How to train effective subordinates?

The management team is mainly divided into two parts, the first part is the views on training subordinates, and the second part is the practical experience and content.

First, all assumptions that ignore environmental factors are hooligans.

With team methods and routines, large companies have the practices of large companies, small companies have the practices of small companies, foreign companies have the practices of foreign companies, and private enterprises have the practices of private enterprises.

In an enterprise with a very imperfect system, a very imperfect process, and the boss's support, the probability of bringing out good subordinates is not much better than that of the national football team from 12, and it will enter the top 32 of the World Cup in Russia. Therefore, the first consideration in all management work is environmental factors.

Second, there is a powerful boss first, and then there are effective subordinates.

If the boss's own ability is not good, how can he bring out effective subordinates in the end?

So in the process of training subordinates, we have a concept to change: don't expect subordinates to help you, expect subordinates to need you. The condition that you are needed is that you have strong ability, which is also the reason why a strong general has no weak soldiers under him.

Three, a clever woman can't cook without rice, why do you save mankind?

There is an old saying: "People who lack talents are useless in the world, and those who are good at talents are useless in the world." In the most straightforward words, it is to put the right person in the right position. If you think subordinates are available talents, you should also cultivate and exercise more. But if this person has no ambition or obvious ability defects, then give up! Don't think of yourself as a god. Buddha needs to save all mankind.

Fourth, find good seedlings and cultivate them.

If you find a good prospect, congratulations, you are already luckier than many managers.

A good prospect standard: positive attitude, hard work, simple things 120, complex things 80.

A good young seed training strategy: overweight and overweight until his limit is observed. Pay close attention to his working methods, mental state and work progress in the process and give timely guidance.

Fifth, the general psychological activities of subordinates.

Subordinates are willing to follow you, regardless of your appearance, position or power. They are more concerned about whether you can take them further and further.

Subordinates are willing to do things well, not because they are praised and criticized, but because everyone wants to find their own value through practice;

Subordinates are willing to do their best to achieve their goals, not just what they get in return, but the influence of the goals themselves, which can inspire them to keep moving forward;

Some specific implementation contents of the training.

First, let them know what to do.

1. Let them know themselves, the market and the company. Clear what needs to be done every day and how to do it;

2. If problems are found in daily work and corrected in time, check the daily workload and work completion and tell him what the logic behind the work is;

3. Let him contact other departments more, and know what other departments are thinking and caring about.

Second, let him know how to do it well.

1, arrange subordinates to observe and guide near them;

2. Observe subordinates' mood and working state in time, and tell them to do a good job.

3. Teach him the experience in his work in a timely and complete manner, so that he can learn, summarize and grow in actual combat.

Third, let him know the consequences of not doing well? ?

1, indicating the job requirements; Let him understand what problems will occur if he does not do well, and what consequences will there be;

2. Give him a chance to correct his mistakes, put more pressure on him when necessary, and stimulate him at the same time. If it is really impossible to cultivate, see whether to change the work content;

3. Assign tasks: explain the rules, explain the results and explain the consequences;

4. As a superior, you should be diligent and walk around the scene; Eyes should be diligent, be good at finding problems, and mouth should be diligent, even if it is to point out problems.

Fourth, then let him understand that it is more important to work hard with your brain.

1, encourage subordinates to put forward good suggestions and methods, and let them decide their own work content, as long as you supervise the results;

2, team building, growth, team culture system, good experience and more meetings with subordinates to discuss, listen to their ideas and opinions;

3. Give subordinates enough space and voice, encourage excellent speech, and don't monopolize power and act arbitrarily.

Fifth, finally, let subordinates have a sense of mission.

1, to help subordinates re-recognize the value, significance, responsibility, mission and height of their work and find their own goals and directions;

2, listen to the vision of subordinates, combined with enterprise strategic decision-making and leadership intention, amplify the implementation results and the significance of the work;

3. Important events of the company will be announced at the first time to guide everyone to share; Encourage subordinates to move forward anytime and anywhere.