One: the quality of managers:

1 Have a vision. Have mercy. Be brave.

As a manager, don't look at the immediate personal interests, proceed from the overall situation, only enhance the overall interests of the company and create value for the enterprise. You are very valuable. As the saying goes, "there is talent in the pot and talent in the bowl." My experience as a manager is: pay attention to professional ethics and establish professional reputation, and you will get what you deserve. A few years ago, I said to my friend, "One year for entry, two years for entry, and three years for earning money. Four years into the market (industry market) ".

Two: cultivate subordinates to be strong.

News: It's useless for managers to be strong, but it depends on whether they can cultivate a team with the same desire from top to bottom and how to mobilize the overall enthusiasm of subordinates and give full play to their overall strength. In the face of employees, we should classify and motivate them:

1) Losing confidence (knocking too much, knocking crooked)-Most of these people are faced with too many unsolvable things or have been discriminated against for a long time. The clever way to deal with this kind of person is to let him take on the heavy responsibility from the beginning! Inspire him to regain his confidence. Common motivational words: I believe you! You can really do it!

2) overconfidence (iron that is not often beaten)-such people are often favored by leaders because of their good luck and have never had the opportunity to actually exercise. Facing such people is counseling and encouragement. Don't blame him too much when you fail, train him step by step, failure is the inevitable result of maturity! Give him a chance to stand up again. Common motivational words: nothing! Next time will be fine!

3) Unbalanced confidence (wrong way to strike while the iron is hot)-this kind of person is emotional. If you are kind to me, I will try my best. If you are not good to me, I will muddle along. Facing this kind of person, we should treat him fairly and normally: acknowledge his efforts and make him feel satisfied. Common motivational words: I understand your feelings, and I believe you also know how to do it well!

Three: entrust an important task, do not make things difficult for subordinates, and recognize their efforts;

1) Most people are wary of their subordinates. People are selfish, afraid that subordinates will surpass themselves and affect their image. It is the stupidest thing to sum up this worry through experience. I said: smart people find the wisdom of others to serve themselves!

2) Don't make things difficult or find fault with subordinates' failure. Professional managers talk about things, don't engage in gangs, and let team members despise or attack losers. This is the stupidest thing.

3) Employees should acknowledge their efforts. If their performance is not good, managers should talk to him privately to analyze the reasons, talk to them as friends or brothers, and fully respect employees, so that their enthusiasm will be inspired by your heart. Always use motivational language: I believe our efforts will definitely pay off. Let's take our time. I believe you! 4) Listen to opinions, stimulate discussion, and don't take them personally:

Four: Everyone's wisdom is collective wisdom. All the problems come from practical work. Listen to employees' opinions and views on the company's development. To have a "free forum", we are not afraid of many problems, and we are afraid of not mentioning them. Specific measures are as follows:

1) Don't talk about the results, listen to your real thoughts. Only "a hundred flowers blossom" can "the garden be fruitful"

2) Make specific design, investigation, fact analysis, and make a target fact plan!

3) Stimulate employees' desire to learn and build a learning and positive team!

4) Determine the meeting time and don't procrastinate. Wasting time.

5. Pay more attention to strength than title, and don't abuse power;

The manager is a position, not a privilege. As the saying goes, "Don't take chicken feathers as an arrow", you are afraid to your face, and it is often employees who talk about you behind your back. This "superficial calm" will one day arouse "a thousand waves"! In order not to let employees talk behind their backs, what managers should do is to do things not by "title" but by strength.

I mentioned a few words that the manager should pay attention to most: "This is an order! Just do it, or I'll fire you! " "Is your head a pig?" How can you be so stupid? . . . . .

Ask managers to reflect on themselves: am I doing this right? ...& gt& gt

What should a new employee do when the manager personally harms the interests of the company?

Collect evidence and report to the higher authorities (preferably anonymously)! It's best to pretend you don't know and just do your job. Now that official is not greedy? Why are you in such a hurry to get promoted when you have no money to earn? That's what promotion means!

How to manage new employees who are unconventional?

The following information is reproduced for reference only, and will be discussed when there are specific questions.

There are all kinds of employees in enterprises or departments, and department managers should adopt different management methods for employees with different personalities, backgrounds and experiences. 1. Employees with high performance are like hot potato. It is a pity to get rid of them, because such employees do have very strong working ability and can bear great responsibilities to their superiors. But it's dangerous to be with yourself, and I'm worried that such employees will do things that are not good for them. Suggestions for their management are as follows: (1) As long as you see what they have done well in their work, you must not be stingy with your praise; (2) let them enjoy credit, even give them credit; (3) Encourage them with higher standards. If none of the above practices can play a good role, it is necessary to strengthen communication with these employees, study their characteristics, or change their work content, or assign them some tasks that require teamwork. If the effect is not good, you have to find the answer from yourself. 2. Individualized employees who are unconventional are often bright, smart and active, and generally will not get along well, because too strong personality can easily lead to contradictions and worsen interpersonal relationships. Such employees will have all kinds of whimsy, and the company's system is an obstacle for them. 3. Grumpy employees Grumpy employees like conflicts and even cause trouble. They are straightforward and sensitive and will resent any criticism. However, such employees often attach great importance to feelings and loyalty. For such employees, department managers should try to adopt the tone of praise and suggestion, and avoid using the tone of criticism. (1) praise what they have done well in their work and persuade them to do better where they are dissatisfied; (2) When they lose their temper, they will temporarily avoid it, or even use a deliberately low voice to ease the situation; (3) Understand their thoughts or complex, ask tentative questions in euphemistic language, and find the real reason; (4) Encourage them to make their own decisions. 4. Mediocre employees Generally speaking, about 20% of employees in enterprises or departments are particularly excellent, and about 20% of employees perform poorly. A large number of employees have average grades, which means that their ability level is average. Employees with average performance constitute the main body of the department, accounting for about 60%. So, how should we manage these employees? (1) Paying attention to your own opinions is mediocre and not prominent, so such employees will think that their superiors will not pay attention to themselves. If the department manager gives them full attention and exceeds their imagination, it will surprise the employees and make them feel grateful. (2) Strengthening Emotional Communication For the main body of this department, the department manager needs to strengthen emotional communication, maintain a good relationship and get the support of the main body. You can strengthen emotional communication by giving small gifts. (3) Make personal development plans for them. Make personal development plans for such employees, so that they can feel the importance and needs of departments and companies, thus generating greater motivation. (4) Help them summarize regularly, and help employees summarize regularly, so that they can see their progress, enhance their confidence and improve their performance. 5. Pursuing perfect employees. People who pursue perfection demand too much of themselves and others. Pursuing perfection will waste time and delay the progress of work, but such employees do everything accurately and orderly, and are good at solving problems that others can't figure out. How to work with the perfect employee? (1) Keep promises because they are sensitive and fragile; (2) Do things according to the rules, and don't have a whim or any deviant behavior; (3) More detailed, more accurate and more rational; (4) Analyze the pros and cons of the work plan from both positive and negative aspects; (5) fully demonstrate your pragmatic spirit in your work. 6. There are backstage employees. It is an unavoidable problem, especially in today's active market economy. There is no harm to the enterprise to have more backstage staff. How should department managers manage them? 7. critical employees critical employees will affect the morale of the team and create a negative and pessimistic atmosphere. They may feel insecure because they are jealous of other people's achievements, so they throw cold water on everything. The department manager should: (1) discuss with them in advance to make them feel involved, and try to use "we" in communication. (2) Ask them to publicly express their objections and give them a chance to speak. (3) If this attitude affects other employees, point it out directly and put pressure on him ... >>

How to do a good job in the induction management of new employees

Recruiting a new employee does not mean that he can integrate into this new group, but whether he can integrate into the organization is directly related to his future work performance and the possibility of leaving his job. New employees generally face the following problems after joining the company: ① unfamiliar faces surround him; 2 unfamiliar with the new working environment; (3) Feeling uneasy about whether the new job is competent; (4) Be timid about the accidents in the new job; ⑤ Not familiar with the company's laws and regulations; 6 I don't know what kind of boss I met; ⑦ I wonder if my colleagues around me welcome me. Due to the influence of the first cause effect, new employees often form an understanding and evaluation of the organization within a few hours or days after joining the company, which will directly affect his future work and interpersonal relationships; Similarly, the old employees and supervisors of the organization will also form an impression on the new employees during this period, which is difficult to change and will directly affect their evaluation of the new employees' future work. So at this time, new employees, supervisors and old employees should leave a good impression on each other. In the process of new employees trying to integrate into this new organization, supervisors and old employees should also take the initiative to accept it. Human resources department is the first contact department for new employees to enter the company, and it is duty-bound to manage new employees. Therefore, the human resources department should do the following work in actively accepting new employees. Put up banners and posters in a conspicuous position in the company to welcome new employees to join us. . Warmly welcome the new employees who come to report for duty and prepare file bags for them. The human resources department should prepare some documents for the new employees and hand them over after signing the contract. The file bag for new employees can include the following documents and materials: induction training schedule, induction salary notice for new employees, general manager's welcome letter, company profile, employee handbook, relevant company rules and regulations, employee job description, company internal telephone list, commuting time and description, company office/factory plan, complaint procedures and methods, etc. 3。 Show them around the company and introduce the location of the new employee's office, restaurant, meeting room and bathroom. The supervisors and colleagues of new employees are the people that employees often contact at work, so they are also the most concerned objects of new employees. When the supervisor receives a new employee, he should be sincere and friendly and welcome with a smile, so that the new employee can feel that you are glad that he has joined your department and tell him that you really welcome him. Shake hands with him, show interest in his name and keep it in mind. When a new employee enters his department, colleagues in the department should also take the initiative to shake hands with him and welcome him. When introducing a new employee to colleagues, the new employee's strangeness to the environment will soon disappear, which will enable him to enter the state more quickly; And when people don't know each other, they will feel very embarrassed. After introducing each other, their embarrassment will soon disappear, which will not only leave a good impression on each other, but also help them start working together immediately.

How to treat inexperienced new employees

Do a good job of counseling and training as much as possible.

Give him a moderate responsibility and let him get familiar with the business as soon as possible in practice.

Give enough tolerance.

Can not accommodate, can not be demanding, treat old employees equally, with the same standard management.

How should the boss treat employees?

The management process does not mean that there is no distinction between excellent and non-excellent, but whether it is suitable for your company's management model. It is quite popular at present. The management process suitable for most companies is ISO900 1 quality management process, which not only involves quality and products, but also has certain advantages in administrative management. The difference is that enterprises of different scales can implement different modules, and the possible degree of implementation will be different. You can refer to ISO management. Management process refers to the process of controlling risks, reducing costs, improving service quality, improving work efficiency, improving the response speed to the market, and finally improving customer satisfaction and enterprise market competitiveness, so as to maximize profits and improve operating efficiency. All processes in an enterprise should be based on enterprise objectives, especially management processes: externally, customer-oriented, improve the efficiency of business processes, internally, enterprise-oriented, improve the efficiency of management processes, balance the resources of all parties in the enterprise (line balance), control the balance of overall efficiency, and realize the overall performance of the enterprise.

How to deal with the rejection of new employees by department heads?

You just don't know, just do your job well, and you can find a department manager or an old colleague if you have difficulties.

How to give full play to the special talents of new employees?

Mr. Cheng, a marketing manager who has been engaged in machinery manufacturing for many years on an equal footing before the performance appraisal, said that enterprises should not simply think that respect is love for old employees, nor should they be "deliberately" nice to them. The value of old employees lies in that they can stabilize the performance of enterprises in the process of trade-in, but also because of their old qualifications and experience, they often restrict the development of enterprises. Therefore, the management of the old employee company needs to master several skills: fair treatment, cultivation and growth, competitive threat, and synchronization of incentive and punishment. Enterprises need to give new and old employees in the same position the same standard assessment, rather than giving old employees special disposal rights, which is unfair to new employees. This also cultivates the privilege consciousness of the old employees, which not only suppresses the enthusiasm of the new employees, leads to the loss of fresh blood, but also easily leads to the inertia of the old employees when they encounter difficulties. Therefore, the assessment of employees in the same position should be given equal rights. Unless an old employee is appointed as the temporary supervisor of the owner (predecessor), the unfair authority of the new and old employees will be abolished, and the new and old employees will be treated equally and impartially, giving them a fair chance to compete. Affirm the performance and help the old employees grow up. "Enterprises should first learn to respect the old employees' contributions and efforts, and face up to their status. On this basis, they should give full play to their advantages and develop their strengths, so that every old employee can contribute their greatest value. Don't dismiss old employees with poor performance easily, but learn to guide and help them improve. Dismissal is a kind of incompetence, which will hit the enthusiasm and loyalty of other old employees and affect the cohesion of the team. Old employees have the advantages of familiarity with the market, high work efficiency and high loyalty, which are important factors for the success of market operation. However, it is possible that the old employees' thinking is solidified and the method is single, which leads to unsatisfactory market effect. Therefore, enterprises should strengthen the training of old employees, improve their quality, maximize their value, and at the same time enhance their cohesion to the company, "said Ms. Li, director of software development with 6 years of work experience. Create a sense of crisis and stimulate the work motivation of old employees. Teacher Sun, who has 19 years of working experience, believes that the management of old employees cannot be simply managed by strengthening training. For enterprises, we must first affirm the performance. Old employees leave behind valuable experience suitable for the development of this enterprise. What they pay for the development of the enterprise is their life experience. They shed tears and sweat in the process of enterprise development. Their experience once played an important role in a certain stage of enterprise development, so their experience is a rare asset for enterprises. Second, create a sense of crisis. In some enterprises, there are many old employees who rely on the old to sell the old, or try their best to hinder enterprise management. To this end, enterprises must clearly analyze the current situation for them, create a sense of crisis within the company, and re-stimulate the work motivation of old employees. In short, in the face of the management problems of old employees, enterprises should first understand the professional performance of old employees, objectively analyze their own strengths and weaknesses, and formulate corresponding management strategies according to local conditions in order to play an important role in enterprises.

What should new employees do when they join the company?

1, learn to be active.

Leaders are usually busy and may forget you. If a company has a perfect process for new employees, maybe he will arrange someone to guide you to familiarize yourself with the company environment and business. Otherwise, even if you sit under his nose for a few days, maybe he won't pay too much attention to you.

I remember when I first entered the business, the leader gave me some company employee manuals and several business materials, and told me nothing ... I was so overwhelmed with Lao Hei at that time, but I was a busy man. Since I have something to see, let's have a good look! On the third day, I wrote a lot of comments and suggestions about what business information I gave my leaders. Maybe he was a little surprised to see that I was so serious, so he spent ten minutes reading it carefully, then spent ten minutes revising what I wrote, and then gave me some information ... time and time again, at the end of the second week, he appointed me as the team leader of the new employee ... just one month later, he corrected it and returned it to me.

A few years later, I unconsciously used this method to deal with the new employees I recruited (of course, I am kind, and I also focus on them to give them training when I have time) ... In recent years, my soldiers have come in and out, and I have found a rule that any new employee who knows how to take the initiative will definitely have a bright future!

Therefore, no matter which company you go to, don't expect your boss or other colleagues to arrange you properly after you join the company. Whether you can enter the business quickly depends on whether you take the initiative!

Step 2 be serious.

When a new employee joins the company, apart from being familiar with the company's environment and business, it is generally difficult to have the opportunity to take on heavy responsibilities immediately, and many people will feel overwhelmed. But the difference is that some people have reached important positions after a period of time, some people are still doing nothing, and some people have long been fired by the company. ...

What is the reason?

Let me tell you a secret. In fact, opportunities are equal for everyone. In the face of an imperceptible opportunity, it depends on whether you can seize it! Personally, I think the secret of seizing opportunities lies in the word "earnest".

Generally speaking, after a new employee joins the company, after N days, the leader may give you some small things to do, perhaps simple things, but your attitude towards these things is different, and the result of your future direction will be completely different.

According to the way I treat new employees now, I will often arrange some small things for new employees to do at will. For new employees, they may feel that they are helping me complete the task, but for me, it is just a small test for them. What they need to finish all day, maybe I can finish it in ten minutes. I found that different people have different attitudes towards the same thing, and the things submitted are also very different. Many people are just dealing with it, and only a few people are doing it seriously. As a result, serious people get more and more exercise opportunities, and people who are not serious make me feel uneasy and entrust me with heavy responsibilities. ...

I summed it up myself. Every time I go to a new company, I can always stand out from a group of new people and get more opportunities. The key is that I take every little thing at work more seriously than others.

3 quickly integrate into the atmosphere of the new company

When many people arrive at a new company, they will feel that the old employees only do their own things, or they say they don't care about themselves at all ... Many days have passed, and they are still just strangers. ...

In fact, the problem of this phenomenon lies in the new employees themselves.

Many people hold a view when they arrive at a company: I am a new employee, so I should behave better and be honest! So I pretended to be honest and worked hard at the computer. I dare not talk and joke with people, and I dare not easily provoke old employees ... because of my own constraints, these people will never really integrate into the atmosphere of the company.

I often encounter such problems. Company colleagues often go out for dinner or entertainment at their own expense. At this time, I will also politely invite new employees to go with me. Unfortunately, in many cases, they will be rejected by new employees ... once, of course, they will not ask for a second time! Therefore, I will never ask anyone who refuses me to participate in our activities again.

When I was a new employee, my attitude was definitely different. I think of myself as an old employee first. No matter people ignore me, I will take the initiative to chat with old employees and touch them. > & gt

How will the new manager speak at the first meeting?

1. You should make a good impression on your boss and subordinates. Attitude is the most important: treat everyone sincerely, accept the opinions of old employees with an open mind, sincerely help new employees and accurately understand the opinions of superiors. Harvard negotiation is recommended. 2. Listen more and talk less. If you want to talk, you must be incisive, clear-headed and clear-headed. 3. Read before reading. It is very important to hold the first meeting. You must pay more attention to how your predecessor left. I asked you to do something. This time is very important, and it is the embodiment of your ability to solve some things that you feel sure of and are urgent for leaders and employees.