With the rapid development of enterprises, how should leaders manage their employees?

To manage talents well, as long as we work hard on these four "sons", we can get good results. First, weave a dense "net". Man is a gregarious animal, and only by exerting the power of cooperation can he survive and grow in the jungle world. On the one hand, the net of the weaving system. Perfecting the organizational structure, rules and regulations, and putting talents in a small grid can not only enhance the sense of belonging of talents, but also mobilize talents to "attack the city" through organizations and systems. On the other hand, weave a dense task network. Clear organizational goals, break down tasks, and refine responsibilities, so that talents can have something to do and not be idle, and stimulate the passion of entrepreneurs.

Second, give enough "face". Man is an animal with spiritual will and always needs the support of spiritual strength. Since the talents who can be selected often pay more attention to spiritual things than ordinary employees, giving them enough "face" often means that talents are dead set on working with you. First, care at work, care in life and respect in language; The second is to shape the corporate culture, convey the value and mission, and understand the significance of this work; Third, properly organize activities, group activities or group activities to reconcile the feelings of the talent team.

Third, issue enough "fines". People are very realistic species, instinctively like material enjoyment and need to be rewarded. Look at the keepers in the zoo. When training dolphins, they will be rewarded with a piece of food every time they complete an action. In the final analysis, people are also animals, and animals need rewards and incentives. Very stingy talent management that issues "tickets" is hooliganism, that is, PUA. To stimulate the fighting spirit of talents and retain talents, please issue a "ticket". Otherwise, people run away, who do you care? !

Fourth, there is a "seat". According to Maslow's hierarchy of needs theory, people have five levels: physiological needs, security needs, belonging and love needs, respect needs and self-realization needs. After finishing the first three "scores", we still have to leave a "seat" for talents. Not everyone can have a seat, but at least let them have hope of seeing a seat. Otherwise, people choose to quit because they can't realize themselves in your company.

In short, as long as we can weave a dense network, give enough face, give enough money and leave enough seats, it will be difficult to manage talents badly.