In management? There is no doubt about employing people? It may bring temporary high efficiency and high benefit, but managers should always understand the truth: if you emphasize? There is no doubt about employing people? Without exception, the purpose of subordinates is to enjoy exclusive power, and they don't want to be supervised or interfered. What are their motives? I just want to do whatever I want and have it all to myself. Aside from this reason, who can find a better reason to explain its motivation? Now some professional managers always complain that their bosses interfere with their work too much, or don't let themselves? Let go? Still not delegating power to yourself. This kind of professional manager? Complaining, even if it is out of public interest, is definitely mixed with complex selfishness. Why do you say that? It is very simple: a qualified professional manager will never worry about the supervision and interference of his superiors in his work, while an excellent professional manager, even if he is in power, will take the initiative to communicate ideas and report practices to his superiors in advance as long as conditions permit, and is willing to use the supervision and interference of his superiors to promote the work and speed up the implementation. On the contrary, things can never be done? Without a doubt, without a doubt? A professional manager under the banner, regardless of the hidden motives for the time being, is an incompetent manager just by saying his own thoughts and practices. Do managers trust such professional managers? There is no doubt about employing people? Slogan, and then fall into the trap set by others. Once let the first emperor Qin Shihuang sigh: well, I must see this man swimming with him, and I won't hate it if I die! ? Everything is done by Han Feizi, who once surprised everyone: the fault of people is to trust people, and to trust people is to exercise restraint? . There is a truth behind Han Feizi's statement: oversight begins with trust. Once managers trust their subordinates, they will be there? Rest assured? Gradually light inspection, then light inspection, and finally missed inspection. When it is detected, or something bad has happened? No doubt? Is it destroyed after doing it, or is it already destroyed? No doubt? Pinch, controlled by others. Take a closer look at the bad kings in history. Almost without exception, trust leads to oversight, then deception and finally coronation? Bad king? This name, this is the so-called? History will not repeat itself, but history is always strikingly similar? . From a certain point of view, the trust of superiors to subordinates is a gamble, but gambling will have the risk of losing, so it is applicable if there is risk? Murphy's law? If things are likely to go bad, no matter how small the possibility is, it will always happen. Is this what we China people often say? Always walking by the river, you have to wet your shoes sooner or later? Always walking at night, sooner or later you will hit a ghost? . In the gambling game of trust, managers may be punished countless times? There is no doubt about employing people? And win an overflowing pot, but as long as you lose once, you are likely to lose to pieces and fall apart.

At the same time, I also said in other articles that fairness is the key to an enterprise. If the enterprise loses the fair environment, the function of the whole enterprise will gradually weaken and decline. What is the next step for managers to trust their subordinates? This is unconditional giving. For example, managers trust Zhang San, so Zhang San's chances of selecting and employing people will definitely be better than others, which will lead to employing people? Uneven opportunities? Uneven employment opportunities are the concentrated expression of unfairness. 193 1 year, American historian Adams wrote a book called American Epic, which was first proposed? American dream? Since then, the American dream has fascinated the world, and many China people have gone to the United States. The waves of smuggling, immigration, investment and studying abroad have surpassed each other. Rich businessmen, gentry celebrities and corrupt officials also went to the United States, and so did many students studying in the United States. So, what fascinates the world? American dream? What is it? Adams explained:? Equal opportunity is the soul of the American dream? . Comrade Wu Jinglian once said: The most serious inequality in China is the inequality of opportunities? And every step of China's current reform is towards? Equal opportunity? In the direction that we are actively building now? Chinese dream? , also based on? Equal opportunity? To end it. From the perspective of management, trust is the natural enemy of fairness. If managers have trust in their subordinates, whether intentionally or unintentionally, the result will lead to injustice and seriously dampen the enthusiasm of personnel. Some comrades may say:? I trust Zhang San's ability and value him. This is also elitism. What's unfair about this? In fact, for all employees of an enterprise, fairness is a process, not a result. Just like Li Si, who is strong, and Wang Wu, who is sickly, are going to compete in the ring. If we haven't started to learn from each other, the referee thinks that Li Si will definitely win and simply gives the trophy to Li Si. At this time, even if Wang Wu knew that he would lose, he would feel unfair. On the contrary, if there must be a fight to win or lose, Wang Wu will actively prepare for the battle and train hard at ordinary times, even though he knows that he will lose in the battle? The trapped beast still fights? The situation is good, what will happen if it is not good? Unpopular? . On the contrary, if there is no fairness, will Li Si be there? Feel good about yourself? Zhang Chi, will Wang Wu be there? Know the ending early? Not motivated; With the process of fair participation, will Li Si be here? Can't take it lightly? Will diligent and enterprising Wang Wu be here? Did you get what you paid for? We have worked hard to create a good situation in which the unit is full of talents and develops by leaps and bounds.

Therefore, in enterprise management, managers must think twice about the trust of their subordinates, even in person. Have you seen people for a long time? Subordinates of. There is a good sentence in the novel Don't Trust Anyone: the world you see is not real, let alone what others want you to see. . Some people may say:? Your point is to make managers doubt their subordinates. Doubt is not a good thing? . In fact, being suspicious is not a bad thing. Mr. Lu Xun once said: Doubt is not a shortcoming. Always doubt, but don't judge, this is the disadvantage? In other words: doubt is not a shortcoming, but doubt and indecision are shortcomings. Cao Cao is famous for being suspicious. In his dream, he mistakenly killed his old friend, the famous doctor Hua Tuo, the fallen soldier Cai Yun, the sage Cui Yan and the confidant bodyguard. Although Cao Cao is suspicious, he can make a decision, even if it is? Wrong decision? It also failed to affect its great cause. Cao Cao made a shocking remark because of his paranoia: I would rather lose this world than let it lose me? In fact, Cao Cao's point of view is that wrongful death is not terrible, but terrible is wrongful death. And many of our managers were unjustly killed by their subordinates just because of their trust. There is a cloud in Mandarin:? Be careful to sail for ten thousand years, okay? Caution is caution. Another explanation for caution is paranoia. Therefore, being suspicious is not a bad thing for managers. Marx has a famous motto called. Think about everything? What do you mean, thinking about everything? Is to pay more attention to anyone and anything. It is true that paranoia sometimes hinders the development of the cause and may even cause huge losses, but no matter how great the obstacles and losses are, they are not enough to shake the foundation of the cause. Like what? Be careful to sail for ten thousand years, okay? Similarly, excessive caution may lead to slow sailing, but it will reach the end sooner or later. On the contrary, if you venture ahead quickly, you may reach the finish line ahead of time, but you may never reach the finish line. Therefore, as a manager, if you want to be observant and prudent, you must hold a? Doubt everything? Attitude.

Of course, managers should hold it at work? Doubt everything? Attitude, not a kind? I don't believe anything you say or do. Attitude, but to have the following three correct and scientific management concepts.

First, don't use trust instead of ability assessment. ? Elite politics? Is the greatest expectation of subordinates to managers, but in every subordinate's heart, they will think they are real? Sage? . If managers only rely on trust to select and employ people, can the result really be achieved? Elite politics? , will seriously dampen the enthusiasm of subordinates. Therefore, managers should never use trust instead of ability assessment, but should actively establish a whole set? Is it a mule or a horse, pull it out for a walk? A new system of selecting and employing people is fair, which uses the system to evaluate the ability and uses the system to select and employ people.

Second, don't replace laws and regulations with trust. For example, if there is a system of asking for instructions, reporting, supervision and inspection at work, then you can't omit asking for instructions, reporting and other links because you believe that someone can complete the task, and you can't ignore supervision and inspection because of trust. The news often reports some major production safety accidents, and the first conclusion of each safety accident is absolutely: the system is not implemented. However, each system was not effectively implemented at the beginning, and the reason must be that the superiors trusted the subordinates without supervision and inspection. There is a saying that trust can't replace supervision. In fact, in the implementation of the system, no one can rest assured.

Third, don't use trust instead of investigation and study. It is an important part of management to be good at listening to the opinions and suggestions of subordinates in the decision-making process, but when each subordinate gives suggestions to managers, it is definitely not to harm his own interests. Therefore, when managers listen to the opinions and suggestions of their subordinates, even they are the most trustworthy? Capable person? Suggestions, even if they are put forward by a friend in need, even if they are put forward by senior employees of enterprises, should not be blindly accepted, but should be fully investigated and passed first? Seeing is believing? Provide a basis for decision-making, and then listen to various opinions and suggestions to make corrections? Seeing is believing? Medium? Looking across the ridge into a peak, how far is it? Problems, and comprehensive consideration of various opinions and suggestions to make their own decisions. Here, the purpose of investigation and research is to seek truth from facts, to listen to opinions and suggestions is to follow the mass line, and to make up your own mind is independent. Seeking truth from facts, the mass line and independence? What is this? The living soul of Mao Zedong Thought.

In a word, managers can trust anyone in their lives, but they should never seek something to trust in their work, let alone. Believe it or not, I do. . Managers should always remember that failure begins with negligence, and negligence begins with trust.