A person's shortcomings are the continuation of his advantages, and the advantages are the continuation of the shortcomings. For the continuation of employees' shortcomings, we must correctly understand the inevitability of their existence, and do not blame them for everything. Really smart managers can break the rules and employ people based on their shortcomings. , turn shortcomings into strengths.

To be a manager, you must be open-minded and magnanimous no matter where you are. Only by being tolerant and virtuous can you win the respect of others, attract more outstanding talents, and form a benign employment mechanism.

As a leader, you don't need to give your employees preferential treatment by asking for their welfare. As long as you treat employees in each position with an equal attitude, it will be the greatest motivation for employees.

Talent is not a glamorous luxury product. Different treatment can show its brilliance. Enterprises must find various ways to stimulate talents and maximize their energy. The core should be equality and sincerity.

Employees dislike favoritism by leaders the most, just like students fear favoritism by teachers. If we cannot treat everyone's achievements equally and deal with the problems of various departments fairly, some kind of alienating force will be formed invisibly, and suspicion among employees will inevitably arise. , the company's people are panicked, conflicts arise one after another, and employees' work enthusiasm will be greatly reduced. At the same time, the company's operational efficiency will also be affected.

The relationship between employees and enterprises is a cooperative relationship between A and B, and nothing is more important than equality.

The more outstanding talents are, the more they need to gain self-worth recognition and respect from others.

People's desire to respect their essence is the first step in seeking identity, and being recognized by others' names is the first step.

Respect is not just talk on paper, it must be implemented in the most basic way of treating talents, making respect a corporate culture.

Without trust, there are no screws for teamwork.

When someone is appointed to complete a certain job, it means that the manager has already made a basic judgment on his or her work attitude and ability. Only when he or she has generally recognized this person will he be able to trust him with the task. Therefore, even if something unexpected happens during the work process, We must also give employees the greatest degree of trust when dealing with anticipated problems. This is the best spiritual encouragement for them during their most difficult period. People who receive this kind of spiritual support are often able to survive despite death, come up with inspiration, and reap unexpected results. .

The tacit psychological contract in today's corporate human resources management is actually interpersonal trust. When managers and employees receive each other's trust at the same time, this contract will be automatically reached, and everything will go smoothly.

Excellent managers do not appoint employees based on their usual preferences, but focus on the match between the employee and the position.

Talents that are liked by others may not necessarily be the most suitable, and talents that are suitable may not be liked by others.

The workplace is not a place that tolerates personal preferences. Managers must remain rational enough, turn themselves into a "ruthless" leader, play the role of a workplace person, and clearly know the most suitable candidate for each position. Only by assessing the situation and arranging each employee to the most suitable position based on the principle of "the suitable one is the best" can we make full use of limited human resources.

Only by keeping a distance between managers and employees can employees feel some respect for themselves, which is more conducive to maintaining leadership authority. Save yourself the worries of personnel appointment. If the relationship between leaders and employees is too close, it may lead to uneven knowledge and understanding of employees and interfere with the order of employment.

The closer the relationship, the closer the distance, and the easier it is for people to reveal their true nature. It is easy for employees to climb up the pole and make further progress.

Achieve a certain degree of intimacy and distance. In work-related situations, leaders must be aware of the relationship between themselves and their employees. Punish when necessary, reward when necessary, never be soft-spoken when reprimanded, never be stingy when praise is due, and maintain it at all times. A kind of authoritative image that seems to be absent, so that talents can be better dispatched in daily work.

Distance produces beauty, and appropriate distance can produce beauty even more. Managers must continue to explore and slowly realize that this strategy of treating people will make them more comfortable in the process of employing people.

Modern enterprise management cannot ignore the importance of morality, and a society governed by law must take both into consideration. We must not only value talents, but also understand the norms and bottom lines. Only by adhering to principles can we "evaluate talents only."

The talents required to be a general are very different from those required to be a soldier

Appropriate use of talents means arranging talents in appropriate positions according to their specific talents to do the work for which they are qualified, so that they can exert their talents in the positions that are most suitable for them, and each can do his or her best and contribute his or her contribution.

Examine employees’ abilities in stages

In order to allow talents to exert their maximum energy in the enterprise, it is necessary to understand the talents' personalities, expertise and abilities as well as the position setting, and reasonably match the talents to the corresponding positions so that they can display their talents.

If a person's weaknesses are used as an important factor in measuring talent, it can be said that any talent will lose its existence value in the eyes of managers.

The beauty of employing people is to maximize their strengths and avoid their weaknesses, especially when selecting people for their strengths.

Jade can be enjoyed and played with, and stone can be used to build houses. The same goes for talents. The key to their value lies in how managers use them.

A person who has made great achievements in other companies may not be useful to this company, but being able to put a seemingly useless person in a position where he is needed may create unexpected value.

Employers must have a sense of red lines to ensure the normal circulation of corporate talents. The flexibility is to be eclectic on the basis of not touching this red line, and make corresponding adjustments according to the company's development status and talent reserve.

If people are not perfect, then a thoughtful person must be a mediocre person without personality. Managers should keep this in mind.

What is needed at work is not perfect people, but people who can handle things properly.

There is no perfect person in the world. If someone claims to be perfect, it means that he knows everything, but he only knows a little about everything. It is a superficial understanding without real in-depth study. Managers must remember not to pursue perfection when hiring people. people, but should know how to appreciate those employees who have special skills.

Employees with a strong desire to achieve will regard work as their entire life. Managers should give them the necessary recognition and appreciation, and point out their shortcomings in work in a timely manner. Only in this way can they truly win the trust of talents and help them achieve their goals step by step. own work goals, satisfy the desire for self-achievement, and create benefits for the company.

There are always a minority of people who like to take risks, and most prefer to stay in a safe zone and wait and see. It’s not that they have no desire to succeed, but they suppress their desires, but the result is the same. They will never get out of their comfort zone if they remain stubborn. There will never be new developments.

A new employee with a blank slate is better than a veteran employee who has been trained by another company.

If a newcomer has no business experience, the company that hires him first will have a preconceived advantage, making it easy for him to accept the company's culture and employment system. This pure acceptance is the foundation for the company to make good use of talents.

Obedient employees used to be very popular in enterprises, especially large enterprises. They only needed to be a stable cog and do their job well. They did not need to worry about other things. But now times have changed, and the company's demand for talents has changed. It also gradually began to upgrade. The fast-paced business pace requires creative people, and those who are too obedient have become a burden to the company.

Being obedient does not mean being capable. An obedient employee will not put forward too many ideas. No matter what work the leader gives him, he will gladly accept it and complete it as required. If he makes a mistake, he will immediately admit it. There is no shortcoming in his work attitude, but this Employees work step-by-step, are obedient, and do not express their opinions. Essentially, they are too lazy to think and actually have little strength. Their existence adds an errand-running labor force to the team and does not create other useful value for the company. Therefore, Not getting the importance of leadership.

Being obedient can also mean a lack of creativity.

Setting up things according to people emphasizes the coordination between people and things, while setting up posts according to people emphasizes the mandatory matching of any position.

Setting things up based on people, rather than setting up positions based on people, is the right way to develop an enterprise.

If you want to use a suspect, you still hold on to it even if you cannot accurately identify his character and talent, and boldly try it out. In the spirit of exploring talents, loving talents and cherishing talents, you should examine his behavior during the appointment process, and not rely on others. Sensory impressions and subjective perceptions miss out on talent.

The key to employing people is to have a comprehensive and objective understanding of employees, no matter how exquisite and excellent they are, and how capable they are of being able to do anything. They must be put into actual work for observation and verification.

In the workplace, true ability will always speak for itself, that is, the ability to plan projects and handle things. No matter how talented a person is, if he or she fails to get things done, he or she will still not be reused.

Objective and relative "doubt" is the real trust in talents. Blind trust can only show that managers are irresponsible for talents.

Talents cannot expect the company to trust them and entrust them with important responsibilities from the beginning. They must be prepared to be observed and scrutinized at any time. Work ability and personality can only be exposed in specific work.

Liu Chuanzhi: "Tossing is the only criterion for testing talents." "Only when you train yourself to be as big as a turkey will the chicken be willing to admit that you are bigger than him. Only when you are really as big as an ostrich will the chicken be convinced."

What is the value of employees who leave?

Attitude towards employees who change jobs: Don’t blame them, don’t force them to stay, let them go happily, and shake hands and say goodbye.

Recruiting outstanding employees who have changed jobs to work for the company not only reduces hiring costs, but is also an important guarantee for employee loyalty.

The talents of talents are reflected in the process of doing things and are the result of the superposition of several successes. It would be absurd for managers to deny the full capabilities of talents because of one mistake or failure.

Employers should adopt a more tolerant attitude towards employees who make mistakes. Except for those unforgivable mistakes involving business secrets and legal and ethical bottom lines, others must be considered on a case-by-case basis.

After a mistake occurs, don't give up on yourself, try your best to solve the problem, face the losses you caused, bear the mistakes and risks at work, be calm and calm when encountering problems, go to your superiors immediately to apologize, and be very sincere. At the same time, modification plans and remedial measures must be brought to the leadership overnight.

One of the characteristics that distinguishes modern management from traditional management is whether managers can rely on their own means and personal charm to gather the strength of a group of people and work hard towards a common goal.

Leaders who truly know how to guide people will never use the closeness or distance of their relationships to formulate employment strategies.

Wang Shi of Vanke has always set an example, resolutely not using his relatives and friends, and preventing employees with close personal relationships from appearing in the company.

The career of any corporate talent has a life cycle, and its career value has an inverted U-shaped relationship with age. Therefore, in the early stages of a career, the value of talent will continue to increase with the number of years of work. After the age of 45, the value of talent will continue to increase. Come to a trough, career development began to decline.

When people reach middle age, their work passion and abilities in all aspects decline. In addition, batches of highly educated young talents continue to emerge. However, these older talents are at a disadvantage in terms of energy and innovation awareness. This part of the Employees should also be the main target of layoffs in major companies. Some companies will even use all means to force old employees to resign. At this time, being a woman is a very depressing thing for a middle-aged man.

How to treat older employees

What are the advantages of older employees?

Big disadvantage for older employees

Remember

Soichiro Honda, founder of Honda: A diploma is nothing. It is like a movie ticket. It only guarantees you a seat in the cinema, but it cannot determine your experience of watching the movie.

Every employee starts from zero experience. The first company that gives the opportunity will often make the talent willing to give easily. Enthusiastic attitude and ability can make a person shine anywhere.

When managers and talents meet for the first time, a less than pleasant conversation will produce a primacy effect: the nature of people is gradually exposed during the exchanges. Managers must overcome the interference of the first impression and not quickly feel the need for China in their hearts. Learn to understand your employees through the process.

Authorization is the most important component of managers. Appropriate division of power among employees will not only relieve the absolute burden on managers themselves, but also give employees the opportunity to showcase themselves.

The greatest value of delegation is to save time. The real role of a manager is to control the overall situation, rather than spending energy and time on trivial matters.

An ancient saying goes: "If you can't do it yourself, you won't be able to appoint talented people. If you can't appoint talented people, all the talented people will be scattered." If managers don't delegate power, they not only constrain themselves, but also make employees feel that they are not trusted. This will indirectly lead to the loss of talents. If you don't know how to delegate, Only managers can get what they really need.

Hierarchical delegation is the best way to test which stage of work a person is qualified for.

Authorization can not only give full play to the creativity of employees, but also enhance the initiative of talents and strengthen teamwork.

The process of completing a project is not just about gathering the best talents together to ensure the smooth progress of the work. What the team pays attention to is coordination and matching. Only by letting them learn from each other's strengths and complement each other and become a united and unified whole can we achieve the goal. 1 1>2 effect.

Team balance is reflected in three aspects

Managers who know how to promote and reuse young people can help companies seize high ground before other competitors. Young people are always the most influential talents at any time.

Young people are not synonymous with youthfulness, but pioneers with high spirits. Compared with veterans who have been polished by the battlefield, they still retain their precious edges and stubbornness, and do what they want to do with enthusiasm and hard work. This is the most driving force for the development of an enterprise.

Excellent talents

The famous management scholar Darak said: "Effective managers select people for assignments and promotion rewards based on what a person can do. Therefore, the focus of his employment decisions is not on how to make up for people's weaknesses and shortcomings, but on how to make up for people's weaknesses and shortcomings. It’s about how to leverage people’s strengths.”

The so-called experts are talents who have expertise in a certain aspect and can be understood as knowledge talents. They do not directly create profits for the enterprise, but provide suggestions for the enterprise through creativity and knowledge output, which include the formulation of enterprise goals and new technologies. Creation, control and analysis of economic laws, and even formulating new economic laws and opening up new economic fields. Such creative talents are a rare guarantee for any enterprise. Talents are the key force for the sustainable development of enterprises.

A company must have business methods and concepts that transcend ordinary people in order to survive among many companies. Therefore, leaders need to keep their eyes open when hiring people, boldly appoint those with extraordinary talents, and take unusual paths. Only then can you achieve extraordinary things.

"A man who is a confidant will die for his confidant" means to fully understand the necessity of employees and become their confidants, only then will employees be willing to devote their full efforts to the company.

Understanding employees is not only for managers to make their own employment strategies clearer, but also to understand the real needs of employees. It is necessary to figure out what can best impress employees and satisfy their needs. Only then will subordinates be loyal to the company and active in their work. .

The north wind tries to achieve its goals through brute force and pressure, while the south wind understands the step-by-step process of spring breeze turning into rain. This is because the south wind tightly grasps the hearts of pedestrians, and only the heat will make them take off their coats.

Managers should also use a friendly psychological interpretation method to understand employees deeply, and pay attention to their interests and most urgent needs anytime and anywhere, so that employees can feel like they are bathing in the spring breeze at work.

Understanding employees can help managers develop more scientific employment plans based on employees' different personalities.

Problems faced by female employees at work

Women's advantages

In Alibaba’s Jack Ma’s view, women will play an increasingly important role at work in the future (before the merger of Alibaba, female employees accounted for 52%), because there will be more and more services in the future, and women have The innate ability to serve attentively and thoughtfully, as well as resilience, will help women become the backbone of society in the future.

If you only look at 7 points when judging people, you can only grasp 70% of the ability of employees at most, and the remaining 30% must be inspected in specific work.

Use 70% to look at its advantages and 30% to look at its shortcomings.

Not only should we pay attention to the strengths of talents, but we should also appropriately observe their shortcomings.

Wei Yuan, a thinker in the Qing Dynasty: "If you don't know a person's shortcomings, you don't know a person's strengths, you don't know the shortcomings of a person's strengths, and you don't know the strengths of a person's shortcomings, you can't use people or teach them."

Among the 10 subordinates, there are always one or two who are very attached to the leader, there are also six or seven who are just followers and follow the trend, and one or two who hold opposing views. Appropriate accommodation of different opinions and viewpoints is conducive to the smooth progress of work.

The higher the position, the harder it is to get everyone's recognition. If everyone recognizes you, it means you are not good enough. Therefore, as long as managers get the recognition of 70% of employees, there will be no problem in working normally.

As long as the horse runs, don't let the horse eat grass. This is the approach of many companies. They blindly want to make the best use of their talents without giving talents appropriate training. As a result, talents cannot grow correspondingly in the company and cannot stay in the company for a long time.

Konosuke Matsushita: "Whether the light of management is bright or dim depends entirely on how well talents are cultivated." Among people and property, money and things are important, but ultimately they must be controlled by people. The success or failure of a business depends on people's operations, so the cultivation of talents is particularly important.

Modern society has entered informatization and intelligence, and knowledge is changing faster and faster. Most of the talents cultivated by school education cannot fully meet the needs of enterprises. Therefore, enterprises must transfer their ideas and culture to the enterprise through talent training. employees and cultivate talents more suitable for the development of the enterprise.

The skills and abilities used by enterprises are all obtained from practice. A newly graduated student can only exert the value of the knowledge he has learned in real social practice. In the final analysis, talents are cultivated by enterprises.

Trees need to be cultivated, and people also need to be cultivated. In addition to relying on one's own talents and efforts, a person's growth and progress also rely on the cultivation of others.

Managers must be good at mastering the correct education techniques in the talent training process, allowing talents to grow, providing a good environment for them to continuously improve, and continuously creating new value for the enterprise.

The essence of employing people is to assign responsibilities. The truth lies in mastering the know-how of interacting with people, winning your own happiness in a way that suits you, and managing different employees.

Ten principles for employing people

Managers are role models for those being managed. If they want employees to fulfill their responsibilities, managers themselves must set a good example.

Leading by example is the most persuasive management method, and subordinates often learn from the actions of their superiors.

If a leader wants to make good use of the employees around him and make them happy, he must show his true skills and establish prestige in his own way. Many successful leaders prove their leadership to employees at the appropriate time and provide management with Lay a good mass foundation.

A leader with great power has no power if he does not have the support of his employees.

If a sage wants to teach others, he must first understand it himself and then make others understand.

As a decision-maker, you must first learn to filter suggestions from different perspectives. The so-called "listening to both sides is enlightening, and partial belief is concealing". Listening to both sides means listening to positive opinions and not letting go of negative opinions. It is necessary to accommodate praises but not ignore criticisms.

In the era of information explosion, the algorithm recommendation function of the Internet is becoming more and more mature. What people see largely depends on what the media or technology companies want everyone to see. They recommend content based on users’ viewing habits and preferences. Internet companies have helped customers filter most of the information to cater to user preferences, and have forced users to divert information into increasingly narrow channels. When they enter an information cocoon, people cannot see contrary opinions or opinions that expand the world, and are only exposed to what they accept. within the range. And the information that can be easily interpreted is undoubtedly not the whole world, but the virtual environment shaped by the network.

"Don't Let Algorithms Control You" proposes "filter bubbles". He believes that the Internet has indeed changed people's lives, but it also allows people to live in a bubble established by a huge algorithm. This determines what you watch? This in turn affects who you are and what you will do.

People are overwhelmed by a large amount of information, and their desire for entertainment makes people obsessed with trivial things.

In the Internet age, we must learn to obtain information independently instead of passively receiving information.

As a manager, what you hear most in the company are the opinions and suggestions of people around you. These ideas are similar. If managers are limited to this information field, they will not be able to make objective judgments on things. Therefore, managers must listen to unique opinions from time to time. The idea is to go out of the company's own circle, break industry barriers and space barriers, and learn more relevant information. Only then can we take everything into consideration when making decisions and set the most reasonable and scientific corporate strategy.

Employees appreciate leaders who are absolutely confident in themselves more than those who are hesitant.

Indecisiveness and worrying about gains and losses are taboos in the business world. Excellent managers will not include future uncertainty in their decision-making worries. The business world is like a battlefield, where victory or defeat is a common occurrence. Efficient managers have great faith in their own judgment and can stick to principles when making decisions. , make decisions decisively and forcefully.

In Peking Opera, red faces represent loyalty, while white faces represent cunning.

Managers should change their roles at any time according to the employment situation, establish rules and break them at the same time. They can not only take care of employees' emotions, but also severely criticize employees' mistakes. Only by combining firmness and softness can employment be smooth and smooth.

A relaxed, firm and soft approach is a human resource. If it is too lenient, it will not be able to form a binding force on employees. If it is too strict, it will make employees tied up and lack vitality.

The manager must be a shrewd fox, able to recognize traps, and at the same time a lion, so that the jackals can be frightened.

When appointing talents, give different responses and attitudes based on the special and specific actual situations of the talents. Never tolerate criticism when it is time to criticize, and respond promptly when praise is due. Employees can take into account the good intentions of the leaders, that is, Naturally, you will work harder.

Let talented people rely on their skills to earn a living, and the national army will have more dignity. Let soldiers receive rewards through meritorious service, and dead soldiers will not be afraid of death.

The essence of work is the realization of personal life value, and when employees are recognized, they will have a strong sense of value and be more willing to devote their efforts to the company.

Only by praising employees can employees feel the realization of their self-worth and mobilize their enthusiasm for work.

In addition to the salary they deserve, people need to feel that they are devoting their wisdom and strength to their work, and they hope that the results of their efforts will be appreciated by the company.

To catch flying insects use honey, not vinegar.

Revenge is a right, and affirmation is a gift.

Be specific in your compliments

Pay attention to the occasion when giving compliments

Self-confidence must be based on a correct understanding of yourself. Only by believing in yourself can you give full play to your own value. In other words, if you want to be confident, you must first know yourself. Confidence is not arrogance (telling lies, empty words, being inherently hypocritical and cunning, it is a disguised confidence, but in fact there is no certainty) Confidence is an attitude that comes from a reasonable analysis and judgment of things. To have self-confidence, managers must improve their ability to deal with problems and take action step by step.

Confident people often make people happy. A leader's self-confidence should not be hidden in his heart, but should be displayed in his daily speech and communication, so that he can successfully control his employees. Confidence is reflected in all aspects of speech and behavior, reflected in visual sounds and expressions. It is a gentle but firm force.

When leaders make requests to employees, the best way is not to emphasize, command, or hint, but to ask.

The most confident attitude is to directly ask employees what they want. This method allows the other party to have a choice of accepting or rejecting, and the other party will not have a rejection mentality, so it is easier to accept.

Confident people will calmly and decisively refuse requests that they do not want to accept, and will not waste time explaining and apologizing. They just felt that this was a very natural and reasonable rejection, not an offence, and there was no need to say anything.

criticize

Things to note when speaking confidently in terms of words, tone, expressions, etc.

The foundation for developing self-confidence is solid, and managers with solid business knowledge must master the skill of "learning".

The first prerequisite for improving self-confidence is to respect yourself and learn to appreciate your own strengths. Strengths are strengths. Don't be overly modest, so that you can get positive feedback from others.

Positive psychological hints are the driving force to develop self-confidence. When encountering difficulties, you should use more positive hints to encourage yourself and give up those negative emotions, such as "This is too difficult", "I definitely can't solve it", "Why luck?" Complaining words like "I'm always so bad" should get used to saying to yourself, "I can definitely do it, no one can stop me from succeeding."

Strong self-confidence is a necessary factor for one's career success, and it is also an effective way to inspire employees. No employee likes to face a boss who is frustrated all day long.

1. Read a lot of books to improve your knowledge reserve. People with rich knowledge will have more space for independent thinking, can often deal with various situations more confidently, and can more easily communicate with others without any obstacles.

2. Actively cultivate your own interests and hobbies, and at the same time develop an optimistic and curious attitude, so that you can be full of enthusiasm and yearning for life at all times.

3. Participate in more social communication activities, strengthen your social skills, and enhance your sense of humor in the process of contacting all kinds of people. "Humor can also make money." From the perspective of business management, humor is not only fun to talk about, but also can increase people's interest in things, thereby improving production efficiency.

Trust between people is based on frankness and sincerity. No employee will trust a stereotyped leader. The most valuable thing for a leader to do in front of employees is to be sincerely himself.

Sincerity means using your original intention to understand your own life experience and then understand others.

"The life you experience is not your life, but the life you experience." What really matters is your true feelings and how you describe your life.

The first meaning of management is "responsibility". Only the right to be responsible for employees is a truly legal right, and only then can authority be established in business operations.

Managers who only enjoy power without taking responsibility are themselves unqualified. The most fundamental and minimum requirement for managers is responsibility. Being responsible is not just about supervising the completion of tasks, but also taking primary responsibility for the results, having the courage to take responsibility, and being responsible for one thing to the end. Take care of things for your subordinates, put your own interests aside at critical moments, and protect your employees.

The fear of taking responsibility is a common weakness of human nature, and those who dare to take responsibility are particularly valuable.

Regardless of the position of a manager, when a work mistake occurs, it is 100 times better to have the courage to admit one's fault than to shirk the blame. If you dare to take responsibility, employees will be grateful and respected without blaming you. This will further win the trust of employees and retain talents for the company.

The essence of communication is information sharing and program confirmation.

The best state of managers is to spend 70% of their time on communication. A sound communication network can enable employees to understand the thoughts and intentions of business operators in a timely manner, clarify the direction of work, and avoid a mediocre style of life.

IBM's "open door" strategy: The door to the general manager's office is always open, and employees can communicate face-to-face with their leaders at any time as long as they need it.

Honda: Rather than waiting for information to arrive, company managers proactively go to the production line to look for problems and listen to good ideas.

Managers should put aside chat software and invite employees to the office to communicate, or take the initiative to go to employees' work areas and communicate face-to-face with employees. Only real contact can truly achieve the communication effect.

Whether a team can go far in the long run often depends on the core leader, the leader. He is not only a decision-maker with a leading role, but also a spiritual pillar for employees. When a company is in crisis, managers can stand on the same front as employees and advance and retreat together. This is undoubtedly the best way to encourage people. However, if managers are indifferent and stay away from employees' anxiety and negative psychology, it will affect employees' determination to overcome difficulties. , Without the fighting spirit of employees, it will be difficult for the company to go through crisis periods. Therefore, leaders must stand with employees at all times instead of being aloof. Regardless of glory or hardship, they should stand with employees through thick and thin.

Jack Ma "We are still very young and time waits for no one. We must work and adjust as we go." Let all employees unite as one person and move forward bravely toward the same goal.

Good leaders can sympathize with the suffering of employees in times of crisis, understand their difficulties, take the initiative to show empathy to their employees, and be partners who can face difficulties with their employees.

It is difficult for people to live in harmony with each other for a long time. If you want to maintain the consistency of goals and direction without intensifying conflicts, one party must know how to temporarily give up its own privileged status and stand with the other party as a manager and When employees share joy and bear pain together, this subtle and harmonious relationship is maintained.

"Sardine Effect" Catfish will be desperately excited in a strange environment. In this tense atmosphere, sardines will also become restless and rush back and forth to avoid this active catfish. Sometimes they will come out of the water. In this way, The sardines will not be deprived of oxygen and their survival rate will be greatly improved.

The "Sardine Effect" is also called the Catfish Effect. Sardines are not naturally fond of swimming and prefer a quiet and stable environment. It is difficult for them to realize danger is coming, so as long as there is no big stimulus, they will just settle for the status quo. Catfish can do this Arouse the sardine's desire to survive.

The competition mechanism is the consensus of the current business society. If you want to attract employees' attention to work and stimulate their enthusiasm for work, you must introduce a competition mechanism. Be prepared for danger in times of peace, and talents will make progress.

Microsoft is good at using "promotion" as a reward for winning the competition. The competition within the company is very fierce. Every few months, employees will undergo reorganization. As long as employees are good at seizing opportunities, they may be promoted. They will be promoted in each major. The department has set up a technical level award. The higher the numerical level, the higher the technology, which means more comprehensive intelligence. …………Every promotion here will be closely linked to the reward. The fittest survive and the unfit are eliminated. Microsoft never follows instructions to decide what position employees will hold, how much salary they will receive, and even salary increases must be earned based on individual abilities. At the same time, they also adopt a regular elimination system, which is evaluated every six months, and the 5% of employees with poor efficiency are eliminated.

Within the specified period, employees are given the opportunity to rotate positions and let them take turns to hold a number of different jobs. This will not only help managers examine employees' adaptability, but also develop more potential of employees. At the same time, it will have the effect of on-the-job training and enrich The work content of employees is to cultivate a large number of compound talents for the enterprise.

The internal flow of talents can keep employees fresh and face new work every day with the fullest mental attitude, which naturally improves work efficiency.

The "internal job-hopping system" is a very effective measure for screening outstanding talents. When the company has a vacancy, the system will post the position's requirements and the recruitment will start internally before opening to external recruitment. The internal job-hopping system is a win-win strategy for the company and its employees. It has low switching costs and can also calm people's hearts and highlight the company's humane approach to personnel arrangements.

After working in one job for a long time, many people will have the impulse to try jobs in other fields, such as switching from technology to sales, or switching from management to administration. Most companies can only adjust positions vertically, but not horizontally, so employees can only switch to other fields. One family.

Water is extremely soft, but flowing water has kinetic energy and can penetrate rocks. Talents must also be mobile in order to discover new possibilities and continue to grow amid changes.

Regarding the issue of whether employees should stay or leave after making mistakes, many companies in the past did not fire them directly. Instead, after measuring the gap between the employee's ability and the company's needs, they adopted a "water storage and fish farming" approach to let employees Employees gain accelerated growth while correcting their mistakes.

For newly hired employees, the department manager will have a sincere and long conversation. He mainly wants to understand the employee's personal development plans after entering the company, such as what goals he will achieve after one year, and what position he will need to take after three years. In order to achieve these goals, what help is needed from the company beyond personal efforts.

At the end of each year, managers need to work with employees to compare the previous year's plans, review previously targeted goals, and formulate plans for the next year.

On the basis of meeting the needs and value demands of employees, the humanized system is more conducive to the shaping of corporate culture and the design and implementation of the employment system. The formation of this model depends on the optimization of the management environment.

When your subordinates do something wrong, 4 ways besides restraining your emotions

Employees' sense of identification with the company ranks first among motivating factors. The sense of identification comes from whether the employment system is humane, scientific and reasonable.

A successful company must consider the feelings of employees and the overall interests of the company. What employees want to see most is a humanized system. Fully considering the symbiosis and win-win between employees and the company is the way to consolidate the foundation.

If you want to catch fish, you must first open water; if you want to catch birds, you must first reach trees. A good environment has a unique attraction for talents. If you want to create a good corporate environment, you must "reserve water and raise fish". Every step is indispensable, including pond digging, water storage, pollution cleaning, seed selection, and stocking. Only Only through careful cultivation can we build an ecological environment that is harmonious with water.

80% of what employees expect is salary, while the remaining 20% ​​is the corporate environment that may seem unimportant, but actually plays a key role. A good office environment will give people a sense of pleasure, and people in a relaxed state will work more efficiently. .

Rewards are not only a material benefit, but also an affirmation of the value of their work. In the military, honor is nothing more than a certificate of merit, but it is these certificates that can inspire soldiers to risk their lives and serve the country with loyalty.

Rewards must be given at the right time and used appropriately, and must not be excessive, otherwise it will easily dispel the sense of crisis. Similarly, punishments that are structured and emotional and formulaic will only make people unconvinced and disgusted.

"Rewards are not delayed" Rewards must be timely and cannot be isolated from the talent's own behavioral results for too long, otherwise the purpose of the reward will not be achieved. Because when the results have just come out, the talents are still deeply touched by it. At this time, praise and rewards should be given in time, and the effect is more obvious. Once the best reward period has passed, the talents will downplay the preciousness of the results, and the rewards will become less obvious. superficial.

The function of punishment is to deny certain ideas and behaviors of employees at work, urge them to reflect on their own shortcomings, and strive to improve their personal work abilities. Punishment can easily arouse employees' introspection, allowing them to face up to their own problems and try to overcome them. On the other hand, it can also help cultivate employees' sense of shame and enhance their sense of honor and responsibility.

Punishment must be carried out according to the rules. You cannot open a back door for anyone or increase the punishment at will. You should be punished as much as you deserve.

"Hot Stove Principle" If a mistake is made at work, the person who made the mistake should be punished like touching a red-hot stove, making him feel hot. Its characteristics are as follows... Punishment must be timely, powerful and appropriate.

Only by clarifying the company's development goals and giving employees "something to look forward to" and seeing hope for the future will talents actively contribute their own efforts and make progress with the company with a beautiful vision.

"The sea is broad enough for fish to leap, and the sky high enough for birds to fly." A good corporate image and broad corporate prospects, just like the vast sea and the boundless sky, will attract talents to come to you willingly.

Every employee hopes to work for a company where they can make a difference, so the company must create an attractive prospect for employees so that employees can come to work automatically.

41% of the reasons why outstanding employees leave their jobs are because they cannot see the future of the company. An important basis for employees to feel the company's prospects is the internal stability of the company.

When you enter a company alone, you can feel very lonely, so it is crucial that you need a group of trustworthy people around you.

If an enterprise wants to go far, it must have long-term development goals. Employees must also be clear about this future plan and regard it as a goal to be achieved together. Only with a common desire can they gather strength and work hard to achieve it.

The business owner said: My vision is not important to you, only your goals can stimulate you. If employees do not have a common goal orientation, what they do is to conform to the work performance of others. This is compliance with the actions taken by others, rather than heartfelt recognition, and you will not do your best.

The best effect of enterprise employment is to describe a beautiful vision for employees, so that everyone can work hard for a common goal and promote the stable development of the enterprise. Therefore, on the basis of maintaining the stability of the internal structure, we must describe a long-term vision for the enterprise. The strategic prospects are constantly instilled in employees, so that employees can feel the positive atmosphere of the company and perceive the promising future.

Only with shared values ​​and ideal pursuits can employees be loyal enough to the company and promote continuous progress of the company.

Talented people will choose to stay in a company, mostly not for high salary or promotion opportunities, because gold will shine wherever it goes, and the most important thing about retaining talents is to create a sense of belonging.

The sense of belonging is an emotional support that cannot be accurately described. It includes employees’ identification with the corporate culture, love for the company atmosphere, and the sense of satisfaction and achievement they experience at work. The sum of these feelings is the talent’s dependence on the company. I feel that once there is high-intensity employee stickiness, the company does not need to worry too much about the working status of employees. Such a company can achieve rapid development in the fierce competition.

The best cooperation is win-win.

Team spirit is the comprehensive expression of the "three consciousnesses" of overall situation awareness, service awareness and coordination awareness. It can reflect the overall working status of a team and is also the cornerstone of the company's values ​​and corporate culture. The wisdom generated by the team is an important internal force that promotes the continuous progress of the entire company.

To cultivate the cohesion of the team, some meaningful activities must be arranged according to the place and time to cultivate the tacit understanding and cooperative spirit among employees. Employees must always understand that everyone is a whole, and personal success is closely connected with the interests of the team. , everyone bears a share of the team's responsibilities.

When people are distracted or team members have problems, finding ways to remind employees to build team awareness in a timely manner can promote collaboration among the entire team.

Teamwork under the principle of collectivism defines three consciousnesses

Leaders should lead by example, consciously balance team relationships, coordinate conflicts and frictions among members, develop team spirit in a healthy cooperative relationship, and complete work efficiently. We must be good at grasping the opportunity to deal with conflicts. When the conflict is close to fading, we should reasonably analyze the reasons for its occurrence, use new work tasks to resolve such conflicts, maintain smooth communication with employees, and use the simplest means of communication at the right time. Methods to resolve conflicts and consolidate team relationships.

Immutable rules are a fallacy. Really suitable corporate rules and regulations can be used and updated from time to time.

The trend is not the trend, but the law of market development. The trend is artificially promoted development, but the trend is not based on human will. Enterprises can only adapt to it and cannot hinder it.

"The rapidity of the water, as for those who drift boulders, is the momentum.": The rapid flow of the river is very fast, so it can wash away the boulders. This is the power of the water. Following the trend is a wise choice, and it is the same for companies and individuals. in this way.