Looking at workplace managers from the classic lines of 33 days of lovelorn love

Looking at workplace managers from the classic lines of 33 days of lovelorn love

From the classic lines of 33 days of lovelorn love, managers in the workplace must understand the rules of the workplace if they want to gain a foothold in the workplace. Many things in the workplace are worth learning. Let's share the content of workplace managers in the classic lines of "33 Days of Lovelorn Love"!

Looking at the workplace manager 1 1 from the classic lines of 33 days of lovelorn love, Lao Wang: love is a thousand pounds, and it loses to the chest!

Friendship: Friendship in the workplace can be said to be empty promises and spiritual rewards. In the minds of employees, spiritual rewards may all be empty, and leaders will only talk empty words, brag, and empty words are just floating clouds. The front-line management in the workplace should understand that material rewards are more effective than spiritual rewards. Only by saying "no kidding" and keeping promises can employees be grateful to you. Don't just talk without action, otherwise it will only make people feel disgusted. Let employees see that your efforts are real material rewards, and they will definitely put more enthusiasm into their work.

2. Quotations from Huang Xiaoxian's "33 Days of Lovelorn Love": As a taxpayer in China, I may have to undertake many strange social obligations, but I know very well that these obligations definitely do not include entertaining passers-by with my sadness.

If life is not satisfactory, it is inevitable that employees will make a fool of themselves or be inexperienced in some places, but don't teach them in person, because everyone has self-esteem. If you can tolerate him generously and leave him enough face, he will sincerely thank you, and sincerely admit his mistakes and actively correct them. Moreover, if possible, it can stimulate the internal potential of employees and play a greater role.

3, "33 days of lovelorn love" Yulan quotation: You married a person and asked this person to have no problem for a lifetime? If something goes wrong, you must solve it!

If there is a problem, it should be corrected in time. No one is perfect. As a management or enterprise, there will be omissions in its system, and the omissions should be made up as much as possible. Never have the attitude of "only Zhou Guan is allowed to set fire, and people are not allowed to light lamps". You are a normal person, and you will make mistakes like an employee. No matter how tall and smart, there will be times of confusion. Making mistakes is not terrible, but remember to correct them in time. Only those who are good at summing up the lessons of failure can lead the enterprise well, constantly improve the company's system, and be recognized and maintained by employees.

4, "33 days of lovelorn love" Huang Xiaoxian quotations: I don't want your apology, I don't want you to say that you owe me a lot, that's all I want.

Leaders of small companies always cling to power and fear decentralization. But if you want your employees to have a sense of belonging, you should delegate power and let your employees do everything with the spirit of ownership. The management spirit of the trainer enables every employee to exert some abilities. A person with more strength will become a stronger barrier against external factors. As a manager, you should also think from the perspective of employees. You are a fan of management and authority figures, but employees sometimes have a clear perspective and see more thoroughly than you. Empathy can also make your management smoother.

5, "33 days of lovelorn love" Huang Xiaoxian quotations: betrayed a person, you even have to start to doubt your own personality.

Managers take out your "half-hearted" and cultivate loyal subordinates with "sweet tricks" of love, care and concern. When subordinates make mistakes, use your kindness to help turn things around and tolerate each other. Of course, at the same time, you should take him as a moderate punishment and agree to accept it willingly. Let him have such an awareness and be unwilling to betray you, and let him feel that if he resigns one day, he will never meet such a good boss and such a caring leader again.

6, "33 days of lovelorn love" big old five quotations: you have never been born, what qualifications are you to complain about life.

Every choice, every decision is risky, but if you fail or make a mistake, you will never know where your shortcomings are and you will never be able to improve. Don't complain about life. Nobody owes you anything. Finding your own reasons is more important and useful than complaining.

7. Quotations from Huang Xiaoxian's "33 Days of Lovelorn Love": There are still many good young people in the market. There must be a person who is humorous but not artificial, gentle but not salty or wet, and has an unsightly appearance, but can hit my heart with a casual smile. There are so many deformed people active in the vast sea of people, can't such people exist?

Don't treat subordinates as freaks, feel troublesome and annoying, and never open a small window for the person who can hit you in the heart. As a manager, you should not be selfish. You should treat employees equally and open your heart to everything. Maybe the humble soldier in your eyes will be of great use one day, and drifting on water can also capsize. Your future and career guidance are not for you to decide, but for them to decide.

Watching the movie "33 days of lovelorn love" from the classic lines of 33 days of lovelorn love has aroused heated discussion among the audience, especially several classic lines have inspired us to think differently. Many young leaders, when talking about how to manage the post-80s new employees, always describe it like this: "We should take out all kinds of loving, gentle, considerate and sweet tricks to train our subordinates; When subordinates make mistakes, we should quickly reverse the situation, and at the same time tolerate each other with a broad mind and give him appropriate punishment. The punishment was severe, and the subordinates announced breaking up and jumping ship. The punishment is light, so you should be careful that he will "aggravate" your trouble in the future.

Whether you like it or not, the post-80s generation has gradually become your subordinates, your colleagues, your boss or boss. You find that the post-80s generation has penetrated into every gap in the workplace, and this group of maverick people in business history is about to step onto the historical stage and dominate the pulse of this fast-paced era.

They are special because their growth trajectory is different from that of their parents and even their peers overseas. In China, the post-80s generation is the best interpretation of "extraordinary 6+ 1" (father, mother, grandfather, grandmother, grandfather, mother-in-law, children), and it can be said that it is the "little emperor" loved by thousands of people in the media. Secondly, the social background, culture and education of the post-80s generation are very different from their predecessors. From the shortage of materials to the inability to popularize education, the post-80 s generation has little chance to happen. The open mind, the transparent growth of information and the introduction of western culture have made this group of young people dare to think more than before. For mainland enterprises, the topic of post-80s management is more meaningful.

According to the data of the National Bureau of Statistics, the total population of China born in 1980s is close to 200 million. This huge ethnic group with a population of more than half of the United States, one Japan and even Britain, France and Germany attracts the attention of many enterprises in China and even the world. For enterprises in China, they are not only a fresh force in the consumer market, but also an important force in the workplace. Therefore, the management of this group has become particularly difficult. Some time ago, the United States set up an organization to study the thinking patterns and behavior habits of the post-80s and post-90s people in China, so as to better target the marketing and national strategic behavior of this group.

In many literary works and film and television works, the post-80s are vividly portrayed: rebellious, excitable, emotional, self-centered, lacking in collective concept, and "strawberry family" ... In them, you can't see their parents at all, or even their professional habits and ways of thinking, and none of them will work hard in the workplace like their predecessors, even. In their workplace standards, there are more measures of "cool" and "unhappy", which has become the source code of their "jumping happy".

The direct impact of the post-80s generation who are ready to jump ship at any time is the rising cost. Generally speaking, the average replacement cost of employees is 25% to 50% of the annual salary; Considering various factors that cause staff turnover costs, such as recruitment service fee, interview time cost and business loss caused by talent vacancy, the company will face a loss equivalent to 200% of its annual salary when senior staff leave. But for employees themselves, the loss of job-hopping is also huge. According to age, the oldest post-80s generation should officially enter their thirties this year. Most of them have not become the backbone of enterprises, and they are not well paid, but the pressure of life is increasing, and wages are the guarantee of their basic life. Then, why did the post-80s people change jobs frequently? It's not just the post-80s job-hopping that challenges managers. Even if these unruly people don't quit, they will have various problems.

The difference in material life background between the post-80s generation and their predecessors in the workplace has evolved into a huge ideological difference. These people appreciate the creativity with fantastic ideas, look forward to the visual impact and an "experience", and find the excitement and freshness to realize their personal dreams at work; They have a broader vision and hope to be recognized by managers in their work.

Therefore, gaining recognition and a sense of accomplishment has become the source of post-80s efforts. As a business manager, how to constantly inspire and lead the post-80s generation to maintain a "freshness" so as to achieve success? To solve these headaches, managers need to motivate, train and manage employees reasonably according to their specific conditions. In layman's terms, it is to guide and encourage methodically like a teacher, and to maximize one's ability with management ideas and methods like a conductor.

Most post-80s people don't like being limited by rules and regulations. They prefer to be led rather than supervised. Therefore, managers must face up to reality and change their thinking habits. They should not only formulate rules and policies from the perspective of the company's requirements for employees, but also consider from the perspective of how employees recognize the company, replacing "loyalty" with "cohesion" and "retention" with "cohesion" to achieve a win-win situation between the company and employees.

Deloitte believes that an enterprise organization that is good at talent management focuses more on: making the post-80s talents satisfied with their work in the organization, helping the post-80s talents to do things better, giving them opportunities to challenge, and helping them to establish a more positive interactive relationship with people in the organization. Therefore, we suggest that enterprises establish a talent management strategy of "development-configuration-link".

In order to realize "talent development", the company needs to provide a set of practical guidance for the post-80 s employees to master their jobs. This not only refers to traditional classroom education and e-learning, but more importantly, it provides real on-the-job training, helps employees expand their abilities and encourages them to actively learn from supervisors and colleagues. Research shows that 67% people think that when they cooperate with their colleagues to complete a task, they learn the most; 22% people think that when doing personal research; 10% thinks that when colleagues give answers and explanations; 2% think that through manuals or textbooks, these have inspired enterprises to choose the appropriate training methods for employees.

Enterprises can also use MCC design to plan employees' personalized career development. Career individualization provides employees with a way to choose a career from four dimensions (rhythm and speed, workload and intensity, flexibility of work place and time, and work role), which makes employees' career planning consistent with their life goals and establishes a benign fluctuation of career development. For example, people who have just graduated from school are full of energy and physical strength, and can undertake jobs with faster work pace, greater work intensity, relatively fixed time and low post requirements; There are 8 to 14 people working. If you have a family, you may transfer the center to the family and take good care of your family. Those who have worked 15 years or more have less distractions in all aspects and return to work. "Talent allocation" refers to identifying the internal skills, interests and knowledge of key employees, finding their most suitable positions in the organization, and conceiving the best job design and conditions. Through "talent allocation", we can match suitable candidates with key positions or projects, and help those employees who don't match their jobs to make adjustments, so as to achieve the consistency of interests and jobs, the consistency of talents' interests/abilities and strategies, and the effective matching of talents and positions/projects, in exchange for employees' loyalty. When communicating with post-80s employees, we should give full consideration to their personalities.

"Post-80s" are more willing to express their views; Give timely feedback when assigning tasks to the post-80s generation; At the same time, learn to manage their expectations. Communication with post-80s employees should adopt familiar methods, such as Internet, Wikipedia and blogs, communication meetings between managers, HR and employees, and employee turnover surveys with third parties. Enterprises will find unexpected communication effects. According to the specific situation, enterprises can provide overall personalized human resources policies for post-80s talents, such as flexible working hours, compressed working week, shift system and other emerging working modes. Combined with high-tech means, such as video conference/telecommuting, account management of vacation time, vacation management, club activities, sports and health guidance to encourage employees to get personal development space, career counseling, employee assistance plan, corporate social responsibility education, etc. Will be welcomed by post-80s employees, making them feel respected and understood.

Similarly, like it or not, the post-80s generation will soon become the main force in the workplace, and their success or failure will directly affect the success or failure of China's social development. When they become a new army in China society, they will more or less criticize some practices of their predecessors.

There was once a fable about a rabbit who saw a crow safely stop at the top of a tree. He asked the crow, "Why don't you do anything while I'm busy here and always on my guard?" The crow said to him, "You can't do anything." So the rabbit believed the crow's words and really did nothing, resting under the tree. Soon, a fox came running, saw the unguarded rabbit, ran over and easily subdued the rabbit and ate it.

This fable tells us that if we want to achieve nothing like others, we must first reach the height of others. The post-80s generation does have many innate advantages, but it is undeniable that the predecessors have accumulated more experience and experience after all, which is incomparable to the post-80s generation. They have unlimited energy and new ideas, but they still have a long way to go!