In an enterprise, it is impossible for everyone to be excellent. Most employees are neither your proud right-hand man nor your headache. In fact, their ranks are not much different, and the number of people is indeed the largest in the company. Managers should not ignore the role of these people. The same is true for departments, where employees with similar levels and abilities constitute the main body of the department. Ignoring their importance and failing to manage these numerous "middle classes" is certainly not successful for managers.

Managing mediocre employees is to promote them. So how can we help improve it? Managers can start from the following aspects.

attach importance to

Because they are the most inconspicuous group in the company and department, they will feel a little inferior or wronged. Inferiority greatly limits one's ability, except for a few "top" achievements. This is similar to a sports competition. If you see that the other side has an advantage, you will be flustered and short of breath, and you will definitely not be able to play it. The more you compare, the more you lose; If we can strengthen our confidence, rally, go all out and work hard, we can not only reverse the defeat, but also overwhelm the other side and turn defeat into victory. Therefore, managers should approach such people, talk with them, list their advantages or achievements, and prove that they are not much worse than others, and they can do better, so as to restore their ideology with others and stimulate their self-motivation and self-confidence.

Guidance and communication

Because such employees lack confidence in themselves, managers should be prepared to spend more energy working with them. It is more specific to assign work to these people, not only to hand in tasks, but also to hand in ways and means. In the process of completing the task, managers should strengthen guidance, help them overcome difficulties and remove obstacles, so that they can constantly increase their experience and give full play to their talents with confidence. However, it should be pointed out that managers can't teach by hand all their lives, and they must strive to improve their abilities. In other words, the best way to help people with low ability is not to "feed" them, but to find ways to make them think more and "fly by themselves".

Don't hurt their pride.

Everyone attaches great importance to their own face, especially those employees who are mediocre enough to have inferiority complex. They are more sensitive to words and deeds that hurt their self-esteem and have stronger self-esteem. Therefore, as a manager, in the daily management of such employees, we should pay special attention to our words and deeds and not damage their self-confidence. For example, when assigning work, we should not only consider how to let them complete the task, but also take incentive measures that can make their faces shine. When you need criticism, don't hurt their feelings and personality and humiliate others, which will easily make them hostile or give up on themselves.

Help them make achievements.

Although most employees can't become excellent talents, everyone has the hope of developing themselves, and everyone deserves the opportunity of self-development. Preparing some personal development plans for them can make them feel that the company really needs them and is willing to hire them for a long time. If managers think the work is too complicated, they can make and implement these plans by grouping employees.