✎ Lead.
Use the system to manage people, and use means to manage the heart.
In enterprise management, we often encounter such problems: employees are difficult to manage, and leaders work hard but often get half the result.
So, how can you achieve easy and efficient management, which ensures team collaboration and efficiency, and does not get yourself into complicated personnel disputes?
As the saying goes: "People manage people's popularity", the traditional management method of human governance often makes managers tired, and the effect is not satisfactory.
So, is there a way to make management easier and more efficient? The answer is yes, that is, "use the system to manage people, and use means to manage the heart."
01
The system manages people, and the process manages things
The system is the simplest way to manage, as long as there is a law to follow and a process to follow, it will be much easier to manage people and affairs.
As the world's leading provider of information and communications technology (ICT) solutions, Huawei's success is largely due to rigorous and efficient institutionalized management
For example, the employee training system, performance evaluation system and incentive mechanism ensure that each employee has clear goals and responsibilities, and effectively improve the work efficiency of employees and the team's collaboration ability, so as to achieve the rapid development of the enterprise.
So, what are the keys to the system managing people?
1. Rules: system, above all else
"No rules are not a circle", the steady operation of the enterprise is inseparable from clear rules and regulations.
Every employee should follow the established rules and regulations to ensure order within the business.
As the ancients said, "Govern the country with righteousness, use troops with oddity, and take the world with nothing." The rules are the "positive" here, and they are the basis of enterprise management.
However, everyone is equal in front of the system and is higher than the general manager, just like the ancients: the prince breaks the law and is guilty of the same crime as the common people.
2. Strict implementation: the system is ruthless
If you want to manage people without getting tired, you must follow the "affectionate leadership, ruthless management, and ruthless system".
That is, while caring for employees, leaders must adhere to the rigidity of the system and not break the rules due to personal feelings, so as to ensure the orderly operation of the enterprise.
Under such a management model, employees can clarify their scope of responsibilities, and managers can also govern according to law, reducing a lot of unnecessary disputes and contradictions.
3. Check frequently: stare repeatedly, stare repeatedly
"The devil is in the details". Managers should regularly inspect the work of employees to ensure that the rules and regulations are effectively implemented.
Employees tend to only do what you ask and will check, you don't check, employees think you don't pay attention, you don't pay attention, they will do it seriously?
Therefore, inspection work cannot be ignored and is an important means to ensure the implementation of the system. When inspecting, the key links should be grasped repeatedly and repeatedly until the team is completely done.
4. Ruthless rewards and punishments: Reward hearts are blooming, and punishments are frightened
"If the rewards and punishments are not clear, everything will not be accomplished; ”
Proper rewards and punishments can motivate employees to be motivated, but also serve as a warning to those who slack off.
Therefore, it is important to pay attention to rewards and punishments. However, rewards should be bottom-up and rewarded to make employees happy, and punishments should be top-down, and punishment should be in awe and fear.
Rewards and punishments that are not itchy or painful are often ineffective.
02
There is a way to manage people, and there is a way to control people
1. Strict selection: choose carefully and choose wisely
"He who wins people wins the world, and he who loses people loses the world." ”
All successful enterprises, in the final analysis, are the success of employing people. Choosing the right person and using the right person is a key part of enterprise management.
An excellent employee can top ten mediocre people, so managers should be good at discovering and cultivating talents.
However, "Maxima often has, but Bole does not often have." "Therefore, it is an important responsibility of managers to choose the right employees and put them in the right positions.
Only by choosing the right people can you ensure that your team works together effectively.
When selecting talent, it is important to be careful and judicious to ensure that there is the best person for each position. It can be said that knowing people and making good use of them is the core competency of leaders.
Therefore, it is necessary to hold the mentality of preferring shortage to abundance, and make great efforts to select people.
2. Make good use of: use people for a long time, and accommodate people for a short time
The first principle of employing people: employing people's strengths and accommodating people's shortcomings.
Employing people to learn carpenters, all materials are easy to use, the key is where to use them; don't learn from doctors, see people are all faults.
Secondly, we should have both ability and political integrity, and make an exception for reuse; if there is virtue but not talent, we should cultivate and use it; if we have talent but not talent, we should limit the use of it; and if we have no virtue and talent, we should resolutely not use it.
3. Doubt: For sensitivity, doubt of reason
Han Feizi has a saying: The lower monarch does his best, the middle monarch does his best, and the upper monarch does his best.
For competent and trustworthy employees, managers should appropriately delegate authority and allow them to exert greater autonomy in their work.
This not only increases the motivation of employees, but also fosters their sense of responsibility and belonging, and also reduces the burden on managers.
Capable people should be given a certain amount of power, which can stimulate their motivation and creativity. With regard to the use of personnel and delegating power, it is necessary to grasp the large, let go of the small, and manage the details.
Employing people should be trusted, but not laissez-faire. Therefore, the use of people should be suspicious, and the suspicious people should be used.
This means to be suspicious of things and trust people. That is, perceptual use, rational doubt. Suspects should also use it, otherwise there will be no one available.
03
The means manage people, and the culture manages the heart
In the face of the problem of disobedience of employees, managers need to use wisdom and means to resolve it.
General Electric (GE) has had several team restructurings in its history to break down inherent small groups and circles of interest.
By reassigning team members and aligning team responsibilities and goals, GE was able to break down the huddles that could be holding the company back.
At the same time, the new team combination brings new energy and creativity, driving the continuous innovation and development of the enterprise.
Here are some strategies that work, and of course, if you don't use them, you won't.
Because it's best to do it through culture. About cultural management can be found in other articles on this official account.
1. Competition mechanism: "two peaches kill three soldiers"
Use differences in pay to stimulate competition within the team by grouping and selecting top employees for management positions.
In this way, even an ally who is originally a hardcore ally may have a rift in front of interests. Of course, a fair and just distribution of benefits can still break up small groups.
When three people huddle, competition can be created by offering two accolades or bonus incentives. Driven by interests, the small groups that were originally united are likely to disintegrate.
As the allusion of "two peaches kill three soldiers" shows, disagreements and competition arise within the group, thus disintegrating the tight-knit small group in the face of interests.
2. Segmentation and weakening: the running water is not rotten, and the hub is not beetle
Break down the power of small groups by adjusting staffing, working hours, and power distribution, and prevent small groups from being together for long periods of time, thereby weakening their power
For example, frequent personnel transfers and exchanges can break down the inherent small circles, avoid growing over time, and threaten the management position.
Another example is to adjust disobedient employees to different positions and departments through job transfer and decentralization arrangements. In this way, it can not only save the face of the majority of people, but also achieve the effect of management.
Only constant change and adjustment can keep the organization alive and efficient.
3. Dominate with low: Put power in a cage
Let the people in the high position be subject to the people in the lower position, and form a mechanism of mutual checks and balances.
Those in high positions also need to be restrained and supervised, so as to enhance the flexibility and effectiveness of management.
Power must be kept in a cage, and if power loses its basic checks, it is easy to corrode.
4. Activate conflicts: Sandpipers and mussels compete, and fishermen benefit
Managers can skillfully use contradictions to make both sides contain each other, so as to achieve the purpose of management.
The contradiction here is not thick black science, but through appropriate conflicts, it brings positive effects, such as the introduction of competition mechanisms.
It can also stimulate people with different personalities to see things from different perspectives, which can lead to conflicts of opinion and realize the vitality of the organization.
✎ Write at the end
To sum up, the management of systems and means are two indispensable aspects of enterprise management.
By formulating reasonable rules and regulations and using flexible management tools, managers can easily control the team and achieve the long-term development of the enterprise.
At the same time, in the face of the problem of disobedience of employees, managers also need to use wisdom and strategies to resolve conflicts, integrate resources, and ensure the harmony and stability of the team.