Management: Charm power, use management charm to influence your employees
Regardless of what leaders do, if there is no response to followers, the leader is destined to fail. However, in reality, leaders and followers are always difficult to work.
In this chase, the leaders always lamemise too much, it is too difficult to find the employee that can trust; and in this era of admire the personality, the personality is tough, and the employees who have been self-righteous and the compensants make the headaches. More and more evidence demonstrates the role of management charm in the leadership, charm can varying differences. 1. How is the employee of "personal hard" employees as high-level supervisors?
Solving the idea: If the supervisor feels tough personal, the supervisor is often weak. Employees are self-esteem, and some of the ability is self-righteous. For "personalized tough" employees, the supervisor can take two strategies, one is to change the toughness of employees, just in Joq. In addition, only employee's ability, but do not reuse his quality, gradually "tame" strong employees through "Target Management" strategy.
2. Employees are prone to externality of lure, how to improve employee resistance?
Solving the idea: Employees are not only for money, but he may have respectible for your company, but it may not be reused. If the value orientation of employees If there is access to the company, it is inevitable to have new ideas. If the employee is dry, it is hard to lure. If the employee is dry, there is no way to add salary. If your management charm is bigger than the charm of money, eliminating the most reliable use of the management charm.
3. It is now too difficult to find a trustworthy staff. Is there any way to quickly identify the loyalty of employees?
Solution: If it is too difficult to find a trusted employee, the boss is likely to be unassured, the trust is low, and the personality is comparable to "bias". To quickly identify employees, the boss must first identify your own ability. I don't know, why know people, I don't know people, and how to obey.
4. How to make more, and less employees "do less"?
Solving the idea: The management of the management in Daxi is to reward good, not criticized bad. Negative inspiring is often easily injured by employees, for protecting their own purposes, employees will spend a lot of time and energy to argue themselves. To let the employees of "speaking more and less" to "do less and less", you should reward and encourage the employees, less criticism and punishment of "more less dry". Once "do you say more", it is a team of teamwork, "more and less dry" people, or it is "how long to say", or you will fall off from the team.
5. Employees with different capabilities, using the same target management and assessment, the enthusiasm of employees with low capabilities will be contused; if you use different target assessments, the enthusiasm of competing eligibility will be traumatic, what should I do?
Solving the idea: Internal competition mechanisms are often easier to make strong, weak, and a team can't use two sets of standards. The reality is weak, and you may wish to be strong, in the team, "strong help" The concept of establishing a "strong" team, and the weakness is strong.
6. Can I use "management charm" to be managed with the employees who don't talk about affection?
Solving the idea: The employees who don't say letters don't actually emphasize the "emotional law" in my mind. He is likely to be dissatisfied with the boss or not trust, and this alternative employee should be managed with "management charm". But you can't use the general "management charm". Otherwise, it is not only invalid, it is still very dangerous. This also requires managers to improve their management charm more efforts.
7. How do you have a very "self-righteous" employee for the ability, how can I help them do practical work?
