How to manage 1 and supervision of employees?
As a middle manager, you should not only arrange the work, but also check how the supervision is completed. If there is no serious and responsible inspection and supervision, it is impossible for subordinates to complete their tasks well; In the process of supervision, find the key points, that is, find the root of the problem, and analyze, deal with and solve it.
2. Guiding force
If you want to be a role model at the grass-roots level, the middle level must have basic guiding ability.
3. Cohesion
Have team spirit and can create a positive and harmonious team atmosphere. Make subordinates willing to work with you.
4. Attraction
Strict but not demanding, but not demanding. There is a unique humble and peaceful attitude of managers, which has affinity and appeal.
5. Creativity
Think more, dare to find ways to improve efficiency and promote productivity, and dare to innovate on the original basis, rather than stick to the rules.
6. Initiative
Initiative means that managers spend more energy in their work, are good at discovering and creating new opportunities, foresee the possibility of things happening in advance, and take planned actions to improve work performance, avoid problems or create new opportunities.
If we can't move forward actively and dare to be the first, our collective achievements will be limited. If middle managers can't play a positive role in promoting the overall performance of enterprises, they are digging their own graves for their careers. One of the criteria to measure the effectiveness of middle managers is to look at the number of actions initiated by individuals. In this respect, middle managers are quite similar to surfers. Surfers can only rush to the shore wonderfully if they walk in front of the waves. And if you slow down half a beat every time, you can only rise and fall in the sea, waiting for the next wave to come. Walking in the forefront of the times requires real efforts and enthusiasm.
7. Show your subordinates with actions.
Language giants and action dwarfs abound in real life, which is a taboo for business leaders. As the president of Toshiba in Japan said: Men learn from the actions of their superiors. For business leaders, when you want subordinates to do something, please take out your own demonstration behavior.
As a leader, of course not. Say? , but more taboo? Do what? . ? Say? With what? Do what? There are five simple combinations, and their demonstration functions are different:
(1) said that if you don't do it, the negative effect will be the greatest;
(2) Don't say, don't do, followed by negative effects;
(3) Not saying and doing have a positive effect;
(4) Words and deeds have a good exemplary role;
(5) After it is finished, the demonstration role is secondary.
How to manage employees 1 Respect employees.
The operation and development of supermarkets are inseparable from the hard work and hard work of employees. Therefore, supermarket managers should put the interests of employees first. No matter what the circumstances, we should be open-minded, open-minded, strict with ourselves, tolerant, fair and just. This is one of the ways for supermarkets to manage their employees well. You know, once an employee's self-esteem is satisfied, he will love his career, post more and work harder.
? Respect every employee? , is the most distinctive corporate culture of the international retail giant Wal-Mart. At Wal-Mart? Our employees are different? It is not only a slogan, but also the reason for Wal-Mart's success. What it really means is that every employee is very important and he can perform well in any position. ? Our employees are different? This sentence is printed on the badge of every employee of Wal-Mart, which always enhances the pride of employees and inspires them to do their jobs well. The company never treats employees as? Employees? See, but as? Partner? And then what? Colleagues, the company stipulates that all subordinates should call? Colleagues don't weigh it? Employees? . At the same time, Wal-Mart attaches great importance to the growth of employees. Those with outstanding performance will be promoted and reused by the headquarters, and about 80% of their management will grow up from the inside. Wal-Mart's respect for employees has fully mobilized the enthusiasm and initiative of employees at all levels.
Second, care about employees.
It should be said that the overall quality of many supermarket employees is still relatively good. They have lofty morality, selfless spirit and desperate spirit. This requires supermarket owners to seriously think about how to protect the enthusiasm of these employees and let them play a sustainable role. Man is a flesh-and-blood organism, and his basic attribute is the desire for survival and development based on instinctive needs. Therefore, the second way to manage employees in supermarkets is that supermarket managers should take the initiative to care about employees' lives, health and welfare, meet their needs in many ways, and let them have no worries at work and devote themselves wholeheartedly to their work.
There is a large private retail enterprise. Business owners attach great importance to the service quality of enterprises, often personally grasp, often engage in monthly service appraisal, star service star appraisal and other activities. The boss's consciousness and original intention are good, but in the implementation, he lacks the most basic thing, that is, he never cares about employees, and the basic benefits that should be given to employees are reduced year by year until they are cancelled. What's more, enterprises actually give employees some expired or expired goods as benefits, but they charge a little cost. Usually, business owners are indifferent to the work and life of employees. When employees get married, the boss is never present. Employees ask for leave, but they can't get the approval. Impersonal? The new management method gradually made employees lose confidence in this enterprise, either complaining or jumping ship, and the enterprise eventually declined. ? Care about your employees, and employees will care about your consumers? . Without this foundation, all service work will not achieve long-term results.
Third, trust employees.
Trust is the foundation of interpersonal communication. Without trust, there can be no effective communication, and without good communication, there can be no effective work. If supermarket managers cannot fully recruit new employees, it will be difficult for employees to find a sense of belonging, let alone generate loyalty to the company. Therefore, the way for the third supermarket to do a good job in employee management is to fully trust employees. Only by fully trusting employees can we win the trust of employees, create a healthy, upward, United and cooperative working atmosphere, stimulate the enthusiasm of employees and become a powerful driving force for work.
Trust is the beginning of cooperation and the cornerstone of enterprise management. A team that can't trust each other is a team without cohesion and combat effectiveness. In some supermarkets, internal management has become defensive management, and bosses treat employees like? Against thieves? Similarly, some people replace important positions with their relatives, some people give a group of counters to many people, and some people set up posts at different levels and install automatic search instruments to prevent employees from stealing. These distrust actions have caused mutual suspicion among employees, and gradually people's hearts have become fragmented. Finally, enterprises have begun to decline.
Fourth, train employees.
Facing the continuous development of market economy and the updating of social knowledge, supermarket managers must take the cultivation of all-round employees as their primary task, attach great importance to employee education and training, strive to build a team of employees with good management skills and high quality, and effectively improve their ability and level to cope with complex market environment and market competition. This is also a very important strategy for supermarkets to do a good job in employee management.
How to manage employees well and formulate a scientific system in combination with reality? The rules and regulations of an enterprise must be legal first, and the enterprise cannot go beyond the scope of laws and regulations and formulate its own system, otherwise even if it is formulated, it will be invalid. At present, the normative documents of employee rewards and punishments
There are the Regulations on Reward and Punishment of Enterprise Employees promulgated and implemented by the State Council and the Regulations of Jiangsu Provincial People's Government on Implementing Measures. Enterprises can be based on the actual unit, combined with laws, regulations and systems.
Formulate rules and regulations. It is necessary to highlight the clear distinction between rewards and punishments. The system formulated by some enterprises either sets high conditions for the reward part or has few provisions for the reward part, which gives people the impression that it is a Regulation on the Administration of Staff Punishment, which is also inappropriate.
Widely publicized and implemented by all staff. After the system is formulated, the key is implementation. No matter how good the rules and regulations and management methods are, if they are shelved, they mean nothing. To implement the system, we can clearly inform employees of relevant rules and regulations by means of centralized training and employee sign-off, so as to avoid employees saying? I don't know. I don't understand, okay? Phenomenon. In daily work, after individual employees make mistakes, they often find a bunch of reasons to defend themselves. I don't understand, okay? 、? Not knowing is a common reason. If you take out his study records, is that to overthrow him? How ridiculous is it? Favorable evidence. Rules and regulations must be studied by all staff to avoid them? It's dark under the lamp? And then what? Dead end? .
Strictly implement and encourage conscious compliance. The implementation of the system must be strict. ? Did you miss it? If there are too many, the system will exist in name only, or become a weapon that only serves some people. For the implementation of the system, it can be managed according to the rules and levels, perform their duties, check and confirm, evaluate and rectify. Encourage employees to consciously abide by the company's rules and regulations and improve their professional quality. Those who abide by the system will not feel the constraints of the system.
Reconcile justice with kindness and avoid self-danger. When an employee chooses a company, the key point is that the company can pay him a salary to make him live better, regardless of whether he is interested in salary or long-term development. Employees are most afraid of easily deducting money. What can enterprises consider in system design? Give priority to education and guidance, supplemented by economic punishment? In the implementation, temper justice with mercy, combined with subjective and objective factors, the attitude of the parties, the impact of things and other factors, reasonable treatment. Never kill with a stick; For employees who make mistakes and make mistakes, we should also analyze the specific situation, and we should not look at people with colored glasses? It's you again, which will discourage employees.
Employees who meet the reward clauses in the system should be rewarded. Can't let employees produce? Always punished, not rewarded? Stereotype, which will lead to fear of oneself and affect the enthusiasm and creativity of employees.