Leaders are not born, leaders are not educated, and leaders are not necessarily “good people”. The potential for leadership lies in each of us. Ineffective management will have a negative impact. Then, to make the company bigger and stronger, we must continue to do a good job of managing our employees in order to be stable on the road to growth.
1. Communicate Frequently
No one likes to be kept in the dark, and employees will have many dissatisfaction and opinions of their own, although there are correct and incorrect ones. Therefore, there is a need for frequent communication between employees, employees, and leaders, to ask employees for their opinions on the company ‘s development, to listen to the questions raised by employees, and to talk about their opinions on these opinions and questions. What is acceptable? What is not? Accepted Why If the company has difficulties, it should disclose these difficulties, and at the same time tell employees that the company wants to get their help. Remember that paper cannot cover the fire, and employees want to understand the truth.
2. Focus on concepts
The style of using employees as tools should be abandoned. Instead, it respects the personal value of employees, understands the specific needs of employees, adapts to the supply and demand mechanism of the labor market, and rationally designs and implements a new employee management system based on the principle of two-way selection. Regarding people as an important capital of an enterprise is the foundation of competitive advantage, and this concept is implemented in the specific management work of the enterprise’s system, leadership, and employee compensation.
3. Set high goals
The key to retaining talent is to continuously improve requirements and provide them with new opportunities for success. Everyone wants to win, and love of challenges is a common performance of good employees. If the company can continue to put forward higher goals, they will stay. As a manager, you need to realize that as employees grow, they need to use their minds more to help companies and be recognized opportunities. So you must create and design some challenge opportunities to stimulate employees to pursue higher performance. Only when employees feel that they can get continuous support at work and learn new things constantly will they stay and be more loyal to the company.
4. Authorization, authorization, sub-authorization
Authorization is the most effective incentive method of management. Authorization means letting the grass-roots employees make the right decision by themselves, which means that you trust him, which means that he and you are taking responsibility at the same time. Give more work enthusiasm and creativity. Therefore, don’t make every decision by the manager. Don’t do things that can be authorized. The role of the manager is to support and coach.
5. Coach employees to develop their personal careers
Every employee will have ideas about personal development, and they all think that their ideas are correct. The smart way is to develop a development plan suitable for each employee. In daily conversations, employees should often be asked about their career development goals when assessing their performance, and help them understand their strengths and weaknesses, formulate practical goals and methods to achieve the goals to support their careers Plan, and then try your best to nurture and support them. It is not wise to throw education and training all over the employees without focusing on the employees ‘ specific ideas and needs.
6. Involve employees
Get the frontline employees involved and let the employees know that you value their opinions. Employees do not want to be given simple commands and instructions. They want to play a more important and meaningful role in their work. They are eager to participate in decision-making. When employees want to participate, but you do not give him this opportunity, they alienate management and the entire organization. If you can respect the views of employees, even if they ultimately did not adopt their suggestions. You will find that they will be more willing to support your decision.
7. Keep your promise
Maybe you do n’t remember what promise you made to someone inadvertently, or you think that promise is not important at all. But you have to remember that your employees will remember everything you promised them. As a leader, any seemingly small behavior will affect others in the organization at any time. You have to be alert to these influences. If you make a promise, you should be responsible for it. If you have to change the plan, you should explain this change clearly to the employees. If you do n’t or do n’t express the reason for the change clearly, they will think that you are going to gossip. If this happens frequently, employees will lose their trust in you. Loss of trust usually causes employees to lose loyalty.
8. Recognize employees
A sense of accomplishment can motivate employees to work enthusiastically and meet their internal needs. The main points of the reward: open reward standards. To make employees understand the reward standards and the reasons for others to get rewards . Give praise and rewards in an open manner. If praise and rewards are not made public, they will not only lose its own effect but also cause a lot of gossips. Be rewarding and sincere, do n’t overdo it, and do n’t talk wisely. The timeliness of rewards is important. Reward what happened just now, not what has been forgotten, otherwise the influence of the reward will be greatly reduced.
9. Allow failure
It is necessary to trust and support the beneficial attempts on employees, who can help the company to innovate. It does n’t punish employees because they failed. Employees who have failed already to feel very sad. They should emphasize more on positive aspects and encourage them to continue their efforts. At the same time, help them learn to learn from failure, find the cause of failure of them, and explore solutions. To criticize or punish beneficial attempts is to stifle innovation. As a result, employees are reluctant to make new attempts, which is not conducive to the company’s personnel management.
10. Establish specifications
Establishing a strict management system to regulate the behavior of employees is necessary for every enterprise. You can make detailed job descriptions of each position to make each employee know what they should do, who they report to, what rights they have, and bear What responsibility. Of course, such restrictions should not be too strict, but they must be. Establish reasonable regulations, and employees will act within their prescribed limits. When exceeding the prescribed range, employees should be required to obtain management permission before proceeding.
Enjoyed this article? Stay informed by joining our newsletter!