In fact, managing employees requires systematic thinking and methods. In daily business management, there are many types of employees. As a boss, they will encounter various management problems every day. I hope the methods and skills of managing employees can help you.
1、 Fully understand the employees of the enterprise
Everyone is so simple to himself, but so complex to others. As a manager, it is not easy to fully understand your employees. However, if managers can fully understand their employees, the work will be carried out much more smoothly. As the saying goes, "A scholar dies for his bosom friend.". A manager who can fully understand his employees will be a first-class manager in terms of work efficiency and interpersonal relationship.
There is a difference in the degree of understanding employees from the initial stage to the advanced stage, which is divided into three stages:
The first stage: understand the employee's origin, education background, experience, family environment, background, interests, expertise, etc. At the same time, we should also understand the employees' thoughts, as well as their drive, enthusiasm, sincerity, sense of justice, etc.
The second stage: when your staff encounter difficulties, you can realize the expected reaction and action. And you can appropriately provide help to employees, which shows that you have a better understanding of employees.
The third stage: knowing people and doing their jobs well. It can enable each employee to give full play to his or her potential in his or her job. Give your employees challenging work that can test their ability, and give them proper guidance when they face such difficulties.
In a word, managers and employees should understand each other, communicate and understand each other in spirit, which is particularly important for managers of small and medium-sized enterprises.
2、 Listen to employees
The managers of small and medium-sized enterprises all have strong self assertions. This tendency helps to solve problems decisively and quickly, but on the other hand, it will also make the managers go their own way and listen to others' opinions, leading to decision-making mistakes.
In enterprise management, listening to the voice of employees is also an important way to unite employees and mobilize enthusiasm. In addition to problems, an employee will lose his enthusiasm for work. It is impossible for him to accomplish the task you have given him. At this time, as a manager, you should patiently listen to his voice, find out the crux of the problem, solve his problems or patiently enlighten, which can help you achieve your management objectives.
People who make mistakes should also be treated by listening, instead of criticizing them, they should be given the opportunity to explain. Only after understanding the individual circumstances can they be appropriately treated.
3、 Management methods are often innovative
The management staff is like driving a car. The driver should carefully watch the indicator and the road surface when driving. If the road surface changes and the pointer of the indicator changes, he should turn the steering wheel to prevent rollover and collision. The same is true of the management staff. If the management staff want to let their staff run on the established track, they should carefully observe and often adjust to prevent errors. In a stable large enterprise, managers should pay more attention to various changes of employees and flexibly use various skills to manage subordinates within the basic management framework. As for the active managers of SMEs, their responsibilities are more onerous. Not only can they not manage subordinates in a routine way, but also can't use the crying pattern to involve the blueprint of the enterprise.
If managers want to constantly adopt new methods to deal with new situations in employee management, they must have a year and ability to go beyond the stereotypes. At the end of the 1970s and the beginning of the 1980s, Ford's business philosophy became increasingly conservative, and the company's performance gradually declined, finally sliding to the edge of loss. After Iacocca became the president of Chrysler, he actively blazed new trails and stimulated the employees' enthusiasm. Within two years, the company that was on the verge of Bossan finally miraculously came back to life.
4、 Have both ability and political integrity, and use according to talent
"Every inch has its own advantages and disadvantages". Everyone has his own strengths and weaknesses in ability, character, attitude, knowledge, and cultivation. Applicability is the key to employment. Therefore, as a manager, when employing people, we should first understand the characteristics of each person. There are ten kinds of employees, some of whom work quickly and neatly; Some are cautious; Some are good at dealing with interpersonal relationships; Some people prefer to work silently in statistics with sole proprietorship.
On the personnel assessment forms of many enterprises, there are some assessment items about the correctness and speed of dealing with affairs. Only those who can get full marks can be considered as excellent employees. As a manager, you should not only see the scores on the personnel assessment form, but more importantly, observe in practice and combine the strengths of each employee to give them jobs. Observe their attitude, speed and accuracy in the process of their work, so as to truly measure the potential of their subordinates. Only in this way can a manager manage his employees flexibly, effectively and successfully, and make his career flourish.
5、 Dilute power and strengthen authority
The management of employees should finally be implemented to the obedience of employees to managers or subordinates to their superiors. This kind of leadership obedience relationship can come from both power and authority. Managers have high status and great power. Those who do not obey will be punished. Such obedience comes from power. The personality charm of managers, such as virtue, temperament, wisdom, knowledge and experience, makes staff resources subject to their leadership. This obedience comes from the fact that managers of an enterprise should successfully manage their own employees, especially those who are better than themselves. The authority formed by personality charm is more important than administrative power.
6、 Allow employees to make mistakes
The real world is full of uncertainty. It is impossible to succeed in everything in such an environment. A person who can do more right things and less wrong things is an excellent person. As a manager, if you ask your subordinates not to make any mistakes, you will curb the spirit of adventure, make them timid, and make possible successful business opportunities.
Adventure spirit is a valuable entrepreneurial quality. Adventure requires courage and capital. If you can take risks with some inspiration in an uncertain spirit, you may have the chance of success, but you may also incur failure. If managers do not allow employees to fail, and risk failure will be severely punished by the boss, then employees will return the idea of not doing well, so the enterprise is an important driving force for development.
Therefore, as a manager, employees should be encouraged to take risks, innovate and seize business opportunities rationally, and employees should be allowed to fail. When subordinates take risks and make ordinary mistakes, they should not take too much responsibility; When the venture succeeds, be sure to appreciate it and give corresponding rewards.
7、 Guide employees to compete reasonably
In small and medium-sized enterprises, there is also competition among employees. There are differences between fair competition and unfair competition. Just competition is to take proper means or positive ways to compete. Unfair competition is to restrict, suppress or attack competitors by unfair means.
As a manager, it is his important duty to pay attention to the psychological changes of employees, take timely measures to prevent unfair competition and promote fair competition. For this reason, personnel management has a set of correct performance evaluation mechanism. It is necessary to evaluate its ability based on the actual work performance. It is not necessary to evaluate employees according to their opinions or the preferences and interpersonal relationships of superior leaders, so as to make the evaluation of employees as fair and objective as possible. At the same time, the enterprise should establish a normal and open information channel, so that employees can have more contact, more exchanges, and positive communication with opinions.
8、 Stimulate employees' potential
Everyone's potential is different. For people with different characteristics, different stimulation methods can achieve good results.
Medical research shows that human thinking and action force comes from the activities of the cerebral cortex, and the cerebral cortex can be divided into medial and lateral parts, which have different functions. Managers should apply this principle to enterprise management and adopt different incentive methods according to the characteristics of different people.
Management practice, 21 tips for managing employees:
1. Let everyone know their position, and don't forget to discuss their work performance with them;
2. Give rewards, but the rewards should be equal to the achievements;
3. If there is any change, it should be notified in advance. If employees can receive the notice first, their work efficiency must be high;
4. Involve employees in plans and decisions related to their immediate interests;
5. Trust employees and win their loyalty and trust;
6. Contact employees on the spot, understand their hobbies, habits and sensitive things, and your knowledge of them is your capital;
7. Listen to subordinates' suggestions, and they also have good ideas;
8. If someone behaves strangely, they should be investigated;
9. Let everyone know your idea as gently as possible. Nobody likes to be kept in the dark;
10. Explain "why" to do something, so that employees can do things better;
11. If you make a mistake, admit it immediately and apologize. If you shirk responsibility and blame others, others will look down on you;
12. Inform employees of the importance of their duties, so that they have a sense of security;
13. Put forward constructive criticism, criticism should have reasons, and find out the method of criticism;
14. Before blaming someone, point out his good points to show that you just want to help him;
15. Set an example;
16. Keep your words in line with your deeds, and don't let employees not know what they should do;
17. Seize every opportunity to show that you are proud of your employees, so that they can maximize their potential;
18. If someone complains, find out their dissatisfaction quickly;
19. Try your best to appease the discontented mood, otherwise all people will be affected;
20. Set long-term and short-term goals so that people can measure their progress;
21. The rights and responsibilities of supporting your employees are inseparable.
