The survival and development of human needs, and freshness is the basis of a person's existence and existence.
1, what is "fresh"
Simply put, it is a thinking mode that is not trapped by traditional thinking, meets the needs of modern society, seeks breakthroughs and gets twice the result with half the effort. In our daily life and work, in our pursuit of success in life, we should be good at breaking the traditional model, thinking from different angles, keeping pace with the times and being brave in innovation, so as to achieve twice the result with half the effort.
2. Give full play to your advantages
The traditional view is that we should emphasize on making up shortcomings and improving deficiencies, so as to define "progress". In fact, when people spend energy and time to make up for their shortcomings, they have no time to take care of strengthening and giving play to their advantages; What's more, anyone's lack is much more than talent, and most of the lack is irreparable.
According to the theory of success, the most important thing to judge whether a person is successful is whether he has brought his own advantages to the extreme. A long-term study of 2000 social celebrities and successful people in the United States by a famous American consulting company found that although their paths are different, successful people all have one thing in common, that is, they all have distinct abilities and know how to "foster strengths and avoid weaknesses".
If you want to succeed, I hope you will do the same: give play to your advantages, no matter what; Control your weaknesses, no matter what.
Second, we must have clear goals.
After defining your own advantages correctly, you need to set your life goals according to your own advantages. It is very important for every professional to set clear goals. In order to achieve the ultimate goal, goal setting can be divided into long-term, medium-term and short-term, and short-term goals need to be decomposed into a series of specific and clear small goals. This is conducive to gradually achieving the goals of each stage.
Third, we must have strong mobility.
Any successful theory must be put into action in the end, and it must be super positive, so that you can achieve real, tangible success. Super mobility includes the following aspects.
1, planning ability
With a clear goal, you need to make a detailed implementation plan according to your goal. No matter how many things you have to do, you must make a plan first and arrange the order of achieving your goals. After the first goal is completed, the second goal can be achieved, so that all the goals can be achieved.
2. Time management ability
You have set a goal and made a plan to achieve it. In the process of implementing the plan, you need to strengthen your time management No matter rich or poor, the time allocated by God to each of us is equal, 24 hours a day, 1, 440 minutes. But why are there different results? Because they have allocated and managed their time differently.
A person can succeed because he did something different from you in 24 hours. If we want to succeed, we must manage our time better, improve our work efficiency and get rid of the habit of wasting time.
3. Super learning ability
In fact, knowledge itself has no power. Only by transforming knowledge into efficient actions can we generate strength. At the same time, because knowledge is updated faster and faster, the depreciation and depreciation of knowledge are also faster and faster. So you must race against the devaluation of knowledge, keep charging, keep learning new knowledge and keep pace with the times, so that you can be in an invincible position. Whether it is an individual or an enterprise, the only lasting advantage in the future is to ensure the ability to learn faster than your opponent!
4. Self-marketing ability
Alfred Leon of Philip Morris, who was called "American Master" by Forbes magazine, said: "Remember, your customers are not buying your products, but your personal charm. Then they help you make products. " Philip Morris Company, American Marlboro cigarette manufacturer. 10 I have been teaching my marketers this way for many years. I always urge them to sell themselves first if you want to succeed.
5. Willing to work hard.
Mr. Hu Shi once said: There are too many smart people in this world, and too few people are willing to work hard, so only a few people succeed! I have carefully studied and practiced this sentence and made an explanation for "willing to work hard": willing-active, positive and conscious, that is, "spontaneous" work; Downward action, positive action, super maneuverability; Stupid-do your job well, do your job well, start from every little thing around you, not speculative, not treacherous, serious, practical, diligent and negative; Kung fu-working hard, is useful, not useless. Stupid kung fu does not mean considerable kung fu, but "diligence+cleverness".
Fourth, we must have the spirit of never giving up.
There was a man in American history who did business at the age of 2/kloc-0. At the age of 22, he lost the state legislature election; At the age of 24, the business failed again; At the age of 26, his beloved wife died; At the age of 27, he had a nervous breakdown; At the age of 34, he lost the election of the Federal House of Representatives; At the age of 45, he failed to run for the federal Senate again; At the age of 47, he nominated the vice president and lost the election; At the age of 52, he was elected as the first 16 president of the United States. This man is Lincoln, because he firmly believes that as long as he firmly believes and constantly surpasses himself, he will certainly create brilliance.
Lincoln said: I succeeded, I tried, but I never tried. If you think you are a hopeless hero, please look at Lincoln's legendary life.
Fifth, there must be ways for people in the inner and outer circles to deal with each other.
Each of us is a social person, and we have to communicate and cooperate with all kinds of people. This is what we often call "being a man". In dealing with people, the ancient copper coins in China gave us an excellent inspiration-the inner ring and the outer ring. "Square" is the foundation of being a man, and "circle" is the way to live.
Intrinsic-honest, humble, diligent, simple, trustworthy, patient, brave, fair, sincere, friendly, tolerant, helpful and good at sharing. A truly excellent life needs a correct outlook on life, that is, a moral outlook. Among all the elements of success, morality is the foundation of success. Therefore, if a person wants to succeed, his quality is the most critical, because the quality of a person determines life! To be a low-key person, a low-key person can keep the air around you and form a good interpersonal ecological environment.
Outer circle-pay attention to strategy, method and artistry in doing things. We should actively get along with others, be good at getting along and cooperating with others, actively establish extensive contacts, and be good at integrating a wide range of resources. High-profile work can win positive support and word of mouth.
In the workplace, we can often see some skilled communicators. Because they lack the soul of "Fang", it is difficult to succeed in the end.
But at the same time, we often see many professionals who are very responsible and sincere. Because of the lack of "round" art, they are depressed and difficult to succeed. Therefore, the way of being an outsider is an important factor for the success of professionals.
The key factor of success in the workplace 2. It is a very important job to establish a company's performance management system. But how can we make sure that we know this clearly from the beginning? On this issue, human resource managers have been studying and practicing for more than ten years, and many professional academic documents have published too many views and methods in this regard, and the specific figures are almost impossible to calculate. However, it is still difficult to make the best suggestions and choices from these increasing choices and related variables, because no solution can be suitable for all organizations. Every organization is unique and must find a solution that suits it.
We are convinced that the stability of human resources changes with time in the working environment. Nowadays, work requires more knowledge and skills than before. Any organization relies heavily on the intangible asset of manpower. Therefore, organizations are interested in how to optimize the management of such assets. Establishing an effective performance management system is a method of organizational optimization.
After all, many theories about employee motivation and employee development believe that an effective performance management system should be an important part of each organization's human resource management system. In order to combine performance and reward (the key is to motivate performance), organizations need to have correct methods to evaluate individual performance. In order to get development, individuals need to feedback their strengths and weaknesses. At the same time, organizations need performance information to train those individuals, provide development resources, and make individuals get the greatest help. Finally, organizations need performance information to correct performance problems and evaluate the effectiveness of their improvement work.
Undoubtedly, there are many ways to design, develop and implement a formal performance management system in an organization. Although no solution is suitable for all organizations, most people will agree that no matter how big or small an organization is in terms of income or manpower, it always needs to follow certain basic standards. The establishment of this standard must refer to several specific "key success factors", which can be taken as important factors that every organization that intends to really understand performance management from the beginning will consider when standardizing the performance management system.
The following are "key success factors":
1) Map the corporate culture and values of the organization.
Ensure that the important core values and beliefs in the organization are completely "absorbed" into the performance management system.
2) Design, development and planning stage
From the beginning, we should get the support of CEO and senior management to prepare for future dedication. This will help the implementation of the whole process and improve the acceptance within the company, and ensure that management and employees understand the whole process from the beginning and become active contributors in the design stage.
3) Pay attention to the correct performance measurement
As a team organization, it is necessary to recognize those important and few performance measurement methods, which will give the organization a clear perspective and a high degree of confidence. Of course, this confidence depends on whether the main goal is successfully achieved. These methods should be shared with other reporting processes and implemented at the same time to ensure that the whole organization is aware of the progress of other supporting objectives.
4) Associate the job description with the performance management system.
Ensure that employees can see the direct relationship between their job requirements, job descriptions and job objectives specified in the performance plan. If the relevance is not clear enough, the performance plan should be adjusted and reviewed at least once a year in the performance evaluation.
5) Evaluate performance fairly and objectively.
The ability to evaluate performance is very important, and performance evaluation requires evaluators to admit that employees' performance is divided into good and bad grades. For example, most employees can work as expected based on their own experience level and service time. However, some employees may be far beyond expectations, while others may be far below expectations. When companies evaluate employees' abilities fairly and objectively according to clear performance standards and relative contributions (compared with others' contributions), they often get the required results.
6) Training performance management managers
Invest energy in training in advance to ensure that management has relevant skills to participate in the planning process of performance management system. This training should include all managers at all levels to ensure that each manager has the same starting point, speaks the same language and uses the same tools and skills.
7) Introduce the reward mechanism into the performance management system.
The relationship between the implementation of reward system and the effectiveness of performance evaluation is very important for all aspects of performance management. Obviously, combining the results of performance evaluation with monetary rewards can make the performance evaluation system more effective. Some studies have found that when rewards are combined with evaluation results, the effectiveness becomes very high, which contradicts the view that evaluation is very effective when evaluation is not combined with monetary rewards.
8) Distinguish the relationship with the whole reward system.
If there is a second-level third-party reward system in the performance management system, it is extremely important to communicate with employees very clearly from the beginning. For example, the research of Heyi Group in 2002 found that 90% organizations have written compensation policies, but many employees can't understand them. 73% of organizations do not disclose the relevant salary system to employees; Only about 50% managers and professionals and less than 25% other employees know their salary level; As a result, 6 1% organizations found that it was ineffective or almost ineffective to motivate employees through salary increase. Therefore, in order to achieve certain results, the reward system must be adjusted according to performance, must communicate with employees, and must be understood by employees as an effective incentive.
9) Let the management be responsible for the communication process.
Although communication is everyone's job, someone must be responsible in the end, which requires managers to actively explore and provide and obtain performance feedback in an orderly manner. Management at all levels should take the lead in the communication process of employees, personally demonstrate the behavior that makes the performance system run effectively, and also play the role of cultivating and supervising employees.
10) clear expectations for employee development.
The development of employees is very important to the success of performance management system. For flat organizations and organizations with relatively narrow control scope, the most basic point is to find various ways to develop employees' intelligence, such as mastering skills, specific projects, opportunities for team leadership and formal education and training. In this way, the organization can establish an employee development plan for each employee in the least time every year to promote this process.
1 1) Track the effectiveness of the performance management system.
In order to determine the effectiveness of the performance management system, an evaluation system is needed. The construction of this system should ensure that the adjustment of the performance goals of the company and employees can be confirmed at any time in the performance management cycle, and the probability of reaching the set performance goals can be calculated. In this process, it should be allowed to confirm the cost management and return on investment targets, and set relevant targets in advance in the reporting period.
12) Adjust the performance management system as needed.
According to the periodic analysis results of the company's performance management system, the system method should be adjusted for each necessary reporting stage. Information must be conveyed to all levels of management in turn and in a timely manner, which is an important step for effective communication and implementation, and the performance management process will form a complete cycle by continuously strengthening the employee behaviors needed to achieve goals and organizational priorities.