Charles M. Savich, the author of "Fifth Generation Management", said a whisper: doubt and distrust is the source of the company's true cost.
We often like to quote a sentence when you emphasize management: there is no rule. But we have ignored such a fact that if the enthusiasm of the person fails to fully mobilize, the more rules, the higher management cost, so we believe that the minimum rule of the company management is respect for people.
We talk about management, especially for people's management, too much emphasis on "constraint" and "press", and in fact such management is often counterproductive. Smart enterprises and entrepreneurs have begun to realize this, starting to work hard in "respect" and "incentives", understand the needs of employees, then satisfy him; rather than hiring him, then squeezing him.
A good business and good manager always keep this: His responsibility is to help employees success, if the manager uses power to bully employees, it is not a competent manager, at least a manager with modern consciousness, how to see him is like The foreman of an old society, the most important thing for the manager is to use his power, his expertise, his influence to help employees success. The manager can't let the employees under his hand have failed, and the squid of the frying staff - this paragraph is the original vice president of HP China.
Let the management are proximally, let managers are close to employee psychological distances, allowing managers and employees to motivate inspiration, enthusiasm and trust in unrestrained exchanges, such phrases in excellent entrepreneurs. consensus. When a column writer visited Intel, I saw that the Intel's CEO, Grewu's lattice was as large as the employee's lattice. It was very sharply accused. It was more hypocritical, and Gupu replied that he did The reason is to make the power amplified, causing psychological stress to employees to better communicate with employees.
To make management truly affinity, not only the distance is close to employees, but also to truly care about employees, not only to care about employees, but more importantly, care about employees' future and future, including employee salary and stocks, Also include employee learning opportunities to get an opportunity to recognize and develop opportunities.
The respect for people also includes the tolerance of different thinking. 100% of the same thinking, often makes innovative seedlings die early. As a manager or senior supervisor, if you can't help, you only like to promote those ideas, practices, and you will gather a group of people with your thinking around you, you are very dangerous. When you encounter difficulties, people around you can't help you, because your thoughts and practices are as follows.
Management is right, but don't make people 's shape, which makes people' s management is a major disaster (especially high-tech enterprises).
The world's turn-in master Unisys head Wen Chake said: "A company is going to succeed, the key is to take care of your employees and help them, otherwise they will not help your business. Treat employees must be honest, must have Consistency, can not be met in order to change, must take your heart out to see them, be happy, only in this case, they will go with you. "
This is a very ordinary realm, but many entrepreneurs can't do it, but they ask employees to loyal to the company. Just like the love of the single thinking, it will be drifted with water. Entrepreneurs are not loyal to employees, don't want employees to be loyal to you.
The company manages thousands of Wanxu, intricate, but the most core is to manage people, respect for people.
