Introduction: In the workplace, how to refine a pair of discerning eyes and select the real Maxima?
When it comes to management, in fact, it is not so lofty, the key is to look at the people.
Who should use it and who shouldn't use it, that's a university question.
If you use the right person, things will go well, and if you use the wrong person, it will be a mess.
Today, let's talk about the "three uses and six non-uses" of this management and employment method, and see how to make our team run more smoothly.
01
Reuse three types of people
1. Actionist: Just do what you say
To be honest, everyone likes the kind of colleague who "does what he says and never procrastinates".
This kind of person is a clear stream in the company, you assign him a task, he doesn't say a word, just roll up his sleeves and do it.
In this fast-paced society, this kind of person who can act quickly is too rare.
They are like the company's "pioneers", always able to push the project forward quickly at critical moments.
How do you find such a person?
In fact, you look at those who don't ink or complain after receiving a task, and immediately put into work.
Once you find such a "doer", the boss has to cherish it, give them more space and opportunities to play, they can definitely bring you more surprises.
2. Focuser: Concentrate on doing things
As we all know, there are too many temptations and distractions in today's work environment.
As soon as the mobile phone rings and WeChat jumps, many people can't help but want to take a look.
But there is such a kind of person, they are like "old scalpers", once they are in the working state, they are preoccupied, as if everything around them has nothing to do with them.
They are the kind of "focusers" who can dig deep into the details and keep improving.
For such employees, bosses need to think about how to create a quieter working environment for them, and minimize unnecessary interruptions.
If you give them a trust, they will be able to give you a high-quality work in return.
3. Responsible: Have the courage to take responsibility
There will always be problems in the team, and this is when someone needs to dare to stand up and take responsibility, not only to point out the problem, but also to give solutions.
Such people are like "timely rain" in the team, always bringing help to the team at critical moments.
To cultivate such people, you must first create an atmosphere of open and honest communication, so that everyone dares to speak their minds.
At the same time, for those who dare to take responsibility, be sure to give clear rewards and recognition, so as to motivate more people to learn from them.
In general, "reusing the three talents" is to reuse those who do practical things, concentrate on doing things and dare to take responsibility.
Only such people can make our team more efficient and cohesive, so as to stand out in the market.
02
Abandon the six types of people
1. "Ignorant"
This type of employee doesn't know anything about his job and seems to be sleepwalking forever.
When you ask him anything, he looks blank, as if it has nothing to do with him. This is not only a lack of professionalism, but also a serious lack of responsibility.
For this kind of employee, we have to take a strong medicine.
First of all, we have to give them a "bad remedy" and strengthen professional training, so that they can understand what they are doing.
At the same time, be clear about their responsibilities and let them know what they are expected to do.
If this doesn't work, then you're welcome, adjust their positions in time, and don't let a rat poop spoil a pot of soup.
2. The "incompetent".
Such employees always use "won't do" as an excuse to shirk responsibility. When they encounter problems, they don't think about solving them, but first find a reason to clean themselves up.
This attitude is intolerable and severely affects team efficiency. For these types of employees, we have to be clear about the job requirements and tell them what they should do.
At the same time, we provide the necessary training and support to help them develop their capabilities. If that doesn't work, then don't hesitate to find someone to replace them.
3. "Not responsible".
This kind of employee starts to make excuses as soon as he encounters a problem, and it is always someone else's fault, and he is never wrong. They lack the spirit of responsibility and are simply deserters in the team.
For such people, we need to develop their sense of responsibility through team-building activities and a clear responsibility system.
Let them understand that as a team member, everyone has their own responsibilities and obligations. If he still doesn't repent, then just let him roll up and leave.
4. "Rude".
Without even basic courtesy and professionalism towards colleagues and customers, this kind of employee is simply a cancer of the team.
Not only do they make themselves look vulgar, but they also affect the image and atmosphere of the team.
For such employees, we must strengthen professional quality training so that they understand what politeness and respect are.
At the same time, the code of conduct and reward and punishment mechanisms should be clarified, and those who refuse to change should be warned or adjusted to their posts.
5. The "ungraceful".
A person who is helped by others but does not know how to be grateful is simply a representative of "no grace".
They lack teamwork, are always self-centered, and turn a blind eye to the efforts of others.
Managers need to reinforce their sense of gratitude through corporate culture and team-building activities.
Let them understand that the success of the team is inseparable from everyone's hard work and dedication, and everyone should cherish and appreciate the help and support of others.
At the same time, it is also necessary to make them understand that only those who know how to be grateful and give back to others can get more opportunities and resources.
6. "沉默"
This kind of employee sees the problem but does not speak out, and chooses to remain silent, which is simply a stuffy gourd.
They may feel that they are not concerned about their own affairs, but this behavior can lead to greater hidden dangers being overlooked.
For these people, we need to break their silence, establish an open and safe communication environment, and encourage them to actively report problems.
At the same time, give corresponding rewards and support to motivate them to be more active in the team.
Only in this way can we work together to drive the progress and development of the team.
If the Stuffy Gourds remain as silent as ever, then we'll have to consider whether we need to make a substitution.
03
Three principles of employing people
1. A bowl of water is flat and not eccentric
When managing employees, fairness and justice must be the first priority.
Don't engage in any special treatment, just take the employee's ability and actual performance as the only criterion.
In this way, everyone will be convinced and feel that our leader is fair and not partial.
At the same time, it is important to ensure that every employee has equal training and development opportunities, so that everyone has the opportunity to showcase their talents.
2. Emphasize employee motivation and not be stingy
If you want your employees to be motivated, incentives have to keep up.
A clear reward system allows employees to see the goals they are working towards, thereby increasing their motivation.
Moreover, it is not only necessary to give material rewards, but also to provide employees with broad development space and learning opportunities, so that they can continue to grow and realize their self-worth here.
3. Work as a team, not alone
Team management is not a one-man exercise, and the importance of teamwork must be reinforced.
We need to cultivate the teamwork spirit of our employees and make them understand that only by working together can we achieve better results.
At the same time, it is also necessary to create a positive and harmonious team atmosphere, so that everyone can feel happy and fulfilled in their work. In this way, our team can be more cohesive and more combative!
✎ Write at the end
The way of management, in the final analysis, is the way of people's hearts.
If you want the team to work in harmony, you have to learn the wisdom of "three uses and six non-uses". It's not just a management skill, it's a form of respect and trust for team members.
Remember, good management isn't about getting everyone to do what you tell you to, it's about getting everyone to the best of their ability.