work can lead to perceptions of exclusion; proactive measures are encouraged to invite colleagues for casual interactions [5] - Engaging in light-hearted activities, such as showcasing personal interests, can create opportunities for conversation and relationship building [5] Group 3: Creating Group Activities - Forming or joining groups can alleviate the awkwardness of one-on-one interactions and foster a sense of belonging [6] - Regular team activities, such as book clubs or volunteer work, can strengthen connections through shared goals [6] - Unlike traditional team-building exercises, ongoing group activities create lasting relationships and a cohesive work environment [8]

在知乎刷到一个热度很高的话题#职场上要不要和同事交朋友 突然想起我之前的一段的经历：我曾把同部门的一个同事当成"亲兄弟"，加班时一起吐槽领导，私下里聊起自己想跳槽的打算。 可没过多久，领导就在例会上意有所指地说"有些人心思不在工作上，自己想离职不要拉上想上进的人一起。"而我的"亲兄弟"转头就晋升成了小组负责 人。 知乎上也有不少网友有类似的经历，职场就像一个精密的社交场，每天相处 8 小时的同事，既能成为并肩作战的伙伴，也可能在不经意间给你 "背后一 击"。 尤其是这几种同事，哪怕平时相处得再融洽，也千万别掏心掏肺。 01 负能量"传播机"：抱怨型同事 "这破班真是一天不想上了" "领导脑子是不是进水了" "客户简直是故意找茬" …… 02 "双面间谍"：表里不一型同事 "妹妹你这个方案做得真好，比我当年强多了" "这事包在我身上，我跟领导提一嘴" …… 面对这样热情周到的同事，谁能不心生好感？可转身你就会发现，他在领导面前说"那个方案漏洞挺多的，我已经帮她指出来了"；在其他同事面前讲 "她 刚入职就想抢功劳，野心不小啊"。 办公室里总少不了这样的声音。他们像一台永不停歇的负能量发射机，从晨会吐槽到下班，从工 ...

Core Viewpoint - The article discusses workplace dynamics, particularly focusing on the issue of employees not being productive during work hours while still being present in the office, leading to unnecessary overtime and inefficiency [2][3][5]. Group 1: Workplace Efficiency - The article emphasizes the importance of completing daily tasks efficiently to avoid unnecessary overtime, suggesting that employees should manage their time better and not waste resources like electricity and air conditioning [3][5]. - It highlights a specific incident where an employee was seen shopping online during work hours, raising concerns about their productivity and commitment to work [3][5]. - The narrative suggests that some employees may pretend to work hard by staying late, while their actual productivity is low, which is a common issue in many workplaces [4][5]. Group 2: Employee Accountability - The article calls for employees to improve their work efficiency and complete their tasks on time, implying that those who do not may be wasting company resources [5]. - It points out the contradiction of employees who are not visible during the day but are present late at night, questioning their actual work ethic [4][5]. - The discussion includes a suggestion for employees to communicate urgent matters before leaving work, reinforcing the idea that responsibilities should be managed during working hours [3][5].

Core Viewpoint - The article discusses the presence of various toxic personalities in the workplace, emphasizing the need to recognize and avoid them to protect oneself from potential harm and betrayal [5][19][50]. Group 1: Types of Toxic Personalities - **Smile Tiger**: These individuals appear friendly and supportive but can turn hostile when competition arises, leading to betrayal [6][19]. - **Energy Vampire**: This type drains others' energy through constant negativity and complaints, impacting the mental well-being of those around them [22][32]. - **White-eyed Wolf**: They exploit kindness and generosity, often leading to betrayal and resentment, as they are never satisfied with what they receive [36][48]. - **Harmful Horse**: These individuals promote negative behaviors and can lead others down a path of self-destruction, affecting overall productivity and morale [50]. Group 2: Consequences of Toxic Relationships - Engaging with toxic personalities can lead to significant personal and professional setbacks, including loss of opportunities and mental health deterioration [15][30][46]. - The article highlights the importance of recognizing these toxic traits early to prevent being drawn into detrimental relationships [19][33][51]. - It stresses that maintaining distance from such individuals is crucial for personal growth and well-being [19][48][50].

Core Viewpoint - The article emphasizes the importance of focusing on work rather than interpersonal relationships in the workplace, suggesting that detachment from colleagues' opinions can lead to greater professional success and personal well-being [4][24]. Group 1: Attitude Towards Colleagues - The narrative illustrates a high-level executive who initially sought approval from colleagues but ultimately found that this approach hindered her performance, leading her to prioritize her responsibilities over social obligations [6][10]. - The article argues that excessive concern for colleagues' feelings can result in wasted energy and decreased productivity, advocating for a mindset that prioritizes work over social dynamics [19][21]. Group 2: Attitude Towards Leadership - Many employees experience anxiety regarding their superiors, which can lead to internal conflict and reduced effectiveness at work [11][12]. - The article shares an example of a Pixar executive who maintained composure in the face of criticism from Steve Jobs, demonstrating that focusing on the work rather than personal attacks can lead to professional growth [16][20]. Group 3: Overall Work Philosophy - The article concludes that a successful work life can be distilled into two main tasks: completing work effectively and ensuring financial compensation, while ignoring distractions from interpersonal issues [26]. - It posits that a strong focus on work can empower individuals to disregard negative opinions from others, ultimately leading to greater strength and resilience in the workplace [24][26].

Core Viewpoint - The article discusses the challenges faced by recent graduates entering the workforce and highlights the role of AI tools, specifically "扣子空间," in alleviating these challenges and enhancing productivity in the workplace [2][4][43]. Group 1: Challenges Faced by Graduates - Recent graduates experience significant anxiety and pressure as they transition from academic life to professional roles, often feeling unprepared and isolated in their new environments [4][7]. - Many graduates report feeling overwhelmed by the expectations of their roles, particularly when working alongside more experienced colleagues, leading to feelings of inadequacy and confusion [7][11]. Group 2: Role of AI Tools - "扣子空间" is introduced as a versatile AI tool that assists graduates in various tasks, such as creating presentations, conducting research, and generating reports, thereby reducing the burden of initial job responsibilities [12][16][24]. - The AI tool can generate comprehensive reports and presentations in a short time, allowing users to focus on other aspects of their work and improving overall efficiency [16][41]. Group 3: Enhancing Workplace Integration - The AI tool provides guidance on workplace integration, helping users navigate social dynamics and improve communication with colleagues, which is crucial for new employees [32][35]. - By offering support in tasks like report writing and project management, "扣子空间" acts as a mentor, enabling graduates to adapt more quickly to their roles and build confidence in their abilities [35][43].

Group 1 - The ability to say "no" is essential for establishing healthy workplace boundaries and self-protection, and is seen as a hallmark of mature professionals [4] - Excessive refusal can lead to missed opportunities for promotions, learning, and participation in important projects, potentially stalling career development [5] - Distinguishing between boundaries and barriers is crucial; not every "no" is a boundary, and habitual refusals can signal to supervisors and teams that one is not open to growth opportunities [6] Group 2 - Saying "no" out of fear rather than necessity can result in missed chances to develop skills, explore new networks, and test resilience, as growth occurs at the edge of one's capabilities [8] - Frequent refusals can weaken valuable interpersonal relationships, hindering teamwork and emotional connections, which are essential for high-performance teams [9] - Accepting tasks that are initially unwelcome can enhance credibility and influence across teams, as long-term refusal may be perceived as disengagement [10] Group 3 - There are appropriate times to say "no," especially when it conflicts with personal values, ethics, or when the cost is too high [11] - Knowing when and how to say "no" is a skill that should be exercised with kindness, potentially offering alternatives to ensure progress continues [11]

对应的用人单位则被称为"原生公司"。 失眠时一闭眼、脑内还会浮现出第一份工作经历的年轻人，最近终于找到了一个词来形容这种现象——原生职场烙印。 明明已经离职多年，前司种种破事还记得一清二楚，工作中也还残留着在前司习得的做事习惯。 原生职场，通常指的是年轻人毕业后第一份长期工作。 这个词套用了"原生家庭"的概念。 原生家庭被认为会塑造一个人的性格、见识、行为模式与对亲密关系的理解，打工人们意识到原生职场其实也一样： 大到如何构建职业规划，如何与同事配合； 小到怎么和领导打招呼、午休要不要一起吃饭、下班能不能先走，这些行为机制都可能与原生公司息息相关。 "被原生职场改造的痕迹，离职半年了还在" 打工人们集体在网上分享起自己的原生职场经验，有人说第一个暴躁领导给自己留下的烙印是对职场冲突异常敏感。 有时只是项目执行环节出现一个小意外，比如布置会展要用的椅子晚十五分钟送到。 理智上知道时间完全来得及、问题不大，大脑却忍不住开始紧张、心率增快，因为如果上一位领导在这种情况下会随口开始训人。 "堵车不是我该考虑的因素，是你该计算好的。" "现在别和我说来得及，等东西到了再和我汇报来得及。" 也有不少人感慨一个好的原生职场 ...

Core Viewpoint - The article addresses the challenges faced by employees dealing with colleagues who take credit for work and shift blame, emphasizing the importance of setting boundaries and finding ways to assert oneself without damaging relationships [1][2][4]. Group 1: Employee Challenges - Employees often feel overwhelmed by workplace dynamics, especially when colleagues engage in "performative work" and take undue credit for successes [1]. - The emotional toll of being undermined by colleagues can lead to feelings of frustration and helplessness, particularly for those who are more introverted and conflict-averse [1][2]. Group 2: Strategies for Response - It is suggested that employees can start by using facts instead of emotions to address credit-stealing behavior, thereby subtly highlighting their contributions without confrontation [2][3]. - Proactive communication with supervisors about project progress can help ensure that efforts are recognized, shifting from a passive to an active role in showcasing one's work [3]. - Building alliances with reliable colleagues can create a support network, allowing for shared recognition of contributions during discussions and meetings [3]. Group 3: Personal Development - Employees are encouraged to view the process of establishing boundaries as a gradual learning experience, akin to learning a new skill, allowing for mistakes and adjustments along the way [3][4]. - The article posits that true strength lies in the ability to protect oneself while maintaining a sense of kindness and empathy, rather than resorting to aggressive tactics [4].