The so-called unfairness is nothing more than the imbalance and inequality in personnel adjustment, post arrangement, welfare treatment and daily official activities. In a big way, some injustices may affect one's growth and progress. From a small point of view, some unbalanced things will block the heart, confuse the phalanges and destroy the mood. Everything happens for a reason. Some things in the unit are more complicated, so it is inevitable for the leaders to deal with them, and it is impossible to consider the interests of all aspects. When you feel that your interests have been harmed, don't be impulsive, learn to put yourself in the other's shoes, keep a rational and calm mind, and think from the perspective of leadership and the overall situation. As the saying goes, some things may be bad from this perspective, but they may be good from another perspective. Some injustices are caused by their own reasons, or are they really caused by the negligence of leaders and organizations? Is it a superficial phenomenon or a deep-seated reason? Only through in-depth analysis and combing can we come up with corresponding countermeasures to deal with it properly.

Second, gently pointed out to the leaders.

"A bowl of water is flat" is a beautiful expectation, and there are many things in the unit that a bowl of water is flat. Some people pay, but they may not get a reciprocal return. Some people pay less than you, but they are very important in the hearts of leaders. Faced with this situation, you should take the initiative and gently point it out to the leaders. When euphemistically pointing out, we should pay attention to several points. The first is the timing of the proposal. It is best to report the work separately with the leader, and remember not to point it out in public, which will not only damage the face of the leader, but also be detrimental to the solution of the problem.

Second, when certain achievements have been made. When you make some achievements in your work, you can take advantage of the opportunity to report to the leader and gently say what you have suffered, which will attract the attention of the leader and make him feel that your request is fair and reasonable. If you don't solve them, you will regret your efforts.

Third, adopt wait-and-see and circuitous tactics.

Slow things are round, and urgent things are chaotic. Hasty pot never boils. If it is not very important, very important, or even involves core interests, can it wait and see? For example, some things, the leader also has his consideration. If you are eager for success, you can directly ask the opinions of the leaders, which is easy to arouse resentment and often counterproductive. Furthermore, we can understand the internal causes of unfairness through colleagues or other channels, so as to find the best solution.

Fourth, leapfrog reflection is not the best choice.

In view of unfair things, some people advocate reporting directly to their superiors in order to show their evil spirit. In reality, some things can indeed be reflected over the top, but at the same time, you should consider that many problems reflected over the top will be returned to the original unit for processing, which will inevitably make the leaders of existing units angry. In view of this feature, it is better to solve them based on this organization. In a word, we should strive for injustice involving our own interests. At the same time, we should grasp the way of solving and the degree of feedback.