The good leadership should also assume responsibility for counseling. That is, the role of Coach (coach) is placed in daily work. Even if you can't be a spicy teacher in "GTO", you must have a certain method and skill to become a qualified Coach. This issue HR desk calendar, senior HR management experts teach you a good Coach.
Problem: New employee countermeasures without technical experience: pulling him, giving him the space for him Coach experience: To encourage him, don't hit
When employee is not satisfactory, the manager should pull him. The Pan Lida Manager has recruited a young man in the company, graduated from the school, and the comprehensive quality of all aspects is very good, and one year of work experience. However, because a graduation entered a state-owned enterprise, it was very unique, and the technology was still ruined for a year. So the young man has a year of work experience, but it is equivalent to a white paper, there is no practical research and development experience.
The project manager is very dissatisfied with him, and even if the manager of Pan Master is not properly. "Technology is not good, you can learn in practice, the key is that the comprehensive quality is very good, there is potential." Facing the dissatisfaction of the employee department, the pressing pressure on one hand, hope the department manager will give the employee again; another Aspect, she is looking for that young man talking and encouraging him. "The young man is very clear. Since this is this, special needs to give him encouragement and support at this time." Man is fully affirmed by the potential of the young man, and believes that he can overcome the shortcomings of the technical level.
"In fact, the attitude of work is very important." Man was recalling the serious attitude of the young man at that time, very appreciative. "Do you know that he is responsible, what is the right? Customers believe that his technology is not enough, but because of his professional attitude, it is not easy to think about the opening of Enlightenment." Manager Pan has always encouraged the employee to keep such a work. Attitude, constantly improve your own technology, believe in your potential. After one year, the young man became the technical backbone.
In the face of such an employee, some managers may rebound, change people; some let him exercise, give him the space and time. The previous practice is a matter of practice, in fact, the waste of resources: recruitment costs, training costs, and pre-production losses, etc. If the leadership can continue to encourage, pull him, then he will improve and work.
Problem: IT engineer countermeasures in self-feeling, dismisive work, help him find the meaning of work COACH: Tell him, don't talk
"Some employees are new enterprises, they will not satisfy their positions or salary, in fact, employee self-positioning is not accurate." Ms. Pan Lida, senior human resources manager, Shanghai Queang Software Co., Ltd. There have been a new employee of Jiaota graduated, serving the test engineer of Shenzhen Branch. The trial period is not full, he said to Pan Manager's dissatisfaction with the position. He believes that a large graduate of the Tang Dynasty acts as a test engineer is too only, the company should arrange him as a software development engineer.
Manager Pan believes that although the company's decision is based on his ability and quality, it cannot be blunt: this is the company's decision, and employees must take it. "If this is like this, it is very likely that he will leave because he doesn't respect him. I have to do it is to help him find the meaning of work." So Pan manager tells him that test engineers are not lower than R & D engineers. The proportion of software test engineers and R & D engineers is 7: 3, which fully illustrates the importance of test engineers. Only the products that can make the products that can be developed more in line with customer needs.
"Tell him that the importance of test is not enough, but also to further help him excavate the meaning of the work." Manager Pan continued to analyze, if he still wants to engage in development, then when he serves testing engineers, he should accumulate and think more. Understand the misconditionation, find the regularity of BUGS in the software. In the future, if he is engaged in R & D, you can avoid these mistakes in time. The analysis of a midken, let the grandfather graduates start the test engineer. After that, as Pan Manager predicted: After half a year, because the matching R & D team project error rate is 0, he is willing to become a research and development engineer; less than 2 years, it became a Leader. He has a clear understanding of the misconduct: such as the engineer's personal work habits can cause what errors, and what errors can occur due to fatigue during the project.
"He has successfully verified that I was originally in the first day. It is because I stand in his position to help him analyze it. If I have a simple to talk, talk about what obeys the company's interests, listen to the distribution, he will not be happy."
Problem: Enterprise Training: Exploring the Advantages of His Coach Design: To develop him, don't accuse
Wang Tianhong believes that there is also an aspect of the counseling of employees to play the strengths of employees and arrange employees in the most suitable position. She got an example. She once recruited two training sectors for the company's training department. These two trainers will go through all parts of the country to train the home appliance promotioners of the branch.
Initially, Wang Tianhong took a comprehensive training to them. In other words, from the setting, development of training topics, to the completion of the course speech, to the internal speech, the man and a woman must be completed independently.
Through several trials, everyone felt that the class of training teachers should move than male training teachers. Female trainer will introduce the boring product, product characteristics use vivid metaphors or compare students; and male trainer will only be one, two, and three places. The female trainer will match the appropriate body language when teaching, attract the attention of the students; men's training clerks are monotonous; female trainers will communicate with students in time, and men's persons and students lack interactive and exchange.
Despite it, it seems that there is a lot of problems, Wang Tianhong did not blame the male trainer, and did not force him to change the text style. On the contrary, she also found the advantages of a male trainer. His research capacity is particularly strong, good at collecting, organizing, analyzing information, and is very logical. So Wang Tianhong no longer barely barely trained the training lesson, but arranged him to develop and design the course. And the female trainer who specializes in speech is delegated. In this way, two people became team, collective combat, and the effect was very good.
Today, we can produce the greatest value today in the most suitable positions in division of labor. This requires managers to correctly know employees and put their employees in the most matching position and do the most appropriate job. "Mining the potential of employees, let them do the best things, is a qualified manager." Wang Tianhong said.
Problem: Electromechanical Engineer Countermeasures not coordinating: Don't actually solve the problem to do demonstration COACH experience: I want to affect him, don't order
In order to lead, the leader is the best educational approach. When employees encounter problems in their work, it is better to help employees solve practical problems. Then pass your own actual operation to the staff to demonstrate, teach it. Wang Tianhong, Training Manager, Shanghai Eli Sheng (Group) Co., Ltd., is such a counseling staff.
In the early years, when she is responsible for the training base established by German companies, the team led by electromechanical engineers, training for 2 majors and six class students. Electromechanical engineers involved in teaching have no concepts of how to arrange courses and experimental equipment. Initially, training centers will have two classes to fight for a hydraulic device.
When the problem occurred, Wang Tianhong did not simply blame which engineer, nor simply commanded them to rearrange the course, but personally designed a course, arrange different internships, and allocate the use of equipment. Promineering is not the ultimate goal, more importantly, the church subordinate method. Wang Tianhong explained in detail how to make the teacher's teaching time, how to effectively use only several sets of equipment. Through her actual operation, those electromechanical engineers have mastered their ideas. The scale of the training center has been expanded again, while the teacher's configuration, the distribution of the experimental equipment has never had problems, and all operations are well-operated.
"I personally help them solve difficulties, teach them to solve the way, they naturally accept my ideas and methods. When there is a problem again, they will actively try to solve themselves."
Key to counseling employees: let employees have development
Zhang Yiming, deputy general manager of Shanghai Runjie Enterprise Management Consulting Co., Ltd., said employees divided into high skills, high attitude, high skills, low attitude, low skill, high attitude, low skills, low attitude four categories. For the first type of employee, it is basically in the best state, no need for leadership. For the fourth class, enterprises will not be approved, and the meaning of the counseling is also lost. It is often necessary for superior counseling. For low skilled, high attitude employees, superiors need to give him enough training exercise and technical guidance, so that he has improved in terms of skills and continuously improvement. For high skills, low attitude employees, superiors need to use their own attitude to influence him, and use their enthusiasm for work, and actively infect him.
Regardless of attitude or skills, it is to improve employee productivity and promote enterprise development. The company's development and employee development, the growth is closely linked. Therefore, the key to counseling employees is to develop employees. Employees have naturally hope that their careers will develop. At the same way, coupled with listening, inspiration encouragement, inquiry, feedback, etc., leadership is half-metric. These techniques require managers to continue to explore, try, can be used flexibly in practice.
