Source | Workplace Case Package (ID: mingji _ 20 18)
The liar manager is a series of serial articles. During many years of professional consulting experience in Ming Kai, our consultants have met thousands of middle-level managers who are confused during the career transition. If we sum up the pain points faced by these new managers according to certain laws, we will find some common ground and come up with some effective solutions.
We are happy to provide real case reference and help for new managers who are struggling in the quagmire of career transformation, which is also the reason why this series of articles of "Big Talk Manager" came into being and serialized.
Review of previous articles
The first story: Where should you concentrate? 》
The second story: Only those who know how to listen dare to say that they can communicate.
The third story: there is no right or wrong in management, only suitable.
What is right? What's the matter?
In fact, there is no right or wrong management, some are appropriate and some are inappropriate.
Management should improve the model and forge a tolerant heart.
Portrait of the protagonist
Chen Le (pseudonym): Male, born in 1990, engaged in media operation and management in an Internet company. Because I am young and inexperienced, I am worried about team management.
When it comes to interviewing candidates, every new manager must have something to say. As a team manager, before the interview, we have a basic judgment on the position that the team needs, but we often find that the person who feels suitable during the interview may not fully meet the expectations after actually entering the position. I often say a word-managers should improve the pattern, forge a tolerant heart, and always remember that there are no perfect people in this world. For organizations that fight in teams, the fault tolerance and adaptability of teams are more important than the individual abilities of members.
When Chen Le was interviewed for the first time, his mental journey was the same as that of most new managers. Because of his lack of management experience, he hopes that the subordinates he recruits will be practical and willing to work. The most intuitive advantage of such employees is that they are easier to manage. Chen Le's team needs a copywriter. According to Chen Le's standards, the competence of this position is to be able to complete the work according to his requirements, preferably an excellent fresh graduate.
The interview is divided into two rounds. In the first round, he was the direct supervisor. After selection, he and HR*** finalized two candidates. Both candidates are student cadres at school and have rich internship experience. Among them, Xiao Jing is steady, practical and restrained, and the other Xiao Gu is proactive, opinionated and innovative.
Chen Le is more inclined to Xiao Jing. His reason is simple and direct, because Xiao Jing is competent enough for the post, and she is steady and practical, and won't produce too many ideas of her own. She is a good performer, and she is the employee that his team needs at this stage.
However, after the second interview, contrary to Chen Le's opinion, higher-level leaders think that Chen Le's team is too calm and quiet to make breakthroughs and innovations on the basis of the existing work, and Xiao Gu is a more suitable candidate. Finally, after several consultations, Chen Le decided to hire Xiao Jing and Xiao Gu at the same time, and to examine their adaptability with the team through the probation period.
There is no right or wrong in management, only appropriate or inappropriate.
After Xiao Jing and Xiao Gu joined the team, as Chen Le expected, Xiao Jing was very obedient and worked step by step according to the requirements of the leaders. However, while completing his job, Xiao Gu has many opinions on how to improve the existing work, and he is also very active. She found Chen Le and communicated many times in a month.
Chen Le has to admit that many of Xiao Gu's opinions are very constructive. Within the scope of authorization, he entrusted Xiao Gu with full responsibility for the copy editing of a column. Xiao Gu injected a lot of fresh content into the column he was responsible for through revision, and soon the column became the most popular and clicked column on the whole platform. At this time, Xiao Jing is still in the learning stage and the degree of work completion is also very high. Chen Le is also very satisfied with his performance. After the probation period, both of them successfully turned positive.
The media industry in Chen Le is impacted by the development of Internet technology, and the traditional media is in jeopardy. The thinking of post-80s employees is more traditional, and executives quickly put forward the strategic direction of transforming to new media. Every department lacks young people who are proactive and dare to think and do things like Xiao Gu.
Chen Le did not expect that Xiao Gu's performance attracted the attention of many people in the company. Managers of other departments are very optimistic about her, and find Chen Le to negotiate, saying, "In your department, the functions of Xiao Gu and Xiao Jing are repetitive and too condescending. It is better to transfer Xiao Gu to my department, which is more beneficial to her own career development and the overall business development of the company. "
Chen Le didn't want to let Xiao Gu go at that time, because her execution ability and innovation ability were obvious to all. The leader of the brother department put forward a possibility: "Xiao Jing's ability is not bad, and she has more than enough copywriting positions. Xiao Gu's outstanding performance may also limit Xiao Jing's development. "
Because of Chen Le's personal character, he prefers the calmness and obedience between Xiao Gu and Xiao Jing. Xiao Gu dares to think, do and express too much. In fact, they often have some minor contradictions when meeting and communicating. Xiao Gu has only been employed for a few months, and her performance far exceeds Xiao Jing who entered the company with her at the same time. Maybe leaving her in her own department will really limit the development of two people at the same time.
Chen Le was caught in a contradiction. Facts have proved that Xiao Gu is a talented person with outstanding ability. If she is transferred, she will lose an Iliad. However, if she is left behind, it is also true that Xiao Jing and Xiao Gu have repeated functions, and he is not sure whether he can control Xiao Gu in the future. How to choose?
My advice to Chen Le is-"Listen to Xiao Gu's wishes and make a judgment from the team's point of view. Don't think about right or wrong, just consider who is more suitable to stay. "
There is a two-way choice between managers and subordinates. While managers are considering and judging, subordinates are also evaluating managers, which is related to Xiao Gu's career development. It is necessary for Chen Le to listen to her real thoughts. Work choice is also like marriage.
I don't know the specific content of the conversation between Chen Le and Xiao Gu, but Chen Le shared his feelings with me. He said, "It's terrible to be born late. Xiao Gu did not make it clear whether he was willing to stay or transfer. She just took this opportunity to exchange a lot of ideas with me about the development of the department and the content of her work. To my great shock, many of her ideas are very advanced. Maybe from the manager's point of view, some of them are difficult to do, but at least it shows that she really regards herself as a manager and is thinking about the overall work direction of the department. This is probably the legendary' employee who thinks like a boss'. "
"My department is a service department, which will not have much impact on the overall performance of the company. After this communication, I really feel that Xiao Gu should belong to a broader stage. "
"Xiao Gu is the right candidate, but Xiao Jing is a person who is more suitable for the team."
Everyone has their own stage.
Xiao Gu's story is not over. About a year later, Chen Le told me that Xiao Gu left his company and chose to join an Internet startup.
When Xiao Gu left her job, the high-level collective issued a document to retain her, which did not change her mind. She had dinner with Chen Le and told her that the reason for leaving her job was that she felt that the overall development of the company was too slow to keep up with her personal growth. Chen Le also talked to her frankly: "In fact, when I first interviewed you, I thought this day would come. It is difficult for an employee with many ideas and strong abilities like you to stay in a traditional enterprise like us. "
What Chen Le didn't expect was that Xiao Gu didn't achieve much in the entrepreneurial environment full of opportunities and challenges. She has a little fame in the industry, but she is becoming more and more silent on the entrepreneurial platform where she can play freely. After more than a year, Xiao Gu left again, and they were together again.
Chen Leyi accidentally found that Xiao Gu was in a bad state, and she seemed to be less confident. Xiao Gu said frankly: "When choosing to start a business, I chose the coexistence of challenges and risks. I thought the environment of a startup company would be more suitable for me, because starting a business is trial and error. I have a lot of ideas and need the platform to give me all kinds of opportunities to try. Unexpectedly, the boss's character is conservative. When I was with him, I touched too many walls. Every time I have a good idea and want to try it, I am stopped. Too many times I was hit, and over time I became unlike myself. I even stopped investing in my work and didn't want to put forward more plans and suggestions for the company's development. "
Chen Le is a little bemoaned. At that time, leading colleagues thought that Xiao Jing, who was not as good as Xiao Gu in all aspects, had been promoted to deputy position in his team, and he was still a young middle-level manager. Xiao Gu had to find a new platform to start over.
Chen Le sincerely shared his experience with Xiao Gu: "Suitability is more important than inappropriateness. Maybe in your opinion, startups challenge big opportunities, but not necessarily this company, this platform and this boss can adapt to your personality. It's not too late to choose a platform that really suits you. "
Xiao Gu's response is that he doesn't regret every choice in life, and he is worth growing up.
I could see that Chen Le felt sorry for what happened to Xiao Gu. Out of curiosity, I asked him if he regretted transferring Xiao Gu from his department.
Chen Le shook his head and answered me: "Xiaojing has been growing. She is excellent. We have harmonious cooperation and a healthy team. I'm satisfied with the status quo. No one will deny Xiao Gu's ability, but if I partner with her, it may not be the most suitable. As long as you work hard, everyone will find a platform that suits them. As long as you are clear-headed and know how to choose, every manager will find the right employee. "
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The case package of the big talk manager series is updated weekly in the workplace, so please pay attention and look forward to the follow-up.