Mr. C is the head of the marketing department of Company X, and D is his subordinate. Section chief c has relatively deep qualifications, but his ability is average. Shortly after the start of the work, D has made the section chief understand the gap between the two sides. Take the simplest example as proof: Chief C's computer level is not high, so he has an inexplicable fear of modern communication tools such as e-mail. On one occasion, he asked D to send a National Day promotion notice to branches all over the country, and D sent a mass email to get it done in three to five minutes.
However, section chief C was not at ease and said, "What if some branches didn't start up or started up but didn't receive it?"
D replied: "Nothing. I have sent emails to at least two mailboxes in each branch to ensure that everything is normal. "
"Still no", section chief C is still not at ease. "You might as well send them a fax. Let them sign for it and send it back. It is the responsibility of the branch to make mistakes again, and it cannot be said that it has not been noticed. "
So a two-page fax was sent to more than 20 branches across the country. For more than an hour, D stood by the fax machine and mechanically said the same thing: "Hello, XXX branch?" I'm from the marketing department of the headquarters. Please give me a signal. I will send a two-page fax, and then send a copy back after signing for it ... "Then I heard a beep and did the same paper feeding action. ...
Little d can't help it He had a fierce argument with section chief C that day. Xiao Li said angrily, "The company wastes resources and is inefficient because of people like you." Section chief C replied, "If you don't want to do it, you can choose to resign."
In this way, under the constant suppression of section chief C, later D resigned angrily. However, two years later, when D had become a senior executive of another company through his own efforts, the chief C was laid off. Later, C went back to the talent market to find a job, and finally found a business-related unit. When the personnel manager took him to see the head of the department, he was confronted by his former subordinate D.
The failure of section chief C lies in his lack of tolerance for his subordinates and his failure to strengthen his study. When you find that your subordinates are growing rapidly, the correct way is to immediately realize the urgency of your study, instead of trying to suppress your subordinates. Southwest Airlines, which has been profitable for 20 years in a row, has maintained its employees' high recognition and enthusiasm for the company by providing support everywhere. Southwest Airlines requires management to keep close to employees, participate in the work of front-line employees, listen to their voices and tell them suggestions and ideas on how to improve their work. Unlike other service companies, Southwest Airlines doesn't think that customers are always right. Herb Klech, president of the company, said: "In fact, customers are not always right. They often make mistakes. We often meet addicts, drunkards or shameful guys. At this time, we should not say that the customer is always right. We said, "You should never fly on Southwest Airlines again, because you treated our employees like that. "It is this kind of' offending' unreasonable customers and protecting their employees that makes every employee of Southwest Airlines get good care, respect and love. Employees repay customers with ten times enthusiasm and service. Herb Kohler said: "There may be other companies with the same cost and the same service quality as our company, but there is one thing that they can't be like our company, at least not easily, and that is the mental state and attitude of our employees towards customers. "This is the secret of Southwest Airlines' long-term profit.
In our opinion, some methods used by these companies seem not surprising, but it is not easy to do these things persistently. The reason why a successful enterprise can succeed is to do so persistently. Make your employees happy.
Working with friends is far more interesting than working under "father". They probably think that only in this way can they win the respect of their subordinates and establish their own authority, thus facilitating management. This is a misunderstanding of management. Modern people's sense of equality has been generally enhanced, and it is really impossible to be an authority with a straight face! Let go of your sense of respect for your elders and be your friends at a lower level. You will have more happiness, make your work more efficient and creative, and your career will eventually be brilliant! You give employees a happy working environment, and employees give you efficient work returns. Make your employees happy!
Relevant survey results show that the group with the highest productivity in enterprises is not employees with rich income, but employees with comfortable working mood. A pleasant working environment will make people satisfied, so they will work actively. An unpleasant working environment will only lead to inner conflicts, which will seriously affect the performance of the work. How can we make employees happy? Henry Heinz of American H·J· Heinz Company told us the answer.
Heinz is a super food company with world-class influence in the United States. Its branches and food factories are all over the world, with annual sales exceeding 6 billion dollars. Its founder is Henry Heinz.
Henry 1844 was born in Pennsylvania, USA, and has been growing and selling vegetables since he was a child. Later, he founded the Heinz company named after himself, specializing in food business. Because Henry is good at management, he won the reputation of kimchi king soon after the company was established. By 1900, Heinz has been able to provide more than 200 kinds of food and become one of the well-known food enterprises in the United States.
The success of Heinz Company is closely related to Henry's emphasis on creating a harmonious working atmosphere in the company. At that time, Taylor's scientific management method was very popular. In this scientific management method, employees are considered as "economic men", and their only working motivation is material stimulation. Therefore, in this management mode, the relationship between owners, managers and employees is strict and there is no emotion at all. But Henry doesn't think so. In his view, money can certainly promote employees to work hard, but a happy working environment can promote employees' work more. So, starting from himself, he took the lead in breaking the strict relationship between the boss and the employees in the company: he often went down to the employees, chatted with them, understood their thoughts on work, understood their difficulties in life, and encouraged them from time to time. Everywhere Henry went, he was full of laughter and joy. Although he is short in stature, all his employees like him very much and work hard.
On one occasion, he went out to travel, but he came back soon, which made the employees wonder. So an employee came forward and asked why. Henry said a little disappointed, "I feel bored without you!" " "Then, he arranged for several employees to put a big glass box in the center of the factory-in this glass box, there is a huge alligator!
Henry smiled and said, "What's the matter? Does this guy look funny? ! "At that time, it was not easy to see such a huge alligator. The employees who came around were shocked and shouted for fun. Henry went on to say, "Although my trip was short, it was my most unforgettable memory!" " I bought it in the hope that you can have fun with me! "
It is Henry's way of sharing weal and woe with employees that makes the employees of Heinz Company obtain a harmonious and happy working environment, and it is this environment that makes Heinz Company successful. Henry's successor inherited his demeanor, which made the company brilliant today.