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Management and being managed are inherently contradictory. The leaders of the company always feel that I have spent money on hiring so many people. Why are they still confined to specific tasks? 'S unacceptable? Being a "hands-off shopkeeper" is probably the ideal of every company boss. Sleeping at home and the company can still operate normally, this shows that the company is successful. But the reality is bloody. Maybe you go out and climb a mountain and come back. When you see, the situation has changed and you have been swept out; or when you wake up, the city head changes its banner and the company changes its dynasty.
There are countless examples of company leaders being emptied by subordinates. How can we prevent it from being overhead? The following methods, hope useful!
First, balance method!
This is the most basic method, and there is a similar management theory called the "catfish effect." If you dominate your family alone, you will inevitably dominate over time. When many things are done, you are alone. When you can say it, even if you don’t have the idea of overhead leadership in your mind, in fact youHis words and deeds have already made people worry. Therefore, under normal circumstances, the leader will arrange two people to do a job together. There are naturally many benefits: one is that two people can take care of each other, one person can do it alone, and two people can coordinate with each other, which gives people a psychological feeling. It's all different. The benefit played out is one plus one greater than two. The second is that if two people do it, they are competing with each other. Only by competing with each other can they create the best value. The third is that two people do it, and they restrict each other, and there will be no situation where one dominates.
The balance method can be described as killing three birds with one stone. In addition, when the company leaders met with you alone, they all said good things about you. After you went down, you worked hard. In fact, the same thing may have just been said to your partner. The balance method is the most basic, classic, and most useful method.
Second, kite method!
No matter how high you fly, there is always a thin line that cannot be seen tightly pulling you. This line may be many things. For example, in a small company, I just need to hold down your salary. After you finish your work in August, I will pay you the July salary. This phenomenon is obviously inconsistentLegal and moral constraints, but this phenomenon is really common. For slightly larger companies, there are actually other ways, such as solving your spouse’s work in the company. There are three benefits: First, if the company helps you solve your worries, you can work with peace of mind! The second is that the company treats you very well, do you have the heart to abandon the company and go it alone, or take advantage of leaders who have been kind to you? The third is that your whole family is in the same boat, the boat sinks, and everyone has finished playing.
Three birds with one stone. Anyway, if you are a tiger, you are also a caged tiger; if you are a dragon, you are also a dragon with ropes.
3. Leapfrog interview method! Grab your subordinates’ subordinates!
The company is getting bigger and bigger, and it’s really hard for top leaders to hear the true voice of the bottom. It’s all middle-level feedback. The voices of middle-level feedback are all digested voices. For example, the middle-level department wants to ask you for money, but it will definitely not come out and ask for it. Instead, it will ask all the employees at the bottom of the department: Money? "Everyone must say in unison: "Yes! "Whoever gives money has a grudge? Of course, the more money is the better, so the middle-level people can take the so-called opinions of everyone and ask their superiors for money. You can't say that this is not the case.It's everyone's opinion, but the middle-level team is deliberately using everyone's opinion. Why don’t the middle-level staff report the various issues that you have raised to the high-level staff? It has always been good news but not bad news.
Because the thinking in the middle level is that departmental problems and departmental conflicts are all their own business, and they can be closed and negotiated. There is nothing wrong with this idea. The original intention was good, but to a certain extent, it has actually hindered the upper-level leadership's right to know. To a certain extent, the support provided for the leadership to make decisions and deployments will be biased, and the leadership will be emptied!
Therefore, the way to crack it is to insert a pole into the end, insert it into the soil, or insert blood. The company's senior leaders will go directly to the frontline to talk to the employees face to face. No middle-level department leaders can participate in the whole process. Perhaps one or two people are unwilling to tell the truth. This is actually a good thing, which shows that these people maintain unity.You cannot criticize others for not telling the truth at this time. But if there are more people asking, someone will definitely talk about the problems in the department, and you can even hear the solutions to the problems.
When you often do this, grab your subordinates, how can you be emptied? The leaders of the company who will be emptied are actually "Li Zicheng"-like characters who are dazzled by the success in front of them, thinking that success is achieved, the cause is determined, and the beginning of enjoyment. Three skills are applied skillfully, and the position can be guaranteed!
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