How to manage employees without unity? 1 We should know that people are aggressive. When there is no fighting environment outside, they will aim inside. Therefore, there is a throb between organizations, mostly because there is no pursuit of Chou He with * * *. Especially as a middle-level manager, it is necessary to create such opportunities for the outside world, or to establish the pursuit of * * *, which is the departmental goal. Of course, internal coordination, division of labor, systems and processes are also very important. So how to manage these disunited subordinates, there are the following suggestions:
1, know how to respect differences and learn to balance.
For such a group of people, we should know how to distinguish differences. Everyone has his own different personality. You can't unify them into the same personality to meet your management, but learn to balance and introduce three concepts to them through training. First, let them realize that "arrogance is a sign of ignorance, and the fuller the ear of rice, the lower it hangs"; Second, let them realize that "people need to support each other, and it is difficult to walk alone"; Third, "it is easier to make progress and grow up with people who are stronger than themselves." Enterprise managers should observe and make rational use of the project leader, who is a person with good work and personnel and certain influence, and try to get his support.
2. Establish a unified team management goal.
The goal of team management should be to create a departmental culture of mutual respect and mutual assistance, full of vitality and competitive consciousness, so that subordinates can understand the overall situation of the matter and how other employees cooperate, which is very conducive to improving work efficiency. Knowing the overall situation, subordinates will understand the principles of these things and be flexible in some details. Over time, subordinates will seriously think about their work and tell you some of their suggestions and ideas. Not only will you have a good staff officer, but his work will also be full of energy.
3. Create opportunities to help them through the psychological adaptation period.
The enterprise system is hard and cold, and the principle is "square", which must be adhered to. At the same time, in the construction of enterprise team, various forms of humanized management of softness, enthusiasm, softness and roundness play a key role in stabilizing the team and can also stimulate the overall creativity of the team. The attitude of employees and the vitality of the team determine the fate of the enterprise. Only by making employees change their working attitude can the whole team be dynamic. In fact, for anyone, doing a repetitive job every day will one day become very tired of this job. Therefore, as a team leader, the first thing to do is to make employees enthusiastic about what he is doing and make them like this job.
We can organize team activities such as departmental dinners, sports competitions, karaoke on weekends or outings, which will not only help them get to know each other better, but also relieve their pressure and emotions to a certain extent, and shorten the time for them to make psychological adjustment and run-in with their new colleagues.
4. Establish prestige and gain recognition from employees.
According to different tasks and different evaluation directions of the same task, various benchmarks are set in the department. Let them realize that "an inch is long and an inch is short", which will create an atmosphere of striving to be the top leader in the department. For those who don't perform well, the leader will take the final performance evaluation interview as an opportunity to give guidance and strengthen the values you advocate.
Team leaders should create an open and frank communication atmosphere within the team so that employees can fully exchange opinions. Every employee is not only free to express personal opinions, but also can listen to and accept the opinions of other employees. Through mutual communication, we can eliminate barriers and enhance understanding. Let employees know their progress and can foresee their future development. With a clear direction, they will have more confidence in their work.
With the rapid development of global science and technology and economy, the improvement of enterprise modernization, the perfection of modern enterprise management system and the management of talents, how to fully mobilize the subjective initiative of all employees in enterprises and make managers and employees at all levels give full play to their intelligence has increasingly become the core of enterprise management, which is the art of management.
As the person in charge of the company, I would like to talk about some superficial experiences on employee management:
1, we should have practical rules and regulations, scientific and effective business processes, and always stimulate the entrepreneurial spirit.
Through years of practice, we have come to the conclusion that there are not too many systems and rules, but they should be tailored and strictly implemented, and there should be a clear division of labor (responsibility, power and benefit) in business. The whole company should work according to the business process and standardize the daily business. As an excellent company, you must have your own management philosophy different from others, and you must have an entrepreneurial spirit that can spur employees to forge ahead.
2. Establish a diversified concept of integrity.
In a company, honesty should be the basis of interdependence. We are a foreign trade enterprise. Integrity should be emphasized between the company and foreign customers and domestic processing plants. Bosses should keep their promises to employees, and employees should be loyal to their own companies. The boss should not promise his employees at will. Once he promises, he must do it and do it better than he promised.
3, according to the different situation of employees, care about and solve their main difficulties, and solve problems for them.
Every employee's source, family background, social scope and ability are different, so the difficulties that need to be solved most are different. As a boss, you should carefully observe and analyze the difficulties that each backbone needs to solve most, and help them as much as possible, and this kind of help must be grasped at the right time and used on the "blade". In addition, employees are sick, there is an emergency at home, and employees have birthdays. We must give timely and enthusiastic attention.
4. Grasp the critical point of contradictions among members within the enterprise.
As a boss, it is not necessarily a good thing for people under his command to get along well and unite as one, so it is easy for the collective to be enemies with the boss, the centripetal force of the boss will be reduced, and the company's reform measures will be difficult to implement. A company should be responsible for all personnel and loyal to the company and its boss, but there should be appropriate contradictions between departments, middle-level cadres, middle-level cadres and other management (the boss should allow some contradictions). In order to supervise and compete with each other, it is conducive to the implementation of major decisions and the management that the boss is familiar with. However, it must be noted that the contradiction between the two should not be too great, let alone at the expense of work, and we should seize the critical point of the contradiction between the two.
5, often organize employees to learn, enrich their spiritual and cultural life.
A) The boss should personally give lectures to all employees twice a month, and the time should not be long (generally 20-30 minutes). Tell employees new ideas, the impact and opportunities of the new international and domestic situation on us, how to improve their self-cultivation and how to be a man, and introduce examples of excellent Chinese and foreign enterprises and various successful people (of course, this requires the boss to study hard, accumulate hard and be good at summing up). Must be vivid and thorough, so that every study can make employees feel refreshed. After studying, some employees can talk about their experiences, which will not only make the boss
B) Organize professors from Song Xinyu,,,, Jin, etc to give lectures. Let all employees have a clear understanding of how to improve their moral cultivation, how to be a person, how to understand leadership and execution, how to be a qualified employee, how to deal with customers and how to understand corporate culture. It has played a subtle role in educational transformation.
C) Employees should be selectively and appropriately involved in learning in the industry to keep abreast of new trends and new knowledge, but not too much or too long.
6, clear responsibilities, maximize the enthusiasm of personnel at all levels, distinguish the relationship between leaders, leadership and implementation.
Within the enterprise, we must clearly define the division of labor and carry out our duties. The boss of the enterprise is to guide the development direction of the enterprise and formulate the business philosophy and strategic thinking of the enterprise. The CEO or vice president is to effectively implement the business philosophy, development plan, long-term, medium-term and short-term plans formulated by the company boss. The leader's leadership thought, the executor must have a strong executive power, the two should have a clear division of labor, and try not to go beyond it. Similarly, the CEO or vice president should fully respect the authority of the managers at the next lower level and try not to overstep their authority or interfere, so as to ensure that personnel at all levels can give full play to their intelligence and subjective initiative.
7. Leaders should pay attention to personal charm.
To retain talents, attract talents, and let talents work for the company willingly depends not on getting along with employees in fear and care, nor on begging and endlessly meeting the needs of the backbone, but on the boss's personal charm, his noble character, profound knowledge, forward-looking vision, keen mind, bold style, broad mind, modest and peaceful style, and the system and mind forced by the company. Talents are more attractive, which makes many talents feel that it is valuable to work with such a boss. They can not only give full play to their talents, but also learn a lot of useful knowledge, experience and excellent style, thus having an infinitely bright future.
8. The boss must have a confidant in the enterprise.
The boss must have his own confidant in the enterprise. A bosom friend is not cronyism or cronyism. The so-called bosom friend should be the backbone of the boss's effective implementation of his will and thoughts, a partner and comrade-in-arms who can share weal and woe with the boss, and a cool oil when the boss is smooth and prosperous. It is a warm water bag when encountering many difficulties and cold setbacks. Confidant is the boss's several pillars in the enterprise. As long as the pillar does not fall, no matter how big the risk, the enterprise can bear it.
9. Encourage more, criticize less, and don't be stingy with your praise.
Timely and generous praise and praise of your subordinates and employees is an important function and magic weapon of the boss. Whoever uses it well will bring vitality and vitality to the enterprise. According to everyone's different characteristics and psychology, you should always say to your subordinates: you work hard and do well; You work hard and make remarkable achievements; Your diplomatic ability is very strong, and you can conquer many customers; You are an understanding person, with an open mind and great affinity. You are very clever. As long as you keep working hard, there will be great progress and development in the future. Your ability is very strong, I am very relieved of you; Your imagination is really rich; Your clothes are very decent. Wait a minute. No one wants to listen to criticism, even the kindest criticism. Getting praise, especially from the boss or leader, is the happiest thing for almost all subordinates, which can often get twice the result with half the effort and even have unexpected results.
10, foster strengths and avoid weaknesses, give full play to everyone's strengths, and don't try to change the shortcomings of employees.
A person's advantages and disadvantages are formed for a long time, and it is difficult to change them in a short time. If a manager wants to change a person's weakness, he will pay a great cost and the effect will be minimal. The most effective way is to foster strengths and avoid weaknesses, let him (her) give full play to his (her) advantages, tolerate his unprincipled shortcomings and shortcomings, and truly make the best of people and live in harmony.
1 1. Organize colorful parties and activities.
Let the employees of the enterprise feel at home in the enterprise and operate as if they were at home. They often organize and hold some activities, such as spring outing and sports activities (bowling, swimming, long-distance running, mountain climbing, table tennis, football, volleyball, etc. ), hold karaoke competitions, and collectively participate in birthday parties, group dinners and professional knowledge competitions of each employee.
12, master the reasonable personnel flow.
A well-developed company, managers must grasp the reasonable personnel flow, try to retain the backbone of the company and employees who work actively and take the enterprise as their home, so as to maintain the stability of the team. But for employees with bad moral character, lack of sense of responsibility in work, poor learning ability and frequent mistakes in work. When repeated education has no obvious effect, we should decisively dissuade and avoid indecision. It should be understood that a company's frequent and reasonable personnel flow is conducive to the formation of a competitive mechanism, stimulate the subjective initiative of employees, play the role of survival of the fittest, and enhance the vitality and competitiveness of enterprises!
In short, the management of enterprise employees must be based on the specific situation of each enterprise. Different enterprises, different products, different regions, different knowledge structures, different times and different proportions of men and women. The characteristics presented will be different. Only by carefully analyzing the characteristics of employees in their own enterprises and through a lot of practice can we sum up the personnel management strategies suitable for their own enterprises, and constantly adjust and improve them, so as to make the enterprises full of vitality, truly do other work of the enterprises and gradually improve the management.