First, how should the competent leadership
Many managers have such complaints: Why can't my subordinates can never be consistent with me? In fact, there is no uncomfortable soldier, only the generals that are universal. In this case, the manager should first reflect on his leadership method and see where his own problem is. Below is a successful manager's leadership to be the four jobs you should do, see if you have done. 1, let the subordinates understand the global
To explain your goal and globally when you arrange your work, not only to tell him "what do you do now." Some managers believe that "the subordinates doing the current work, there is no need to understand the overall situation of things, because I am the overall scheduler", "this concept is wrong. If your subordinates don't understand the overall situation, he can only follow your surface intentions, do not dare to Chao Tong. If you have any problems encountered in your work, he will report to you because he doesn't know how to handle it is correct. In this way, your subordinates will become your "with the ass", and the work ability will not have any growth.
Let the subordinates understand the overall situation and understand how other employees work, this is very conducive to improvement of work efficiency. Understand the overall situation, subordinates will understand the principles of these things, and will be flexible in some details. Over time, the subordinates will think about their work seriously, and some suggestions and ideas will tell you, you will not only have a good staff, and his work will be very good. 2, the order is clear
When setting up the subordinate layout, you have to clear your work or make the job for when this work is done, "" What is the standard is ","
The command clearly provides conditions for dividing responsibilities. When there is a problem in the work, it is easy to distinguish the responsibility of the manager, or the responsibility of the subordinates. This prevents mutual proposal to reduce management contradictions in work. In addition, it provides prerequisites for the work of objective evaluation. 3, praise the subordinate
Everyone wants to pay attention to others, everyone wants to be praised by others. Praise is the cheapest, most magical incentive way. Some managers believe that I have paid salary for my subordinates, and there is no need to do these things. If you treat the subordinates like this, your subordinates will treat you this way: the company pays a salary for me, I have worked for the company, so I don't have to care about the future of the company. If managers and employees form such a situation, it is difficult to have a happy work atmosphere. 4, honesty and respect
To listen to your order from your command, you must be honest and worthy of respect. Your honest first performance is to be brave enough to admit your own mistakes, admit that the error will not only reduce the prestige you in the mind, but will enhance the trust of you. In addition, treating the subordinates should seek truth from facts. If the subordinates find that he is deceived, it is difficult to return to its original trust.
Your words and deeds must provide the subordinates to provide the appearance, "words must be, the row must be fruit" must be your work. You ask the affordable thing to do, you must first do it first, otherwise you don't have this requirement. Respect for people is not a thing that is easy to do, it needs you to perseverely improve your cultivation.
Second, how the competent should be cultivated
From the company's internal training management personnel, it is a very important thing for the company's long-term development. Every high-level manager and middle-level manager are cultivated. But in the training process, we will encounter a variety of problems, these issues are attributed, which can be summarized as four points:
1. Lack of subordinates with potential, and at the same time, the superiors have not explicitly judge the subordinate capacity standard;
2, the company's management goals are unclear, so the goals of cultivating the subordinates are not clear;
3, the company's overall human resource planning and configuration mistakes make the subordinates of the cultivated subordinates; 4, the willingness and attitude of subordinate learning is not enough. In addition to these objective reasons, many times the supervisor's misunderstanding of employees in the cultivation will also affect the cultivation of subordinates. In the course of the Japanese Industrial Training Association, in the course of the middle-level supervisor (MTP), 8 items for self-examination of the supervisor were proposed as an examination of whether the competent can be cultivated for the subordinate. These contents are:
1. Work busy: Do you think it is too busy, you can't leave a job, is a very glorious thing, this can express your ability to be affirmed, no one can replace?
2, in the scene: Do you think that the competent is in the work site, work can be held smoothly, the supervisor is not in the production site, the employee will not know what to do, no direction?
3, no time: Do you think there is no time to cultivate?
4, threaten itself: Do you think that cultivating subordinates will improve their work skills, while threatening your status?
5, things must be kiss. Do you think that if you don't want to be, no work is going well?
6, the subordinate agent supervisor. Do you think that if the subordinates will make your powers, he will be affected by other subordinates, and even make other subordinates to cause disgusting managers, think the competent eccentric?
7, do not dare to authorize. Do you think that if you authorize a subordinate, you will cause the reduction of other subordinate powers, or even form a violation of other subordinate rights, or will generate a situation out of control?
8, there is excellent talent on the spot. Do you think that you don't need to cultivate your subordinate, if you need someone, you can recruit it at any time?
The above eight problems, if there is a "Yes", then you can have a problem in this area, to overcome these problems, you can cultivate your subordinates very well. From a corporate management point of view, we can also strengthen the cultivation of our company's talents through the following methods.
1. Reduce management level.
Let each employee have an opportunity to communicate with the company's highest management, which can inspire the enthusiasm and upstream of their work. 2, the information is disclosed.
In the company's internal, information is to be disclosed to the relevant personnel, and managers can manage management decisions because they have relevant information, and if this information is also open, it can cultivate and improve their ability to solve problems.
3, let the subordinates go to the upper level.
When the superior is communicated with the subordinates, or the next arrangement work, the subordinates should be removed directly from the upper level. This can provide the subordinates to develop self-judging capabilities and confidence.
4, trust subordinate.
You can rest assured that the subordinates do things, so you can cultivate their responsibility, and can have a sense of accomplishment.
5, let the subordinates to manage.
You can give some less important management work to the subordinate to dry to cultivate subordinate management capabilities and guidance. Most importantly, the manager is in the cultivation of the subordinates, and it is necessary to maintain the broad cardiagy of "goodwill, discouragement and effort" in the bottom of the heart, and show in various guidance activities, which is an important part of manager management.
Third, how the supervisor praises the subordinate
Praise is one of the best incentives. If managers can fully use their praise to express their concern and trust in subordinates, can effectively improve the work efficiency of the subordinates. However, not every manager knows praise. Some managers know that they praise the importance of the subordinates, but they don't have the skills of praise, sometimes even smashed. 1, let praise more concealment
When the subordinates praised the next subordinates, it is not the best way, sometimes this will make the subordinates suspect the motivation and purpose of the manager. For example, the subordinates may want "if he did something wrong, he is comforting me, I am angry for me." Increase praise, let the unstoppable "third party" transmitted the manager's praise to the subordinate, may receive a better effect. Managers can deliberate their own subordinates when they talk to others. I heard the praise from others to his praise from others, and it will feel more sincere and trustworthy. 2, commending the specific things to praise the specific work, more effective than the general commendation of his ability. First, the praised subordinates will be clear because something makes it praised, and the subordinates will make this matter better due to the praise of the manager. Second, it will not cause other subordinates to create a jealous psychology. If the other subordinates don't know the specific reasons why this subordinate praised, they will feel that they have got unfair treatment and even complain. Commending specific things will make other subordinates as an example, try to do their job. 3, praise should be from the heart
Don't praise the praise, praise the inner heart should be sent from the manager. If the subordinates feel that the manager is deliberate praise, it is possible to produce an anti-counterpart, and even think that the manager is hypocritical. In addition, praise should not be carried out when laying the task of work, which will also make the subordinates feel that the manager's praise is not from the heart. 4, praise the results of the work, not the work process
When a work is completely completed, managers can praise the completion of this work. However, if a piece of work has not been completed, it is just that you are satisfied with the work attitude or working method of the subordinates, and it may not receive a good effect. This kind of work-based commendation will increase the pressure of the subordinates, he will think "If you can't complete the task? What should I do if the manager is disappointed and there is no face." If the subordinates are in this psychological pressure Next, it will give the manager's commendation of the criticism of the manner. It seems that this praise is likely to be a manager to "torture" for the subordinates. 5, praise characteristics, not part
Praise a subordinate, must pay attention to the part of the parties you have alone. If the manager commends all the ability to have the ability or completed, this commend will make a praised subordinate, and it will also cause a strong displacement of other subordinates. Fourth, the supervisor should criticize the subordinate
Managers have assigned responsibilities for subordinates, criticism is one of the effective ways of management. If the manager is ashamed to criticize, the subordinates will not understand where his mistake is, and it will not change the correct mistake. Although some managers often criticize the subordinate, they are not necessarily criticized. Criticism also has a method of criticism, to improve criticism, the following issues should be noticed. 1, criticism should be specific
No one is willing to accept unknown criticism, so managers must be specific when criticizing the subordinates. The manager must make the subordinates what is what is needed to criticize and criticize. At criticism, the manager is best to analyze the cause of the next person and point out the correct way. Sometimes the subordinates will emphasize that due to the consequences of other objective factors, they have nothing to do with him. In this case, the manager should not have a negative view of the subordinates, and should help the subordinate analysis from a number of aspects, so that the key to the problem is clear. Remember: The purpose of criticism is not to blame the subordinate, but let him understand how to do things well. 2, criticism must be good
If the manager's criticism is not good, criticism can only be a guide to the conflict of maniferous and managers. Since the manager may have a long-term job for a certain job, it will give this subordinates to the subordinates, if this individual is exposed, it will make the subordinate suspected manager criticized motivation. It is not a pleasant thing to criticize itself, so managers should pay attention to their attitude towards criticism, even if some individuals have met, they always maintain a friendly atmosphere. 3. Criticism must be objectively imparted before criticism, the manager can easily investigate the process of the event. In order to prevent cases, before criticism, you should carefully carefully review the matter and let him talk about personal opinions. Sometimes, you will find some questions you may haven't noticed before through the discrepancies. If these problems are not resolved, they should not be eager to criticize the subordinates.
In addition, when an event involves several subordinates. Managers should pay attention to the relevant subordinates to criticize, rather than just criticizing one. If the criticism is fair, it will cause strong dissatisfaction with the affirmation of criticism, and even do not trust on managers. 4, only criticize one thing
At each criticism, only one thing is criticized. If the manager is a beaded criticism, it will increase the affordable emotions, which may deteriorate things. Sometimes managers are criticizing, in order to give themselves, they will come out to criticize their previous things. This way is very easy to damage the self-esteem, which generally does not achieve good batches. 5, small things to avoid criticism
Everyone has their own work habits and work style, and the manager's criticism should be in some major things or work errors. It will make the subordinates very uncomfortable for some small things. If the work habits and the style are criticized, it is very wrong.
