I have a friend surnamed Huang who runs an electronics factory.
Mr. Huang's management employees have always been known for their "harshness", and as long as the employees under his staff do not do a good job, they will scold the employees for being incomplete, regardless of gender. Employees look at the salary can be, turn a blind eye and pass.
In the past few years, it is because of his strict management, the company has slowly accumulated funds, continue to grow, and now the company has more than 500 people, including multiple sales departments.
His company also implements very strict management, everything is done according to the company's system, no one is an exception, even the boss is late and has to obediently pay a fine.
The boss only pays attention to the results in the company, everything is based on performance, so he also deliberately keeps a distance from employees and is indifferent to the lives of employees.
Until a recent incident of collective resignation of employees, he fell into reflection.
Here's the thing:
As we mentioned above, the company's management is very strict, the attendance system is even more so, late arrival and early departure forget to punch the card will be fined, no one is an exception, even the boss.
Xiao Wang is an old employee of the company, who is conscientious and responsible, and is also very diligent, and has worked in the company after graduation.
Recently, because their department often worked overtime, he forgot to clock in one night after overtime. According to the company's attendance system, he will be fined 100 yuan.
After much thought, Xiao Wang decided to go to his boss to apply for a waiver.
However, it ushered in a number of drops from the boss, who said: "What did you come to the company for?" Don't come to me for this kind of thing in the future, I don't want to have a next time, get back to work."
Xiao Wang was said by him, the more he thought about it, the more angry he became, he said: "Okay, according to the system, you deduct my money I have no opinion, since the past month, I have been working overtime every day, I have not rested in the company on Saturdays and Sundays to work overtime but I have not seen 1 penny of overtime pay, according to the labor law, overtime on weekdays is 1.5 times wages, weekend overtime is 2 times wages, then how should this be calculated? When will I be able to pay overtime? ”
The boss did not expect that Xiao Wang actually dared to confront him in person, usually condescending, and now in this situation, the boss felt that his authority had been challenged, and immediately scolded Xiao Wang.
The next day, Xiao Wang resigned.
Xiao Wang's resignation has also triggered a chain reaction, and some other old employees also believe that the company system is unfair, only penalties are not rewarded, and the boss is still bad tempered, and he will explode at every turn. So in the following week, one after another people proposed to leave.
The boss originally wanted to manage employees with a strict system, but he did not expect that the company was more and more chaotic, and so many people were gone at once.
Coincidentally, a company in Guangdong that does brand planning also likes to fine at every turn, and recently became a hot search because of the fine of 200 yuan for all employees, which triggered a discussion among netizens.
The thing is this, January 10 at 5:56 p.m., the company's administrative department in the WeChat group sent a Spring Festival holiday notice, the result of the message sent out, 2 hours passed, no one in the group replied, so after going to work, the administrative department sent a new notice, this time is a fine notice, because the employee did not reply to the message in the group, violating the enterprise WeChat use management methods, the whole staff fined 200 yuan.
Many managers are still using the management methods of decades ago to manage the current young employees, but the times are really different, in the past, it is the employees who beg you to give the job, rely on you to survive, so in addition to doing their own work, they will also be very obedient to the leader, you fine him, they are at most dissatisfied, but there will be no expression on the face, the work will still be done honestly for you.
For today's young people, want him to be as respectful and polite to the boss and leaders as his father, on call, careful, it is almost unrealistic, he can guarantee that the work is done well, as for the rest, don't count on it, as for fines, don't think about it, you dare to fine, they dare to resign, and what's more, it is possible to take the fine notice to the Labor Bureau to sue you.
Last weekend, Mr. Huang asked me to play mahjong.
During the period, he took the initiative to mention this matter, and he also felt that there was indeed a problem with his management model. But I didn't know how to change it, so I asked if I had any good solutions?
I asked him a question: Do you like to be managed? He didn't answer.
I said to him, your management model has a very domineering name in management, called "Shark Law".
Although it sounds domineering, in the actual enterprise management, this "domineering" will only cause chaos within the enterprise.
He was dumbfounded for a moment, and then asked me a question: If you don't strictly manage, do you expect employees to be self-conscious and spontaneous? Isn't that company messing around?
So I asked him another question: Does playing mahjong need to be managed? He was stunned, not understanding what I meant.
I went on to explain, why does no one want to be late for mahjong? Why do people who play mahjong never pick the environment, can play wherever they sit, and are still happy? More importantly, at the mahjong table, why has no one ever complained that the cards were bad, and only blamed themselves for their backs?
He said: "Playing mahjong is to win money, and of course it is happy to win money. I continued, so why is it that when a table comes down, there is always one win and three losses, and everyone is still happy?
I told him that the philosophy behind playing mahjong is to stimulate the initiative of employees, and even stimulate their self-management.
At the mahjong table, fairness always comes first. Everyone didn't know what the next card would be, and everyone knew the rules.
After listening to my explanation, he suddenly realized. The best management is to stimulate self-management of employees.
Peter Drucker, the father of modern management, believed that:
The task of managers is not to manage people but leaders, but to discover the strengths of each employee, to put the right people in the right position to cultivate, and to stimulate and release the potential of employees.
Staring at employees every day and urging them is difficult to release the potential of employees.
Only when employees have a clear goal identity, organizational identity, and even identification with the boss, are willing to automatically spontaneously and go all out to work. When employees exceed your requirements, then the potential of employees is released.
Therefore, as a manager, it is important to remember: "Treat people as people, not people as machines." ”
In fact, in the actual management, many entrepreneurs still use the set of management methods in the past. Therefore, it will feel that management is very difficult, and it is difficult for young people to manage.
The old management model is obviously no longer applicable to today. In fact, the highest state of management is "rule by doing nothing".
To rule by doing nothing is not to not manage, but to change the thinking of employees, from being managed to self-management. It is a set of management mechanisms that allow employees to consciously and voluntarily motivate themselves, restrain themselves, and take the initiative to assist colleagues; each performs his or her duties and works together to achieve organizational goals.
People don't care, the mechanism manages; they manage themselves, they manage themselves; they manage less, they manage well. Therefore, a good manager should be a good game-maker.
There is no need to do everything yourself, just make the rules of the game and let others play, and the result of playing is exactly what you want.
So what should be done?
It is recommended that you take a look at points system management.
Points system management through the employee in the company, do things with points for quantitative assessment, the use of points management software to record, the more employees in the company to do things, the better the performance, then his points will be higher.
The company links the point ranking with various welfare benefits, as long as the employee's point ranking meets the corresponding requirements, he can enjoy the corresponding benefits.
Why would employees be willing to do more to earn points?
Quite simply, we link the points with the employee's salary income, promotion and salary increase, welfare allowances, appraisals, and even the company's equity, dividends and other vital interests, as long as the employee's points meet the corresponding conditions, he can enjoy the corresponding benefits and benefits.
Employees in the company, want to earn more points, more work, and more work, is equivalent to bringing more benefits to the company, so that the formation of a virtuous circle.
In the points system management, really break the egalitarianism, employees no longer take a fixed salary, but according to their own performance, the monthly earnings of points more work, so that people who are willing to work hard for the company get more, let the people who steal and slip, muddy waters and fish get less, or even none, further screen talents, optimize talents, so that your company will do it.
Foster initiative in a motivating way:
Why do employees touch the fish, because there is no benefit, you say who to move a thing, in fact, no one is willing to do it, everyone pretends not to see, if you designate a person, he is also reluctant, hindered by work, can only come forward to help.
If you say, who helped me move this thing I rewarded him 100 yuan, I believe many people are scrambling to do it, but this method is not feasible, consider the cost problem, moving a thing can not create value for the enterprise, but the enterprise pays for this behavior, but the enterprise wants to not pay the remuneration at the same time someone voluntarily to do this thing, then we can introduce the point system management.
For example, if an employee takes the initiative to move things, then the employee can get 20B points, get 10B points for the company to reduce costs, give advice +20B points, assist colleagues +30B points, meet the first to +10B points, share their own experience +20B points, etc. Employees can add points to the company's beneficial behavior, so that employees can develop habits.
In fact, there are many uses for points, which can be used in quantitative work, can also be used in the assessment of people, the situation of each company is not the same, the needs are not the same, if you want to know more about the relevant content, I have here is a summary of the experience and notes we have summarized over the years.
You can click on the link to collect the points system management information and go back to study more deeply.
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