It sounds "fresh", but I think it makes sense. Managers should understand that managers are tools and resources for employees.
Why do you say that? It can be seen from the setting of the role of manager.
Why do you need a manager?
For example, a team of five people, everyone needs to do their own work.
But in this process, what if everyone's time and needs are wrong? What if there is a conflict between what everyone is doing? Everyone will spend a lot of time on communication and coordination, and become inefficient.
At this time, a manager can be elected to improve efficiency through the coordination or decision-making of managers.
The last five people did more work than seven or eight people.
You see, the manager's role orientation reflects his responsibility to help everyone solve problems, thus improving the efficiency of the organization.
As peter drucker, a management guru, said, knowledge will become the most important factor of production in today's era. The success of an organization lies in creating a suitable working environment and giving full play to the creativity of knowledge workers.
Therefore, managers need to serve their employees well and stimulate their creativity.
However, many managers misunderstand that they serve the boss, while subordinates should serve themselves.
Think about it, managers report to show their work results, not to ask for resources from superiors.
The next time is to give them resources. You need to think at the business level: Why do you lead this team? What value can I bring to the team?
So how should managers serve their subordinates in the specific implementation? In fact, it is three aspects.
After the employee's performance goal is set, you can't ignore it, but track the employee's process. If the employee is not competent enough, give him counseling and teach him tools and methods. If you don't have enough will, you need to adjust his state.
This also requires managers to have a certain level of management and a complete set of management methods. Can you solve these problems?
-set a goal, everyone denies it, how to solve it?
-How to set a goal that everyone agrees with?
-You can make employees feel good. Do you want to do it?
-Do you follow the process after setting the goal? Do you know what to do in step six?
-Can you pay special attention to the details of employees so that employees can achieve their goals with good quality and quantity?
……
You see, it's complicated. If you want to solve these problems, you can learn about the casing management workshop and learn about the enterprise management system that sets goals and pursues the process to get results.
Through these actions you have done, you will finally help him achieve business results.
When an employee comes to a company, he will always get two salaries, one is visible salary and bonus, and the other is his growth space.
Growth is also divided into two aspects.
On the one hand, encourage him to pursue higher performance. Therefore, we should stimulate the potential of employees and make them willing to pursue higher goals.
As the sculptor Michelangelo said, "I saw a imprisoned angel on the marble. Only by carving it all the time can I free him. "
This sentence later derived the Michelangelo effect, which roughly means that a good leader can discover the advantages of employees, give them continuous encouragement and encouragement, and make their subordinates become better. Then it will enter positive and enhanced feedback. The more you encourage, the better you will become.
The second aspect is the personal growth of employees. This is the real standard of cultivating employees, teaching employees to be human and doing things, and making them better people.
So you are required to have a team management system. You should be able to coach and train employees. For example:
-How to do situational counseling for different employees and different states?
-How to improve employees' willingness to work?
-How to bring a team to inspire everyone's morale?
-How to select excellent people for new business?
-how to make achievements to convince everyone?
……
I believe there are more problems than this in the actual work scene.
Therefore, the requirements for managers are very high. In addition to goodwill, managers should also have the ability to fly close to the ground.
If you want to get results, you need to understand their work and be able to participate in it. Only in this way can you give your advice when they encounter very difficult problems.
Many managers will think that it is enough to care about employees' work, not life.
Actually, it's not. In today's knowledge age, people's output is also closely related to their own state and mood. If you don't care about their lives, it will also affect your work.
If the team wants to win the battle, in addition to having a common goal, it also needs you to be with everyone's heart. If you don't care about the lives of employees and can't eat and play with everyone, there will be no cohesion.
When he is in trouble, you can talk to him and care about him. He will feel that this is a very loving team, not a cold machine in operation. If you don't give emotional care, when the team encounters difficulties, he will quietly "disembark".
So when I took the team before, my subordinates and I were very good friends in life.
Managers should really care about team members and make friends with them in life. Only by really understanding him can we motivate him better. But this does not mean that we should be good people. We also need strict requirements in our work and have our own bottom line.
If you can help subordinates make progress in their work, there is a very good team atmosphere in the team and the work is interesting enough, then the best reward for subordinates is the work itself. Your management will also be fruitful.
& lt& lt& lt Zhang Lijun study notes.