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. At the same time, don't forget to set up files and do some summary work regularly, which will make employees more grateful to managers for seeing their progress.
Provide a good working environment.
Working environment is an important factor that affects employees' good performance in work enthusiasm and special skills. Among the mediocre employees, it is likely that some people did not do well in the early stage, and people around them will inevitably have opinions on him, but it is difficult to quickly turn the situation around; Some people can't make achievements for a long time because their work hinders the development of their specialties. For such a worker, you can consider changing jobs, putting him in a new environment and post, and letting him play drums again and start a new business. Facts have proved that this is also an effective method.
Appropriate pressure
In some cases, it is necessary and beneficial to put a little pressure on mediocre subordinates. Just as track and field athletes are likely to play better than usual under fierce competition pressure; Actors often perform better in front of the audience than in the rehearsal hall. For people with low ability, it is necessary for managers to help them improve. Especially when their ability is improved, it will take a long time to give them some pressure, or "nudge" with words, "stimulate" with other events, or "add some code" appropriately at work, so that they can turn pressure into internal motivation, which is faster than simple "protection".