Managers want employees to follow and support themselves. Have you ever asked yourself why employees are willing to follow you? What do you need to improve as a manager?
The following summarizes several important aspects to share with you.
If you are the boss and helm of the enterprise, always point out the direction for the enterprise; If you are a business leader, make sure that your work goals are consistent with your business goals. As a leader, we should avoid changing our minds, make decisions through discussion and evaluation, and don't make decisions on our own. Some leaders go out to eat or participate in exhibitions, and immediately organize meetings to announce important decisions when they come back.
As a result, the work plan of subordinates is often changed, the task priority is constantly adjusted, and the things at hand are important and urgent, and they are as busy as headless flies; I feel like a hammer in the east and a stick in the west. There is no focus and continuity in work, and resources are not enough to support so much work. I have to rob Peter to pay Paul.
Managers are guides for employees and should help them plan their career growth. In their daily work, they should give guidance and help to their subordinates in professional knowledge and workplace skills. As the saying goes, "it is better to teach people to fish than to teach them to fish." When employees grow up, they will create greater value for the enterprise, and they will also be grateful for the help of the leaders.
Under the existing conditions, help subordinates to complete their career planning, especially employees who have just graduated from school, and arrange different knowledge training according to different job requirements and entry time, including professional knowledge, management knowledge, safety knowledge and so on.
The training system of small and medium-sized enterprises is relatively lacking, and less resources are invested. They tend to recruit new people with a certain foundation, or dig people in the same industry. For newcomers, we should give more guidance and help in the new work adaptation and practical work.
Managers should be willing to authorize, dare to authorize, authorize, moderately supervise and follow up the needs of managers to play an exemplary role in their work, but they should not slowly turn themselves into actual executors. Leaders should understand what they should do, first of all, they should grasp the general direction, and avoid subordinates' ineffective work, failing to reach the departmental KPI index and even deviating from the ultimate goal of the enterprise.
Managers should know their subordinates and trust them. As the saying goes, "there is no doubt about employing people, and there is no need for suspects." Don't worry about purchasing kickbacks, unreasonable overtime work every day.
Follow up the assigned work, actively understand the difficulties encountered by employees, and coordinate resources to help employees solve problems. You can't just give instructions, ignore them halfway, and criticize them if you don't finish your goal in the end.
Evaluation should be fair and just, and managers should not treat subordinates as cold tools for the benefit of subordinates. They should understand their own needs, establish a reasonable and encouraging performance appraisal system, plan a good promotion route, and let employees taste the sweetness and have hope.
The evaluation of employees should not be biased, but should be objective and fair, speak with data, get more for more work, and let the officers be recognized. As the saying goes, "a scholar dies for a confidant", sometimes employees don't care about more achievements, but care about the approval of leaders.
We should take care of the family and life of employees, and we should not ask employees to work overtime regularly and occupy the rest time of subordinates at will.
Managers should pay attention to commitment, dare to take responsibility, and dare to take responsibility. Managers should keep their words and keep their promises to their subordinates in mind. It may not be possible, but whether you work hard and pay attention to your commitment to your subordinates is all in your eyes. Long-term dishonesty will make leaders lose their image in the hearts of subordinates.
Managers should dare to take responsibility, instead of putting all the responsibility on subordinates. When problems occur, as managers, we should first dare to take responsibility. If there are problems, we should carry them together, and if there are difficulties, we should spend them together. Only in this way can employees unite around them.
Managers should dare to make decisions, and don't be afraid of wolves before and tigers after. They think hard before they do it, fearing that they will not be well criticized and that their subordinates don't know how to carry it out. The problem has not been solved since it was exposed, and eventually it will be approved after it is expanded.
You should choose to take the initiative to face the problem, solve the problem and let the problem end in your own hands.
Managers should be modest, pragmatic and tolerant of subordinates' mistakes. Managers should not talk about credit every day, but keep a modest and low profile. They should not take all the credit on themselves and put the problems and responsibilities on their subordinates.
Managers should dare to criticize themselves, reflect on their own problems and improve their own shortcomings. For employees' mistakes, we should not only look at the results, but also understand the process of things, affirm the progress of employees, help employees analyze the reasons and give suggestions for improvement. For subordinates, we should give priority to encouragement, supplemented by criticism, let subordinates dare to innovate, give full play to employees' specialties, and stimulate their initiative and enthusiasm.
If you like it, please like it and forward it. Thank you! Personally, I find that charismatic, talented, reliable and ambitious managers can attract others to follow me.
Let's share how the boss I met made me want to follow:
1. I met a boss and asked a sharp question during the interview. I said directly, "Everyone has his own secrets." He was very graceful and stopped asking questions. It is this demeanor that makes me willing to follow him as a team member.
The second boss opened a consulting company outside. As a newcomer in that industry, I am impressed by her professionalism and would like to follow her.
The third boss, the son of the chairman, came back from studying in Japan and America. He is tolerant, polite and respectful. I learned a lot from him. He used his personal charm and knowledge to attract me to follow.
The fourth boss, the chairman, picked me up at the intersection with an umbrella during the interview, and was polite and respectful from beginning to end. It is because of my respect for him that I am willing to join his small team.
Later, I met some bosses and told me who was awesome in the team and was worth hundreds of millions, which didn't attract me. But the kindness, talent, tolerance, atmosphere and personal vision of some of them attracted me to follow.
Second, share what others have said:
1, a lady said: Because the leader was a lady at that time, I didn't have to worry about being harassed, so I was willing to follow.
2. The technician said: Because the leader authorized me, I took good care of my brother. Because of the leadership, we never say "it's all your fault" because of anyone's mistake, but all the staff work together to remedy it.
3. Some people say: Because leaders never stop learning. Persistence also inspires them to move forward.
4. Some people say they are willing to follow because the leaders never ask them to give gifts or invite them to dinner, but they also invite them to dinner and give them small gifts from time to time.
Some people say that he has been looking for a job for a long time. When he was most desperate, the leader gave him an opportunity to let his friends around him teach him patiently.
6. Some people say that it's because the leaders defend them externally, and they have to speak for them even in the face of accusations from the chairman.
Leading the team is also very tiring, because I always want them to grow up.
All the leaders are happy to see the partners they are willing to follow.
How do managers make employees follow themselves? Hello, questioner! I am very happy to share some experiences with you through this platform. Strictly speaking, a business leader needs great efforts if he can have a group of people to follow him.
There is a difference between management and leadership. Management refers to organization, planning, execution, coordination and control. It pays attention to the process and results, and pays attention to the balance of financial costs. However, Ma Yun once said: Entrepreneurs should not become economists; Economists should not be entrepreneurs. What does this mean? In fact, each of us can enter the business school to study MBA courses. Are these courses good? All right. Because he let ordinary people know more about business rules. So a good business school can help enterprises avoid detours. However, I must remind you that business itself is full of opportunities and risks. The ultimate victory of these risks cannot be explained by phenomena or laws. It lies in a person's inner perception, understanding and systematization of the world. Suppose Ma Yun doesn't have the courage to leave school. Perhaps, he is just an ordinary teacher. Suppose Li Ka-shing, a Hong Kong tycoon, didn't give up his stall when he was young and went to study in an Italian factory. He is also a small business owner. You can't be the king of plastic flowers. Therefore, if God wants to demote a person, he must first suffer from his will, work hard on his bones and muscles, starve his body and skin, and do whatever he wants, so his perseverance benefits him. If you believe this truth, you should try to restrain yourself. Many times, entrepreneurs should have the ideological realm of the world for the public. If you say achievement, you don't measure yourself before you measure others. For example, we say that a leader says every day that he doesn't have a team, so what kind of leader do you want to be-you have to make it clear to everyone that we are in the same boat, and we are in the same boat. I will work ten times and one hundred times to benefit everyone. Such a pattern and such a realm can make everyone follow you and have a foundation.
Of course, strictly speaking, it is very important that the employees you are looking for can listen to your stories. Some business owners don't trust human resource management and pay attention to recruitment. At this time, it is possible to recruit people who are completely inconsistent with the corporate philosophy. In fact, there is a popular saying in our mainland enterprises: only look at the results, not the process. Is this idea wrong? I don't think we can generalize. In fact, full authorization and full supervision are two aspects of a system. I had a discussion with a business owner the day before yesterday. He told me how bad the partner was and how he absconded with the money. After further understanding, it turns out that the boss of this enterprise has not even turned over the accounts for a year. If others don't lie to you, who will? So, to be honest, don't want to be a shopkeeper right away without establishing a good operation management system. This is not what entrepreneurs should do. Entrepreneurs must consider how to play the whole game well from the perspective of improving employees and activating organizational vitality. In other words, if you are an enterprise, you must consider operation and maintenance; We must consider the path to achieve our goals effectively. At some critical moments, this means that entrepreneurs should also be prepared to sacrifice their own interests.
Because of space reasons, I will talk about the above two points in general. I hope it helps you. Finally, it is very important to do business management, finance and systems. Find good accountants and legal advisers. This is also very important. I wish all the best!
It is not difficult for managers to let subordinates follow. Only profit-seeking will make managers change because of many objective factors. Everyone understands the truth, but if you really do it, how many people can keep their original heart? If we put aside the influence factors of objective people, we can basically achieve the goal of letting subordinates follow in six words.
Ability, the ability to serve the public Only the ability to serve the public is the premise and foundation for convincing subordinates. The ability here refers to comprehensive ability, business ability, problem-solving ability, personal connections and so on, which are the basis of ability.
The comprehensive ability to serve the public can make subordinates follow their own principles. After all, the workplace is profitable. Outstanding ability, the team can get more resources, subordinates are willing to follow their own work, and no subordinate is willing to choose a person with less ability than his boss.
Tolerance, tolerance, shortcomings, long-term employment, no one is perfect, allowing subordinates to make mistakes within a certain range, has its own shortcomings. Tolerance is the way to attract talents.
Only by accommodating talents can we achieve ourselves. Some managers are jealous of their subordinates and have no tolerance for others. Such a boss is not worthy of the sincere follow-up of subordinates. Such managers can only be the springboard of the almighty, and will not really follow.
Help and assist subordinate management team. There are always excellent subordinates and backward subordinates in the team, so we should treat them differently. We should tilt resources for excellent subordinates, so that they can gain greater value and help backward subordinates catch up with excellent subordinates. Form a situation where you chase after me.
Not only help subordinates at work, but also give recognition to subordinates with good conditions in life and give material help to those with poor conditions. Of course, everything is done in a reasonable and compliant manner. Only those who sincerely help subordinates to manage can be willing to follow and gradually form a virtuous circle.
Taking responsibility is the basic element of a manager. As a manager, if you always take your own achievements and the wrong subordinates resist, it is impossible for such a manager to let his subordinates follow. Only subordinates who take responsibility are subordinates who need managers.
Subordinates make mistakes, and as managers, they have unshirkable responsibilities. Whether it's process control, side guidance, or selecting and employing people, it's the responsibility of managers, not letting subordinates bear the responsibility of managers. Responsibility is a quality that managers must possess. An irresponsible manager will not have subordinates willing to follow.
Worry, consider that subordinates should make good plans for their subordinates and get through the promotion channels. In the workplace, everyone hopes that they can get a promotion and a raise, and they all hope that they can get a promotion. They just repeat the same work every day, but when there is no hope, they have no passion to do things at all. They just obey the arrangement of the managers, let alone follow them.
Therefore, it is necessary to make career plans for subordinates, so that their efforts can be better developed, promising and promising, and they will naturally follow themselves as managers provide these plans for subordinates.
Wei, where does prestige come from? Wei comes from fairness. The ancients said: Gongliang, sincerity is prestige. So do things in good faith and compliance. Only by being compliant and fair can we form a good competitive atmosphere, establish our own good prestige and have good execution on our own decisions.
Do things fairly and honestly. Subordinates can only rely on their own skills to get the appreciation and goodwill of managers, and prestige will naturally be established. Prestigious subordinates will naturally have high execution, and subordinates who are basically smart at these six points will follow them.
In short, if we put aside the objective and uncontrollable human factors, it is very simple to make subordinates obey, be more sincere and less routine, think of subordinates, work hard, take responsibility, tolerate others and do the right thing, and smart people will naturally obey. But there are always some uncontrollable factors in reality, but don't give up being a qualified manager just because you can't control it. Understandable and difficult to do. What can be done is the manager worthy of being followed.
First, you can make the goal and prospect clear, so that employees feel that this goal is worth participating in and working hard.
Second, you have the ability to "empower" and help employees to continuously improve their related abilities and go further with you.
Third, there is a good incentive mechanism to make employees' efforts get a reasonable return.
Fourth, you have a good management style and are good at communication, which makes employees feel respected.
That's about it.
Let employees get benefits and hope, and they will naturally follow themselves. Some workplace leaders are very attractive and have many active followers. Some subordinates complain about their leaders. The main reason for this contrast lies in the leaders. Managers should make employees willing to work with themselves in the following aspects.
1. Make an ideal of * * *. It is everyone's belief to set a common goal and ideal for all employees, including myself, and to work together with employees for this goal and ideal. Because the power of faith is extremely powerful, it can make employees unswervingly follow themselves. We all work hard for a bright future, so we won't care too much about temporary gains and losses.
2. Let followers see hope. Employees follow themselves in the hope that one day they can follow you in the apprentice and live a better life. As a leader, let everyone see hope and lead everyone to their goals step by step.
3. Let followers get benefits. Leaders should consider problems from the perspective of employees and seek better treatment for those who follow them. We should try our best to seek higher positions and higher incomes for our followers. You can't just draw cakes for employees, or even don't draw cakes, and work by oppressing employees. No one wants to follow such a leader.
4. Let employees get respect. Different people in the workplace are different, but everyone's personality is equal and should be respected by others. First, leaders should pay attention to their working methods and attitudes at ordinary times, fully respect their subordinates, and can't easily throw dog blood on their heads, which will easily make subordinates have rebellious psychology, and it is difficult to recover the cold heart of employees. Furthermore, we should handle and coordinate the relationship with other departments of other units, and we should not let our followers suffer indignities everywhere like grandchildren outside. Whenever and wherever, let your followers get the minimum respect from others, so that employees can put their energy into their work with more peace of mind.
Managers should consider problems from the standpoint of employees and sincerely support the welfare of employees. There are many natural followers who can do this.
Always thinking about being followed, this perspective itself regards itself as a "big brother." The emperor watched too many plays.
How to create greater profits for enterprises and how to give higher returns to employees are the core of managers' thinking.
As an employee, you can follow wealth or justice, or you can take the initiative to follow a great person in order to expect success. This is understandable. After all, some people like to be led, and some people are really worth following.
However, as a manager, it is not pure to deliberately consider how to make people follow. This is a "political skill", stinking, and there is a palace atmosphere that people look up to.
In addition, it may be a clerical error of the subject. Managers and leaders are different roles. The core leader is often the boss, and the manager is often the head of the department. If you are only a middle and senior manager, consider letting employees follow, and you will be more suspected of collusion within the company.
Anyone who wants to win people's hearts is a skill, and the person who is won is called a "confidant". No matter from which angle, this word is not a compliment.
An honest person makes employees follow the enterprise, which is the enterprise values, not the individual. Let employees exert their individuality and creativity as much as possible, instead of cultivating their servility.
Leaders unite to lead people, not let people follow without brains. Interestingly, it is this kind of leader who doesn't think people will follow him, and there are often more followers around him.
Without him, the heart is right.
Managers who can win employees' follow-up don't have to be gifted and amazing, nor do they have to practice for decades. Managers can be shaped, coached and even exercised in practice.
In today's society, whether it is a country, an enterprise, a family or a small team, as long as there are more than two organizations, they all need management and managers. Therefore, there is no need to feel that managers are so unattainable, and there is no need to feel that winning the follow-up of employees is so far away.
You just need to think in reverse and put yourself in other's shoes. Why do employees follow you? Actually, the answer is solved
Let's analyze this question through a well-known story: Why did the Monkey King, Pig Bajie, Friar Sand and Xiaobailong from the Journey to the West follow Tang Sanzang to learn from the scriptures?
Tang Sanzang is the agent of Buddhist scriptures team appointed by Tathagata, Mrs Guanyin and Emperor Taizong (with strong ability and strong background). Like Tang Sanzang, many managers have their own employees only after they become managers. So who can become a manager first? Let's watch Tang Sanzang.
Why did the Monkey King follow Tang Sanzang? The Monkey King is a typical employee with super professional ability and unruly personality. Why do you follow Tang Sanzang? There are several points:
Why did Pig Bajie follow Tang Sanzang? Employees like Zhu Bajie are typical employees with material needs, and everything will be fine if they can fill their stomachs. Fill your stomach and casually touch the light of the team to become a bodhisattva. This kind of employee can follow you as long as his salary is decent.
Why did Friar Sand follow Tang Sanzang? Mainly because Tang Sanzang can spare him from punishment. Friar Sand was demoted and punished in the celestial world because of his poor work. Under the advice of Guanyin, only Tang Sanzang can lead him out of his misery. So Tang Sanzang has the grace to rebuild Friar Sand.
Why did Little White Dragon follow Tang Sanzang? Make amends. Xiao Bailong accidentally injured his life, and Guanyin gave him a chance to make amends, making him a rider in Tang Sanzang and making amends.
To sum up, as a manager, Tang Sanzang, how to make employees follow, how much have you learned?
I gave 70% of the shares of the company to the core backbone, and then I made up my mind to follow me.