First, post-80s and post-90s employees' misunderstanding of training
Post-80s and post-90s employees have some misunderstandings about training, which are mainly reflected in the following aspects:
1. Don't like training.
Post-80s and post-90s employees think they are busy with work or don't like training, so they often find various excuses not to train.
2. Reading is more effective than classroom training.
Many post-80s and post-90s like reading in a closed space alone, and don't want others to instill too many theories into them. They can publish many classic documents at will, but they know little about professional skills and techniques in management.
3. Lack of patience, unable to persist
After 80' s and 90' s, most of them have no patience, and they always give up halfway in training and never make it to the end. They can endure short-term training, but once they train for a long time, it is more difficult to persist.
4. Lack of the mentality of pursuing progress
The post-80s and post-90s usually lack the mentality of pursuing progress. They don't care whether their work is good or not. They do whatever the leader tells them to do, regardless of the result.
Every position has some skill requirements. Take the front desk clerk as an example, the professional knowledge that this position should have is: business etiquette, reception etiquette, program-controlled telephone, EMS and other application technologies. The skills you should have are: the application and operation of modern equipment such as program-controlled switches, photocopiers, printers and fax machines. The qualities that should be possessed are: love, affinity and beautiful sound quality.
5. Talking about QQ is longer than attending training.
Having enough time to chat about QQ, but no time to attend training, is a typical feature of many post-80s and post-90s employees.
6. Lack of systematicness
Training of post-80s and post-90s employees needs supervision and follow-up. As long as there is no guidance, they will lack systematicness. Systematization means that in a certain position, the manager does not list the knowledge, skills and plans that employees need to learn, and the training time of employees is determined at any time, lacking systematic expression.
7. Lack of application and absorption
Many post-80 s and post-90 s employees did not effectively use the knowledge and skills they had learned after participating in the training. For example, skills in time management, tools and forms in plan management, knowledge and skills in planning and calendar, etc.
8. Effectiveness is rarely evaluated.
After 80' s and 90' s employees take part in the training, managers seldom evaluate the effectiveness of the training. After attending the training, employees did not apply what they had learned to their work, and leaders did not follow up to compare whether their performance had improved, which led to the unmeasurable training effect.
Second, ten strategies for training post-80s and post-90s employees
1. Give the title and title.
Managers can give topics and titles according to the characteristics of post-80 s and post-90 s employees who like to publicize their personalities and try new things. For example, let the post-80s and post-90s employees be responsible for planning the company's parties, tourism activities and even special projects. For the missing places, correct and modify them with a red pen, and then discuss with them before implementation. In this process, employees will find their own gaps and get growth and progress.
2. Develop OJT instruction manual
Making OJT instruction manual and implementing training are also effective ways to train employees. For example, McDonald's has a very professional instruction manual and professional standards for the cooking and frying methods of food.
3. Work assignment and rotation
Rotation is good for employees, managers and companies. When assigning tasks to employees, you must clearly state your job responsibilities. If an employee works in a certain position for too long, he should be rotated to make him feel fresh and learn more. Rotation has three advantages: first, it enriches the knowledge of employees; The second is to cultivate versatile employees; Third, there are substitutes, so you don't have to worry about employees leaving or taking time off.
4. Make good use of meetings and company activities.
Let employees attend the meeting
There are two ways to train cadres and college students with great potential into the future middle and high-level and backbone of the company:
The first one: let this employee attend the company's high-level meeting, sit in the back and make minutes of the meeting, then give it to the direct leader, who will correct it in red pen, and finally return it to him, repeating it over and over again. After one year, it will be found that the level of this employee will gradually keep up with the level of the leader, and the thinking of the employee will begin to be in line with the thinking of the leader, and the ability will be improved faster.
Second, employees don't need to take minutes of meetings. The employee reports to the leader on the stage, and the leader sits below to review the contents reported by the employee. If there is any problem, it should be corrected in time and pointed out with a projection pen. Finally, employees will have the management level of middle or even high level.
Company Activities
Managers can let employees plan some activities to improve their project management ability, organization ability, coordination ability, resource utilization ability and planning ability.
5. A successful reading club
Managers can use successful reading clubs to train employees. The boss of a company once captured and searched the most popular and advanced books on the market every year. After buying it back, he gave his employees a copy, giving them three months to read the contents of the book, refining the contents, methods and tools of the book and applying them to practical work. After using it, employees need to write a summary and report. After that, everyone was asked to give a speech on stage, compile the experience and wisdom that everyone had played, form a company experience manual, and then pass it on. Moreover, at the same time, employees of the company read the same book and form the same language, which is conducive to increasing the cohesion of the company.
6. Use personal interviews.
When the post-80s and post-90s employees report their work, they can take the opportunity to talk to him, such as how the work performed this month, what they did well, what they did badly, how to improve, and give him some suggestions and opinions. This method is also called "opportunity education".
7. Attend departmental meetings
When attending departmental meetings, leaders are advised not to express their views first, but to listen to employees' ideas more and then make a summary. You can also let employees take turns presiding over meetings, get exercise opportunities by speaking on stage, and exercise courage and typhoons.
Hold a view for the time being
When many managers take the stage to speak, they first express their views and conclusions. The following employees dare not speak, so when they ask their employees any questions or opinions, they will have many opinions after the meeting.
There will be great differences in thinking between Chinese and western people. When Americans and Japanese meet, they argue about problems at the meeting, discuss solutions directly, and then implement them after reaching a conclusion. Therefore, the United States and Japan "have opinions during the meeting and have no opinions after the meeting." In China, it is precisely "no opinions during the meeting, but opinions after the meeting".
Authorized work
Post-80s and post-90s employees especially like the opportunities that leaders give them to exercise, which should meet their needs. Managers should take the initiative to authorize employees to do this work. Once the employee's ability is exercised and improved, and the leader asks for leave to go on a business trip, the employment agency can assign him tasks to facilitate future management.
8. Visit peers and inspire.
Managers have stayed in a post for a long time, and they have a feeling of "building a car behind closed doors" and "sitting in the well and watching the sky". Only when they go out and see what their peers and even their opponents are doing will they be more inspired.
When visiting a peer company, you should first make an appointment with the other party, communicate one-on-one, sort out notes, communicate and share with the employees of the peer company, and send a thank-you email or text message to the peer company to get inspiration from visiting the peer company.
9. Let subordinates serve as internal lecturers
Let subordinates serve as lecturers, teach internally, or train post-80s and post-90s employees. Once a person gives a lecture, he will collect a lot of information and cases, and his knowledge will be enriched instantly and his ability will be improved quickly. For employees with poor level, it is a good way to let him talk about their job knowledge or share the contents of the new book with you in slides.