Why set up competitors so that employees can actively compete with each other?

[Classic Review]

Everyone wants to stand out, and their underlying psychology is to stand in a more superior position than others. Psychologically speaking, this underlying psychology is The desire for self-superiority. With this desire, human beings will actively grow and strive to move forward. When this desire for self-superiority has a specific competitive object, its transcendent consciousness will become more vivid.

Everyone has a competitive mentality that refuses to admit defeat, but the strength and weakness vary from person to person. Even if a person's competitiveness is weak, there will always be a sense of competition lurking in his heart.

Understanding this, business managers can easily use this mentality of employees and set up a competition object for them to encourage the "microclimate" of internal competition and let the other party know the existence of the competition object. It can effectively stimulate employees' work enthusiasm, allowing them to take the initiative to compete, and work efficiency will naturally improve.

[Case Analysis]

CapitaLand successfully used the "setting up competitors" motivation method when managing its employees. Once he said to a skilled worker who was always working hard: "Carlos, why do you take so long to do something I asked you to do? Why can't you be as fast as Jones?"

To Jones, he said this: "Jones, why can't you follow Carlos's example and be as efficient as him?"

Not long after, as soon as Jones returned from a business trip, Cade stayed. A note asked him to make a casting and send it immediately to the Railway Switch and Signal Manufacturing Factory. The note was written on Saturday, but Jones had it done on Sunday morning.

On Sunday morning, Cade saw Jones in the manufacturing plant and asked:

"Jones, did you see the note I left?"

"I saw it."

"When are you going to cast it?"

"I have already cast it."

"Huh? This When did it happen? Have you really finished it?"

"Yes, I have finished it."

"Where are you now?"< /p>

“I have already sent it to the manufacturing plant.”

Kade was overjoyed when he heard this, because he found a good way to motivate employees to improve efficiency, and for this Surprised how effective this method is. For Jones, Cade's praise made him feel encouraged and felt that his boss appreciated him.

In the above case, Cade successfully used the method of "setting up competitors" to motivate Jones' work enthusiasm.

[Skilled Touch]

Competition consciousness is actually the psychological manifestation of people's desire for recognition and excellence. Business leaders must make full use of employees' sense of competition and purposefully set competitive goals for them so that they are consistent with their inner designs, constantly stimulating their own potential, and making greater contributions to the company. During specific implementation, you can refer to the following practices.

1. Make job backups so that employees can feel the pressure of competition at all times.

Give every employee a chance to compete fairly. Each position must have one or more backups. Only one person can do a position. Let employees feel the pressure of competition at all times. If they want to To do better than your competitors, work harder.

2. Hint the existence of competitors to special employees.

If an employee has a special status and is not active in work, but it is difficult to directly set up a competitor for him, you might as well use words to hint to him and let him know the existence of competitors, thereby motivating the employee to work hard. For example, you only need to tell him: "You and so-and-so, promotion is just around the corner." This is tantamount to implying the existence of his competitors. If he doesn't work hard, the promotion opportunity will be missed.

3. Set up a competition for employees who need motivation.

When a competitive object is not easy to find, business leaders may wish to set up a competitive object and let employees compete with each other. For example, setting up across departments, or looking for part-time jobs in the same position, etc.

4. Introduce foreign competitors.

If employees are unwilling to make progress and the department is profitable, recruit new employees decisively and set up competitors for them. If an employee still refuses to make progress even after finding new competitors, it will be of no use to keep him, so it is better to fire him.

5. Use the threat of layoffs to force employees to take the initiative to compete.

For departments whose operating conditions are not ideal and whose employees are unwilling to work hard, you may wish to inform them of the company's plans to lay off employees and let them take the initiative to compete. When using this strategy, business leaders need to be cautious based on the actual situation of the company and not act hastily.