Enterprise employee management
When managing an enterprise, as a leader, one must not only get along well with employees, but also successfully perform work tasks and exceed the scheduled plan, so it is necessary to integrate the correct management essence into the work.
No.1 Four management essences
Strict first and then lenient, strict language is wide, near strict and far wide, upper strict and lower wide. This is the essence of China's management of people in enterprises. Let's take a look at what it is?
Strict first and then lenient
Strict first, then lenient, that is, when people deal with people, they should be stricter at the beginning, and then the road will be lenient. Smart business leaders know that if leniency comes first, then stricterness will surely arouse the resentment of employees. There is a well-known "increase-decrease effect" theory in psychology, which states that people always want the other person's likes to "continuously increase" rather than "continuously decrease". Management must go from winter to summer. In particular, new leaders should keep a distance from their subordinates when they first take office. Start wide, nowhere to go.
strict language
As a leader, when firing an employee, you must have a strict academic system, show reluctance, regret, and send it out in person. If you scold him when you fire an employee, I hate you and fire you. What will everyone think? Those who know will say that the employee made a mistake, and those who don't know will say that the leader is not sympathetic.
Close Yan Yuan Kuan
Being close to being strict and far being wide means being strict with those around you, and being a little more generous with those who are farther away from you. Some leaders go to the grass-roots employees, and they haven't seen you for a few years, or a few months. You go there and stare at the table, it's unnecessary. People around you often see you and are close to your level, so be strict with them; if you don’t see you often, and are far from your level, be gentle and generous with them.
Strict on top and wide on bottom
Be strict with those who are good, and be lenient with those who are not so good.
For example, school teachers lead graduate students. There are ten graduate students, and there are strict requirements for four. Some people don't understand, why are you strict with me? Because you are strict with this kind of person from two aspects: the first is that he has the ability to do it. The second is that he has a future and knows how to be grateful. This is what we call strictness at the top and broadness at the bottom.
These sixteen characters are the key points in interpersonal communication, the skills we need to master in terms of distance and language.
No.2 Differentiated treatment of different employees
1 Maxima
● "Maximum type" employees. We need to authorize such a person. What is authorization? The first is to assign tasks to him, the second is to provide him with resources, and the third is to check him. After assigning him tasks and providing resources, you can do it if there is no problem, and come back to me if there is a problem. This is authorization.
2 ostrich type
●"Ostrich" employees. We want to motivate the employee who does not want to do it. How to motivate him? First, give treatment. Is the reason why he doesn't want to work because the treatment is too low? Second, give opportunities; third, talk about ideas.
3 monkey type
●Have super high will, super bad level, want to do but can't do it, we call him good intentions and often do bad things. High willingness, low ability. To such employees to teach. Teaching is three words, first, knock, if there is a problem, knock and criticize. For example, if the child did not do well in the test, his parents scolded him once when he went back. If you just scolded him once, it would not work. Next time he did not pass the test. Why? Word: wait.
It takes ten years to grow trees, and a hundred years to build people! A lot of communication between the boss and his subordinates is not through simple language. Sometimes when some people stop there, the subordinates admire him, and he forms an aura. So inner cultivation is very important.
No.3 Improve employees' sense of responsibility
Responsibility refers to an individual's awareness, emotion and belief of being responsible to himself and others, to his family and to the collective, to the country and society, as well as his corresponding conscious attitude to abide by norms, assume responsibilities and perform obligations. How to improve employees' sense of responsibility?
1. Strengthen the education and training of employees' sense of responsibility
The sense of responsibility is not innate, but acquired through education. This is an indisputable fact. Therefore, in order to improve the sense of responsibility of employees, it is necessary to regularly educate and train employees on the sense of responsibility. Education and training should be carried out from two aspects: one is to strengthen the education and training of employees' ideological understanding, outlook on life, values, sense of ownership, enthusiasm for work, attitude to life, social situation and so on.
The second is to strengthen the education and training of employees who dare to admit their mistakes and take responsibility, because only those who dare to take responsibility can truly take responsibility and have a strong sense of responsibility. Clarify job responsibilities and work standards, establish strict work procedures, formulate employee career development plans, and establish and improve employee responsibility accountability and supervision mechanisms. The Chinese only do what the leaders check. It makes sense, for employees, if their work is not regularly reviewed, they will feel that the work is the same as whether they are doing it well or not.
2. System
The imperfection of the system is the main reason for the weak sense of responsibility of the members. Employees don't know what to do, what not to do, and what harm or repercussions they will have if they do it wrong. Just because there is no clear regulation, employees can make excuses for their mistakes; managers will also easily lead to random management because there is no system, and they cannot convince employees. The system should be to let employees know what they should be responsible for.
3. Affirmation
Praise, reward, and praise for employees are all ways of affirming employees. Salary is earned by employees' hard work, but praise and praise are windfalls after employees pay. Everyone likes to listen to good words, and no one will refuse the praise and praise of others. And these compliments also increase employee self-confidence. A confident person is easy to take responsibility. Make sure your employees take responsibility.
How we increase employee accountability
4. Negative
There is affirmation and there is denial. A denial is the termination of an employee's wrongdoing and, if necessary, punishment. However, it is also necessary to pay attention to the method of denying employees. It is not that criticism can solve the problem, but it is necessary to let employees realize the root cause of the problem, so as not to hurt their self-esteem and cause negative emotions of employees due to the negation of employees. In the store, if employees have wrong behavior, we can show them what is the right way by example.
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