How to manage employees

In the final analysis, the competition between enterprises is the competition of people. How to effectively stimulate the enthusiasm of employees, make employees more loyal to the enterprise, and do their best to complete the work?

In the final analysis, the competition between enterprises is the competition of people. How to effectively stimulate the enthusiasm of employees, make employees more loyal to the enterprise, and try their best to complete the work is a problem that every enterprise leader hopes to solve, and it is also a problem that is often missed.

First, focus on the idea.

In the past, the feudal paternalistic style of treating management posts as officials and employees as tools should be abandoned. On the contrary, we should respect the employees'.

Understand the specific needs of employees, adapt to the supply and demand mechanism of the labor market, and rationally design and implement new employees based on the principle of two-way selection.

. Taking people as an important capital of an enterprise is

Fundamentally, and put this idea into practice in the enterprise system,

, employee compensation and other specific management work.

Second, set high goals.

The key to retaining talents is to constantly raise requirements and provide them with new opportunities for success. Everyone wants to win, and the challenge is love.

General performance, if enterprises can constantly put forward higher goals, they will stay. As a manager, you should realize that employees need more opportunities to use their brains to help enterprises and get recognition when they grow up. So you must create and design some challenging opportunities to stimulate employees to pursue higher performance. Only when employees feel that they can get constant support and learn new things in their work will they stay and be more loyal to the enterprise.

Third, frequent communication.

Nobody likes this.

Employees will have a lot of their own dissatisfaction and opinions, although some are correct and some are incorrect. Therefore, employees and employees, employees and leaders need to communicate frequently, consult employees' opinions on the company's development, listen to employees' problems, and talk about their own views on these opinions and problems-what is acceptable? What is unacceptable? Why? If the enterprise has difficulties, it should be made public and tell employees that the enterprise needs their help. Remember-paper can't wrap fire, and employees need to know the truth.

Four. Authorization, authorization and reauthorization

Authorization is the most effective incentive method in management. Authorization means that grass-roots employees can make correct decisions by themselves, that you trust him, and that he and you are taking responsibility at the same time. When a person is trusted, generate will show more enthusiasm and creativity. Therefore, we suggest not to make every decision by managers, and not to do things that can be authorized by ourselves. Managers should play the role of supporters and coaches.

Five, counseling employees to develop their personal careers

Every employee will have ideas about personal development and think that his ideas are correct. It is wise to make a development plan suitable for each employee. We suggest that employees should always be asked when evaluating their performance in daily conversations.

What is the goal, and help them understand their strengths and weaknesses, formulate practical goals and ways to achieve them to support employees' career planning, and then try their best to cultivate and support them. It is unwise to educate and train employees without paying attention to their specific ideas and needs.

Sixth, let employees participate.

More and more, we find that in practical work, the people who have the most ideas are often those who are directly involved in task execution. Involve front-line employees and let them know that you value their opinions. Employees don't want to be given simple orders and instructions, they want to play a more important and meaningful role in their work, and they are eager to participate in decision-making. When employees want to participate, but you don't give them a chance, they will alienate.

And the whole organization. If you can respect the opinions of employees, even if you don't adopt their suggestions in the end. You will find that they will be more willing to support your decision.

Seven,

Maybe you don't remember what promise you made to someone by accident, or you think that promise is not important at all. But remember, your employees will remember everything you promised them. As a leader, any seemingly insignificant behavior will have an impact on others in the organization at any time. You should be alert to these influences. If you make a promise, you should be responsible for it.

If you have to change your plan, you should explain the change to the staff. If you don't or don't clearly express the reason for the change, they will think you.

If this happens frequently, employees will lose trust in you. Losing trust in employees usually leads to a loss of loyalty.

Eight, the recognition of more employees

A sense of accomplishment can stimulate employees' enthusiasm for work and meet their internal needs. In the long-term work, we summarized the following rewards:

Open reward standard. Let employees understand the reward standards and the reasons why others get rewards.

Give praise and rewards in an open way. If praise and reward are not made public, it will not only lose its own effect, but also cause many problems.

Return with sincerity, don't go too far, and don't

The limit of reward is very important. Reward what just happened, not what has been forgotten, otherwise the influence of the reward will be greatly weakened.

Nine, allow failure

We should trust and support employees' beneficial attempts, and they can help our enterprises to innovate. Don't punish employees for failure. The failed employees have felt very sad. We should emphasize more positive aspects and encourage them to continue their efforts. At the same time, help them learn to learn in failure, find the reasons for failure with them, and explore solutions.

A beneficial attempt to criticize or punish is to stifle innovation, and as a result, employees are unwilling to make new attempts.

X. Establishing norms

It is necessary for every enterprise to establish a strict management system to regulate the behavior of employees. We can describe the workers in each position in detail, so that every employee knows what he should do, who he reports to, what rights he has and what responsibilities he bears. Of course, this restriction cannot be too strict, but it must be. Establish reasonable norms, and employees will act within the prescribed scope. When it is beyond the specified range, employees should be required to get it before proceeding.

Permission