The energy of the waterfall comes from the drop from high to low; The energy of current comes from the voltage drop of free electrons flowing from the positive electrode to the negative electrode. Similarly, the vitality and motivation of the team comes from the gap between the echelons. If a new employee sees that the employee who has worked for five or six years is the same as himself in all aspects, he will lose the motivation to move forward. When new employees see that there are levels and levels in the team, they will have goals, motivate themselves to work hard and climb up.
At the same time, people at the top of the echelon will always be vigilant for fear of being caught up or surpassed by the "pursuers" behind them. This will form a chain reaction. Everyone is in an uncertain position in the team, or in a dynamic position, so there is always a sense of tension and they dare not relax. It is precisely because of everyone's sense of crisis that the team will not be like a stagnant pool.
In many teams, interpersonal relationships between people are tense and internal friction is high, or the internal staff of the team don't put all their energy into their work, and gossip during working hours, which is short for parents and long for gossip. The essence of these abnormal phenomena comes from the lack of pressure and insufficient energy to pay attention to other things. The pressure should come from the healthy competition within the team. If there is no goal incentive and competition incentive between echelons, then there will be a phenomenon of eating the same pot, or a perfunctory phenomenon.
Everyone wants to make progress and improve, but it is difficult to achieve the goal by relying entirely on their own self-control. Only when you have a direction in your heart and lose the external mechanism can you "travel thousands of miles a day;" Ma Shijia will arrive in ten days. "
Third, the training of talent reserve echelon is the best gift for subordinates.
If the talent echelon only relies on external recruitment, resulting in the gap between ability and business level, thus forming the hierarchical structure of the talent echelon, this recruitment echelon is unstable, can be quickly built in a short time, and will also be swept away by any external force in a short time. Because, in this talent echelon, team members have never invested in the team, have no sense of accomplishment, and have no sense of team identity brought about by growing up in the team.
Therefore, if the team is not carefully cared for, cultivated and cultivated, the cohesion will be very weak and can't stand any wind and rain. Therefore, many managers dare not criticize their subordinates and dare not talk to them, because without emotional support, they will collapse as soon as they talk. Feelings come from the collision and running-in of each other on the basis of respect, from the selfless and wholehearted training of each subordinate, in exchange for the indomitable team centripetal force of subordinates.
At the same time, the tendency of cultivating reserve talents at all levels is teaching and learning, and teaching is the highest form of learning, thus making the whole team brew an atmosphere of learning organization. As long as a team keeps learning and making progress, the atmosphere of this team must be pure, harmonious and positive. In such a cooperative and competitive team, team members will get great promotion effect through mutual influence and promotion.
This is the best reward for subordinates.
Imagine that in a team, there is no distinction, no hierarchy, no learning, no example, no goal, so it is conceivable that the cohesion and combat effectiveness of this team will be problematic sooner or later.
If a school has only one grade, it cannot survive for a long time. There is a grade difference between the upper and lower grades in the school, so all members can learn from each other and promote each other.
And how to form an excellent talent echelon? In short, the talent echelon resource pool is like a fish pond, the talent differentiation mechanism is to select fry into the pond, the talent training mechanism is like feeding fish every day, the talent selection mechanism is like fishing fish from the fish pond, and the talent development incentive mechanism is mainly to motivate the person in charge of the fish pond. Grasping these points, establishing goals and directions from a macro perspective, and applying methods and mechanisms from a micro perspective, the talent echelon will be "as small as possible, as small as possible".