How to manage subordinates well?

The focus of this lecture is to find everyone's dreams and convince employees that you will try your best to help them realize their dreams. Low efficiency depends on management, and high efficiency depends on motivating employees with values. They regard employees as partners and attract energetic employees to drive the group. It takes time to communicate with employees and break down six ideological barriers. Since training subordinates is so important, why can't most enterprises make great efforts to implement it? There are both conceptual problems and practical obstacles. Several typical cases are as follows: 1. Really have no time? It is a reasonable reason that the supervisor has no time, but it will lead to a vicious circle: the more incompetent the subordinates are, the less the supervisor dares to authorize, resulting in the phenomenon that the busier the supervisor is, the less the subordinates help. Usually, training subordinates is an important but not urgent thing in enterprises, which is often overlooked. Therefore, the fundamental solution is to thoroughly understand the importance of training subordinates and arrange them in the tasks of the organization according to their importance. 2. Is it faster to do it yourself? Compared with most tasks in enterprises, the familiarity and mastery of supervisors are much better than that of subordinates, so many supervisors lack patience and guidance, or do not trust their subordinates to do it. As a result, subordinates are not trained, lack of sense of participation, and feel the trust of the organization. At this time, the supervisor can start with the secondary tasks, or the subordinates can undertake the tasks and gradually teach the subordinates to complete the task transfer. 3. Teach the apprentice to be hungry, Master? China has the habit of holding hands since ancient times. Of course, in the past, there was little social information and progress was slow. Moreover, it is possible to survive by personal skills or kung fu, even with lifelong protection. However, with the rapid progress of modern society and complex environment, no one can succeed alone. Therefore, if you don't train your subordinates quickly, you may even lose your master's job. Because the efficiency of the organization is not brought into play and the performance of the department is not good, the supervisor will step down. 4. Can't you teach anyway? There are two possibilities: one is that subordinates cannot be cultivated, and the other is that the guidance skills are insufficient. The former must be screened when recruiting, or use the evaluation tools in the organization to evaluate the potential characteristics of subordinates in advance in order to cultivate the best. Skill is the kung fu that the supervisor should exercise. 5. It is better to stop than to lose? Sometimes it is the opponent's talent to train subordinates. The flow of talents will certainly cause pain and even harm, but it should not be used to refuse to employ people or stop training talents, resulting in the danger of doing wrong things for the right reasons. Just as farmers are reluctant to plow their fields when they encounter natural disasters, sailors stop sailing when they encounter storms. Of course, to cultivate talents, we must consider this person's loyalty, personality traits, trustworthiness and the company's talent retention strategy at the same time, in order to achieve comprehensive results. 6. Is it all about the training department? Yes, the responsibility of the training department is to be responsible for the overall training of the company, but the supervisor needs to bear the responsibility of training. Futurist John? 6? 1 Naisby once said: "In the past, the supervisor was the supervisor, but now the supervisor must be the developer of the potential of his subordinates." Especially many practical tasks in the organization will have a better guiding role in the work. How to manage subordinates well is a very complicated problem. Why? Because most of the contents of enterprise management are closely related to this. If enterprise management is the management of people's property, it is mainly the management of people. The management of people is mainly the management of people's needs, motives and behaviors. But this kind of management is quite complicated, which is 1000 times more complicated than other management. How can we effectively manage subordinates? Closely around the needs and motives of subordinates to carry out management work. My experience is: first, we must have the idea and action of being truly responsible for our subordinates. As a leader or manager, if you can't be responsible for your subordinates, if you can't be responsible for their interests and future, if you can't be responsible for their career, then your subordinates will not be responsible for your future and management mission. This is called "exchange". This kind of exchange is not a simple reciprocate, but an exchange of life value. Second, the process of managing subordinates is actually the process of managing oneself. As the saying goes, it is better to put on a show than to shout it out loudly. Therefore, the process of managing subordinates should be the process of self-management of managers. Third, we should set common work goals and form a common vision. Sun Wusheng said: Those who share the same desire win. The simple six words reveal a profound truth. In fact, it is the leader and manager; Next, there are subordinates and employees. The same desire is a common goal and vision. Victory means success. Fourth, there must be scientific and reasonable assessment methods and methods. This is easier said than done. The key lies in science and rationality. What is science? Science is based on objective reality. What is reasonable? Reason is the truth that accords with the existence and development of things. 5. Dare to take responsibility for mistakes in work. In fact, many managers and leaders dare not take responsibility. These people often pretend that they are right. All the credit, efforts, success, experience, achievements and extraordinary are your own, and all the faults, mediocrity, lessons, responsibilities and problems are others'. These are disgusting. Managing subordinates well is mainly carried out from four aspects: first, from the organization, pay attention to the reasonable collocation of personnel, give full play to everyone's advantages; We should advocate the values of fairness, justice and honesty. Advocate mutual assistance and fair competition. Secondly, from the system, it is necessary to clarify everyone's responsibility, establish a departmental performance appraisal system, regularly assess subordinates, and establish a strict management mechanism to let the capable go up and the mediocre go down. Third, from the training, we should pay attention to the skills training of subordinates and provide good learning conditions and career development planning; Be a business coach and role model for subordinates, and help them to improve quickly and adapt to their work. Fourthly, emotionally, we should communicate with subordinates, understand their doubts and difficulties in thought and life, and give timely guidance and help; Always pay attention to the morale of subordinates, give enthusiastic praise when subordinates have achieved results, and celebrate together when departmental work has achieved phased results; Set challenging goals for subordinates appropriately, so that subordinates can get happiness while completing their work goals. Self-analysis: ① What are your subordinates' work values? _ _ _ _ _ _ _ _ _ _ _ _ is a special way of writing, which allows them to write their own opinions. ____________________________________________________________________ ____________________________________________________________________ ____________ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ ____________________________________________________________________ _______ _______________________________________________ ______________ ___________ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ means that there are many kinds of incentives in the management system of modern enterprises. Please check, how many systems are there in your enterprise to motivate employees? Therefore, the system is the most important incentive means. We must set an example of excellent employees throughout the company. There is a term called model transfer, which means that the model is very powerful. How should managers motivate their subordinates? First of all, find the dreams that others want and try to convince employees that you will help them realize their dreams; Secondly, remember that low efficiency depends on management and high efficiency depends on motivation to inspire everyone around you; Third, it is to analyze the values of employees and motivate them with values; Fourth, we should stimulate employees' participation and regard employees as partners; Fifth, attract energetic employees and drive the whole group with energetic employees; Sixth, take time to communicate with employees, because excessive communication is better than poor communication. Guide yourself in half the time. If you can lead yourself well, you can lead others and yourself. The most important thing to lead yourself is "trust". Whether a person can live leadership depends on whether he can win the trust of others. How to win trust? First, do anything that others really care about and are interested in. Thinking more about others is the first step to win their trust. Second, try to forgive others. In fact, there is a way to really forgive someone: if you can understand the other person's past and know what influence his life background has had on him, you can understand why he has such a sensitive, strong and strange reaction to something. Third, listening to others is neither a lesson nor an enlightenment. The best way to communicate is to listen to each other. Fourth, management alone is not enough. Most people mistakenly think that "leadership" and "management" are the same thing. In fact, there are many differences between them. Leadership is related to "people"; Management is related to "system", such as system, performance and method. Both are very important, but when the competition is fierce and changes rapidly, it is not enough for companies to rely solely on management regulations and rewards and punishments. Leadership is also needed-that is, relying on "people" to see if leadership is attractive to people. 5. Accept mistakes and learn from them. The person who can learn from mistakes is really blessed because he has been making progress. On the other hand, if you defend yourself, blame others, complain about the economic downturn and make excuses, you will not be able to make progress, let alone gain anything. Over time, two kinds of mentality will lead to completely different fate.