First, set an example. In order to make elite teams like wolves, managers must first become wolves. It has been said that a wolf can turn a flock of sheep into a flock of wolves, and a sheep can turn a flock of wolves into a flock of sheep. Ulfsaar will have a nest. Although this statement has grandiose elements, it shows that the comprehensive ability of managers is very important. As the saying goes: it is right in itself. If you don't do it, do it. If you are askew, you will not be able to do this. If you smell it, you will be happy, but if you don't want it, you will be just. Therefore, whether it is to abide by rules and disciplines, or to follow professional ethics, whether it is to implement work objectives or study tasks, whether it is to follow style discipline or management system, whether it is at work or in extra work, within eight hours or beyond, whenever employees are required to guarantee, managers must be able to guarantee first. If not, employees cannot be required to guarantee. As long as the manager always considers everything for the employees, the employees will undoubtedly ensure that the scholar will die as a confidant.
Second, only in the right position can we make the best use of it. In "Water Margin", a leader like Song Jiang can crack down on criminals who steal goods with a group of rabble, dominate one side and deceive others, thus creating an elite team that can overcome difficulties and get everyone's praise. A key reason is to give full play to the initiative, initiative and creativity of every member of the elite team in the ultimate goal. Therefore, in order to build an elite team like wolves, it is necessary to build a broad performance stage for wolves, so that they can fully display their expertise, reflect their use value, gain the attention of enterprises and social development, and achieve a win-win situation for enterprises, managers and employees in implementing various work objectives and clear development plans.
Third, rewards and punishments are clear, and rewards and punishments are lazy. In accordance with the top-down, bottom-up, full participation, we will constantly explore changes and constantly improve various management systems. Through many promotions, full participation and special study and cultural education, the management system is deeply rooted in the hearts of the people, connected with Sun's spirit, and becomes the work and strategic thinking of employees, comprehensively improving the initiative of employees to abide by the rules and discipline, and ensuring that orders are carried out, prohibitions are stopped, and discipline is strict. Clear rewards and punishments are the essential qualities of every manager. But I think, at the beginning, rewards should be given priority to, supplemented by punishment.
Secondly, we should master the degree of rewards and punishments. In the case of "reward", we must fully consider sustainability and the experience of most people, because sometimes a person's reward is too high, which will endanger the initiative of most people. In the case of "punishment", we should not only consider the extent of punishment, but also attach great importance to the voice of the people. We must be careful to carry out the punishment that most people resist. Sometimes we prefer to change the rules and regulations rather than severely crack down on the voice of the people, because those who win the hearts of the people win the world. Excessive resolution of rules and regulations, although it can receive the actual effect of strict discipline, is also very easy to turn people into dolls. When negative emotions accumulate to a certain extent, they will get out of control. The national subjugation of the Qin Dynasty is an example.