how does the new store manager manage his employees well?

If a new store manager wants to manage his employees well, he needs to do the following work:

First, he should carefully understand what the previous store manager did not do well enough;

second, get to know each clerk more fully;

thirdly, through training the shop assistants, the ability of the shop assistants is improved, and at the same time, the shop assistants have a good recognition of the new store manager;

fourth, discuss with you how to do a good job in store management and business;

Fifth, we should pay attention to collecting everyone's problems and solve some problems that everyone is concerned about.

Sixth, reward and punishment should be clearly defined, and the store staff should be managed in a meticulous and standardized way. How does the new store manager manage the staff well?

1. Carefully understand what the store manager didn't do well before;

2. Know more about each shop assistant;

3. By training shop assistants, the ability of shop assistants is improved, and at the same time, the shop assistants have a good recognition of the new store manager;

4. discuss with you how to do a good job in store management and business;

5. Pay attention to collecting everyone's questions and solve some problems that everyone cares about;

6. Clear rewards and punishments, incentive-oriented, meticulous and standardized management of store employees.

store manager

store manager is the name of the position of manager assigned by a chain store to manage a single store, and it can also be the title of the owner of a self-operated store, which is a new word in the tide of commodity economy. How to manage employees in small stores

The management methods for employees are as follows:

1. Formulating in-store rules and regulations to regulate employees' behavior

Formulating in-store rules and regulations to regulate employees' behavior is very important for every store, which is the most basic content for store managers to manage employees. Rules and regulations include employees' daily behavior norms and employees' post responsibilities, etc. These systems can guide employees to work in the right way. As long as reasonable norms are formulated, employees will do things within their prescribed scope. For example, the code of conduct stipulates that employees' commuting time can be observed by other employees. Only one employee is late for a few minutes every day, so the store manager can talk to the employee and ask about the reasons for being late. If there is no special reason, I hope it can commute at the time stipulated by the system. I believe this employee can accept and get rid of the problem of being late.

Second, communicate with employees frequently to understand employees' thoughts

As a manager of a store, the store manager should understand employees' real thoughts and working conditions, and have more heart-to-heart talks and exchanges with employees. Employees may have many dissatisfied places and opinions on the management methods of the store manager and the store. Through exchanges, they can listen to employees' real thoughts and let employees speak them out, so that the store manager can truly understand what employees are thinking, and it is possible to make reasonable suggestions to our store manager in the future work. Therefore, there is a need for frequent communication between the store manager and the employees, soliciting employees' good suggestions for the development of the store, listening to employees' questions, and talking about the store manager's views according to these opinions and questions. In the process of communication, the feelings between the store manager and the employees are deeper than before, and some minor misunderstandings are also removed in the communication. Employees can also feel that the store manager attaches great importance to their own ideas and opinions, and employees will naturally get better and better without complaints and dissatisfaction, which will promote the work in the store.

Third, the store manager should use his unique personality charm to attract employees

If the store manager wants employees to be convinced of his own management, it is definitely not a simple command, requirement and punishment. It needs the personality charm of the store manager's words and deeds, temperament, wisdom, knowledge and experience, so that employees can voluntarily obey the leadership and management of the store manager. This strength of attracting employees by personality charm is far greater than the constraints of the system, and it can bring employees' hearts together. The manager's personality charm and style of doing things directly affect every employee. How can a manager have a unique personality charm? Then we should start from ourselves, strive to improve our quality, try our best to be tolerant and generous, accumulate work experience, read more books and learn more, and only in the long-term accumulation can our personality charm be formed and employees like you.

IV. Taking charge of a specific job in the store

Taking charge of a specific job in the store is the most effective incentive measure in management. Giving employees the right means that employees have the ability to handle affairs independently, which means that the store manager trusts her very much, which means that the store manager and employees are taking responsibility at the same time. When a person is trusted, generate will show more enthusiasm and creativity. Therefore, we suggest not to do everything in the store by the store manager, and not to do things that can be fully authorized by ourselves, such as appointing Zhang San to complete the product management in the store and Li Si to manage the hygiene management. The employee who is employed will definitely complete the task assigned by the store manager with great care, because the employees have the feeling of being recognized and the joy of being affirmed, and of course, they have more responsibilities and enthusiasm for work, so the store management is much easier and the sense of responsibility of employees is getting stronger and stronger.

5. Employees hope to learn knowledge and develop in their work.

Although our employees are young, everyone has a good plan for life. They still hope that their work will bring them better development opportunities, and they all hope that they will be promoted through their own efforts, and they will not work in the same position forever. As a store manager, you should realize that in the process of employees' growth, they need to use their abilities more to grow with the store, develop and have the opportunity to be recognized. Our storefronts are constantly growing, which can provide them with new development opportunities, and there is room for promotion according to their different abilities. * * * employees are challenging, and they can display their abilities through the platform of storefronts. Cultivate employees' enthusiasm for learning and work hard to get better development opportunities, so they will stay and work hard. Everyone wants others to see their good side. Loving challenges is the general performance of excellent employees. Only when employees feel that they can get constant support at work and learn new things constantly, will they stay and become more and more loyal to the store.

VI. Help the employees in the store to set some goals

Every employee will have ideas about personal development, and they all think that their ideas are correct. Often, they have ideas but actions are not enough. It is wise for the store manager to make a possible plan suitable for each employee. We suggest that in daily conversation, when evaluating employees' work, we often ask employees what they plan to do in the future, help them understand their strengths and weaknesses, set practical goals, and give them ways to achieve them, and then try our best to cultivate them. First, we should teach employees to learn other knowledge that may be needed on the basis of doing their existing work well and work hard towards their own goals. You can't just have ideas but don't put them into action. We should train employees to be prepared. Being prepared means absorbing more different knowledge and experience. When opportunities and platforms are available, you can be competent and achieve your goals. Ask our employees what they have learned in their spare time, and we can buy some books for them to learn in the store.

VII. Involve employees in the management of the store

We found that some employees can really bring good ideas to the work in the store. When an employee puts forward a seemingly simple idea, if it is really feasible, it can help the work, save time and expenses, and it can be adopted, so that employees can participate and let employees know that the manager attaches great importance to their opinions. Employees don't want to be simply ordered and instructed by the store manager. They want to play a more important and meaningful role in their work. They are eager to participate in some discussions about the work in the store and hope that their ideas can be adopted. When employees want to participate, but you don't give her the opportunity, they will alienate you. If you can respect employees' opinions, employees will be more willing to support your work even if they don't adopt their suggestions in the end.

8. The store manager's promise to employees must be fulfilled

Maybe you have forgotten what promise you made to an employee, or you think that promise is not important at all. But you should remember that your employees will remember everything you promised them. As the store manager, any seemingly trivial behavior will have an impact on the employees in the store. You should be alert to these influences. If you make a promise, you should try to fulfill your promise. When you can't fulfill your promise in advance and have to change your plan, you should explain the reasons to the employees. If you don't or don't clearly express the reason for the change, they will think that you broke your word. If this happens frequently, employees will lose their trust in you. The loss of trust usually leads to the loss of loyalty of employees, and they no longer believe what the store manager said. If they are not sure what to do, it is best not to promise in advance.

IX. Praise employees more

Every employee wants to get the manager's affirmation of his work, and a sense of accomplishment can motivate employees to work enthusiastically and meet their internal needs. When rewarding employees in the store, the reward standards should be made public in advance, so that employees can see that this reward is based on fairness, and employees should understand the reward standards and the reasons why others get rewards. Give praise and rewards at regular meetings. If praise and reward are not made public, it will not only lose its own effect, but also cause the opinions of other employees who have not been praised. They think that the manager is partial to one employee, and the attitude of reward should be sincere, and don't overdo it, and don't talk glibly. The limitation of reward is very important. We must reward what just happened, not what has been forgotten, otherwise the influence of reward will be greatly weakened. How to manage employees in express shops

The most important business philosophy of catering enterprises is that employees come first. All catering staff management work should be carried out around them. In business, it is employees who deal directly with customers. If most enterprises are pyramids with low-level employees and high managers, then excellent catering peers admire the inverted pyramid, which means front-line employees are the most important, and all management work should revolve around them. The reason is that they directly deal with customers, and the brand reputation of enterprises is shaped by them.

Respect and attach importance to employees at work, and invest heavily in employees. Li Muming revealed that if catering colleagues firmly believe in putting employees first, it will bring first-class service level. In other words, if customers are quite satisfied with the service, they will naturally have good business performance.

Generally, excellent catering enterprises refer to employees as partners.

Therefore, some people are cynical and don't trust management at all. Excellent catering enterprises should understand this attitude of employees, and in order to solve this bad psychology of employees, enterprises should try their best to make employees feel valued for their participation. If the employee's criticism is constructive, it should not be blamed. If they work actively, they should be rewarded. All these emotional investments come from the boss's values and beliefs.

motivate employees to give full play to their abilities and specialties.

For grass-roots employees, only relying on high-pressure management, limited by their psychological and other aspects of endurance, they often take soft resistance. Li Yongzhou, the chairman of Peninsula Mingxuan Restaurant, thinks that it is not enough to keep people by pressure or money. We should give employees a kind of confidence-that is, our enterprise is developing healthily, and employees can have everything if the enterprise becomes bigger and stronger.

At present, there are more and more entrepreneurs investing in shops. For more experienced employees, opportunities for promotion are provided, so that they can have the opportunity to improve themselves. For ordinary employees, take care of their food and accommodation requirements as much as possible.

employees are the core of enterprise development. Only by taking care of their interests can there be room for development. How to manage employees well

My classic six characters are "fair, just and open", which is the necessary professional ethics for managers. It is not easy to answer questions on the Internet by mobile phone. I hope you can be satisfied with my answer

First, fully understand the employees of the enterprise

Everyone is so simple to himself, but so complicated to others. As a manager, it is not easy to fully understand your employees. But if managers can fully understand their employees, the work will be much smoother. As the saying goes, "a scholar dies for a bosom friend." A manager who can fully understand his employees will be a first-class manager in terms of work efficiency and interpersonal relationship.

there is a degree difference from the primary stage to the advanced stage, which is divided into three stages:

the first stage: understanding the background, education, experience, family environment, background, interests and expertise of employees. At the same time, we should also understand the employees' thoughts, as well as their enthusiasm, sincerity and sense of justice.

the second stage: when your employees encounter difficulties, you can realize the expected reaction and action. And can give timely help to employees, which shows that you have a better understanding of employees.

the third stage: knowing people and being good at their duties. Can make every employee play the greatest potential in their jobs. Give your employees challenging jobs that can test their abilities, and give them appropriate guidance when facing such difficulties.

In short, it is particularly important for the managers of a small and medium-sized enterprise that managers and employees should understand each other and communicate with each other mentally.

Second, listen to employees' voices

Managers of small and medium-sized enterprises have strong self-opinions, which will help to solve problems decisively and quickly, but on the other hand, it will also make managers go their own way and fail to listen to others' opinions, leading to decision-making mistakes.

in the management of enterprises, listening to the voices of employees is also an important way to unite employees and mobilize their enthusiasm. An employee's mind will lose his enthusiasm for work except problems, and it is impossible for him to accomplish the tasks you gave him excellently. At this time, as a manager, you should patiently listen to his voice, find out the crux of the problem, solve his problems or patiently enlighten you, which will help you achieve your management goals.

people who make mistakes should also be treated by listening, instead of blaming them blindly, they should be given an opportunity to explain. Only after knowing the individual situation can we treat them with the right medicine and deal with them properly.

Third, management methods are often innovated.

Managing employees is like driving a car. When driving, the driver should carefully look at the indicator and the road surface. When the road surface changes and the indicators of the indicator change, he should turn the steering wheel to prevent the rollover from hitting people. The same is true for management employees. If managers want their employees to execute on the established track, they should carefully observe and adjust frequently to prevent them from making mistakes. In a stable large enterprise, managers should pay more attention to the changes of employees and flexibly use various skills to manage subordinates within the basic management framework. For active SME managers, their responsibilities are even heavier. Not only can they not stick to the rules to manage their subordinates, but they can't use the crying mode to involve the blueprint of the enterprise.

if managers want to constantly adopt new methods to deal with new situations in employee management, they must have a year and the ability to transcend stereotypes. seven