If the emperor chooses the wrong person, he will miss the country; Moreover, the boss chose the wrong person, and it is easy to miss the development of the enterprise. One wrong move and you lose the game. Whether in politics or business, history has verified this truth countless times.
Putting truly outstanding talents in the right position is the best use of talents and the ladder to success. So, as a boss, what kind of subordinates would you prefer to promote?
Every boss will give some keywords according to his ideal template when facing this problem. For example, trustworthy, capable, capable and loyal. ...
It seems that every boss has his own unique experience in employing people. Some people often pay special attention to one or two points according to their own experience, and even infinitely enlarge the key points. But Lao Wang believes that the selection of talents can be focused, but it must not deviate from the center of gravity. Otherwise, you think you chose the right person, but in the end you missed something.
For example, a boss has been in the workplace for many years, relying on his own ability and talent to sit in today's position. At the same time, he is a person who loves talents very much, so when promoting subordinates, he will choose people with similar personalities.
But not everyone with strong ability is suitable to be a leader. Later, the boss met some highly capable subordinates, who did a good job, but were not good at communication. Such subordinates can become an important role in the team, but they have no ability to integrate the strength of the team to complete a project. There are also some very capable people who are arrogant, have little enthusiasm for doing things, and even drag their feet. Once such people are promoted, they will be promoted and the team will be separated unconsciously. When the boss finds the problem, it still needs a lot of time and energy to make adjustments, and finally it is not worth the candle.
Lao Wang believes that every boss will have his own tendency when selecting talents, which can be focused according to the characteristics of the post and the characteristics of the industry. This is understandable in itself, but other comprehensive quality considerations can not be ignored. Therefore, Lao Wang Jianyi, as a boss, can refer to the following selection criteria when promoting subordinates and evaluate subordinates in multiple dimensions:
1, double blessing of ability and emotional intelligence
People with strong working ability will really impress Boss, but many Boss often add an additional condition to their ability when selecting talents, that is emotional intelligence.
This requires subordinates not only to do things well, but also to communicate easily with others and handle all aspects of relations well. Because, the more important it is in modern enterprises, the more it needs to be linked with all aspects. If the cohesion work is not handled well, no matter how strong the ability is, the ideal effect will not be achieved. Lao Wang has seen many roles with strong business ability but isolated by the team. Imagine how bad the whole team would be once such a person became a team leader.
Therefore, people with strong work ability and low emotional intelligence can only fight alone as the leading role; People with high emotional intelligence and insufficient ability can integrate the team, but it may affect the progress of the project itself. The person who has both is the key object that Boss really deserves to be promoted.
2. Can help yourself and have development potential.
Boss selects people, looking at both the present and the future.
The development of an enterprise is like an endless battle. In order to keep winning on the battlefield, Boss needs people who can help themselves and seek development.
For Boss, helping subordinates is often stable. When explaining a thing, subordinates can meet or exceed their psychological expectations.
It is also worth mentioning that after explaining the task to subordinates, Boss will prefer people who give timely and active feedback. Everything has an echo, which is often mentioned in the workplace, but it is not really implemented. But in fact, Boss will pay special attention to this detail, and even affect Boss's ability evaluation of subordinates.
A president once assigned a task to his subordinates. After a few weeks, he suddenly remembered and asked about the progress. The subordinate replied proudly that he had finished the work. He thought the leader would be satisfied with his work, but he had already deducted points from the leader's mind.
Generally speaking, people who can assist Boss should have both a similar side and a complementary side to Boss.
Similarity means that subordinates have a certain ideological height, can think from the perspective of a leader, and achieve certain * * * and cognition under the guidance of Boss, instead of pointing where to play like a tool person. Otherwise, even if Boss intends to cultivate, it is casting pearls before swine.
3. Proactive from the heart, seemingly not busy.
The initiative that Boss attaches importance to is not to finish the work quickly, nor is it a busy state floating on the surface.
In the workplace, a large number of people will hold the mentality of a migrant worker. This kind of person, when working, holds a mentality of completing a task as soon as possible and reducing a burden, instead of thinking about how to do the work to the extreme.
When a person regards work as a process to reduce troubles and burdens, instead of climbing stairs. Then it is difficult for him to gain a sense of value in this job, and it is also difficult to think deeply about this job. The final result is likely to be a dissatisfaction and complaint about the status quo, or an angry job-hopping.
Once a boss and Lao Wang talked about a case. Once, after the personnel department announced the promotion notice, a subordinate who participated in the competition came to his office to complain.
She thought she was a shoo-in in the game. She is in a very busy state all day, and she can crush each other regardless of her working years or work experience. Even took out a larger foe attitude, let the boss give a statement.
The boss patiently talked about his own employment standards. Working years do not represent a person's ability; Busy work does not mean positive attitude, but doing a good job is the last word. The competitors only saw what she called positive, but the boss also saw her trick of pushing her to others when she was in trouble. Maybe she thought she was a "smart person" at that time, but in the eyes of her colleagues, she was a "too smart person", but in Boss's mind, she was not an excellent person and even listed as an unimportant "psychological account" by Boss. The final result is self-evident.
4. Have a sense of responsibility and be responsible for the results at any time.
Although the sense of responsibility is a cliche, it is crucial. It is not an ethereal concept used to shout slogans, but an attitude of being responsible for the results. Some people will say: I tried my best when the work result is not satisfactory! Or explain various reasons. But Lao Wang believes that this is not a responsible attitude.
The real responsibility is to solve the problem, not to explain the reason. For example, Xiao He of a technology company, who has just been in the company for more than a year, has won the attention of the leaders because of his responsible attitude towards his work. In the eyes of onlookers, Xiao He is meticulous in everything, especially in the face of some difficult problems, many people will give up on their own initiative, but this has aroused Xiao He's desire to challenge, always trying to do his best and give the boss an explanation.
Lao Wang believes that although attitude is intangible, it will eventually be reflected in the results. A truly far-sighted boss will naturally not let go of a talent who can be responsible for the results.
5. Learn "Bing Jian" and find the methodology of knowing people and employing people. Old Wang Duo studied Bing Jian for many years, and he also understood and mastered the methodology of identifying people in Bing Jian. Recently, Lao Wang is going to set up a series of courses on the salary website, "Methodology of Recognizing People in Military Training".
Write it at the end
What kind of subordinates does the boss prefer to promote?
This question has deep thinking significance for Boss and people in the workplace.
Every manager will be more willing to promote trusted subordinates. When this kind of trust comes from multi-dimensional ability support, then the subordinates he chooses will have more stability and potential, thus continuously supplying blood to the enterprise and bringing development.
As a person in the workplace, we should be more familiar with the selection criteria of Boss, so as to polish ourselves more pertinently, do a good job of upward management and enter the rising channel of career development.
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