With the development and progress of society, the competition among enterprises is becoming more and more fierce. Because the level of grass-roots managers will directly affect the development of enterprises, the quality requirements of enterprises for grass-roots managers are also constantly improving, which also brings great pressure and challenges to grass-roots managers of enterprises. As we all know, most of the grass-roots managers in enterprises are promoted by front-line personnel, but they have to manage front-line employees who directly affect the company's image, product quality and service quality, and have not been trained in system management knowledge. The performance of employees not only reflects the management ability of managers, but also affects the reputation of enterprises. Therefore, as a grass-roots manager, if you can make employees agree with your work ability, work style and work attitude, then they will have a good impression on you and even the company and are willing to make efforts for it. On the contrary, if you have a bad image and poor work organization, it will damage the company's image and be questioned and dissatisfied by employees. Therefore, how to do a good job in grass-roots management and promote the healthy development of enterprises is a very important thing. First, grass-roots managers should master the correct management methods. Now, we often hear managers complain that employees are out of control, work is not easy to carry out, and there are more and more thorny problems. Sometimes, in order to arrange the work well, it takes a lot of effort, which makes people feel headache and annoyed. Faced with this situation, managers must review their working methods, use their brains and use their working skills. If they encounter problems or work is not smooth, they will lose their temper and complain, which will not only help solve the problem, but also make employees think you are incompetent, thus generating resentment and even negative emotions. Therefore, in daily work, we must clearly understand the working ability of each employee under our command, adopt methods suitable for each material, don't always judge and demand your employees by their own working level and ability, let alone deliberately find faults with employees, find a breakthrough to solve problems, stimulate their work enthusiasm from all aspects, pay attention to emotion and reason, treat problems and mistakes in work, and give them more patience and sincere help. Second, grass-roots managers should have true love for employees. Caring management is an inevitable requirement for enterprises to implement humanized management for employees. Treat employees, don't always put on a condescending posture, so that they feel that there is an insurmountable gap between superiors and subordinates. In normal work and life, we should give consideration and care to employees as much as possible and lend them a helping hand in time. We must not stand idly by. Everyone has feelings. Even a little care and love from you will make employees feel endless warmth, which will undoubtedly increase their affinity and cohesion with you. If employees feel that they are working in a group full of tolerance and love, they will feel valued and encouraged, they will really work from the heart and are willing to go all out for this group. Third, grass-roots managers should set an example. As a manager, your work attitude will directly affect the performance and potential of employees. Therefore, in the process of work, managers should seek their own policies, bravely shoulder heavy burdens in the face of difficulties, be strict with themselves in everything, distinguish between public and private, have a high sense of responsibility and mission, and set an excellent example for employees. Only in this way can employees be motivated to work hard and make continuous progress and improvement. In short, although you are only the most basic manager of the company, you should always pay attention to your words and deeds and every move. Only by tapping and exerting their own management potential can we really promote and promote the development of enterprises. How to manage enterprise management is a systematic project. We must adapt, change and conquer by our own efforts. First of all, as a manager, you must know what your role is in the enterprise, what your duties and tasks are, what to do and what not to do. We must be in its position, seek its position, take responsibility, take responsibility and enjoy its benefits. Enterprises provide an equal performance stage for each employee, but this only creates an external environment. Whether you can perform well depends on your personal ability. As a manager, the most important thing is to set an example-set a good example that you expect others to learn. Example is very important because people get more information through their eyes, and they see that what you do is much more effective than what you say. Leadership is an example and the most capable and vivid description of leaders. As a manager, you should not only inspire others to achieve the same goal with you, but also create an environment where opportunities and growth coexist. In this environment, everyone wants to seize the opportunity and make remarkable achievements. Trust the employee on the basis of understanding and give her a stage to give full play. Of course, it is not that simple to keep the morale of subordinates strong for a long time. We should not only formulate a set of detailed rules and regulations, but also provide a fair and suitable competitive environment for every employee. Many other incentive methods should also be adopted, such as respect, care, praise, tolerance of subordinates, material rewards and so on. Also, point out the goal for subordinates, help subordinates plan the blueprint for development, just right criticism and so on. Comprehensive use of various incentives to make the enthusiasm, creativity and comprehensive vitality of all employees reach the best state. As a manager, employees can not only experience the pleasure of solving problems and sharing success, but also realize that they are part of this team, and everyone is a valuable contributor to this team. Managers can not only solve many existing and potential problems in their work through timely and effective communication, but also let team members know that the team needs them, stimulate their enthusiasm for work and form a harmonious team. Managers must understand the tangible and intangible needs of everyone in the team and try their best to meet their needs or guide them to change their needs. With the strengthening of your ability in this field, team members will be more energetic, cohesive and loyal. As a manager, you should first focus on some main aspects, one of which is to process information and use it; Informing employees of the company's sales, important transactions, operating results and major events in time can make employees know the company's situation in time, especially those exciting contracts, achievements, people and events, which can greatly inspire and motivate employees and stimulate everyone's sense of honor and belonging. Secondly, while creating goals and values, managers also undertake the task of creating justice, fairness and supporting the environment. By listening to employees' opinions, responding to needs, promoting behavior results and helping to achieve goals; Leadership is not telling others how to get the job done, but how to make others have the ability to get the job done. Finally, constantly absorb knowledge and hone your skills to maintain the position of a leader. In modern society, the rapid development of scientific and technological information requires us to respond quickly at any time, and the forward-looking nature of the organization is increasingly becoming the weight of competition. The emergence of new ideas, concepts and tools requires leaders to reflect on decision-making and learn extensively with an open attitude. At the same time, the whole organization will gradually transform into an open learning organization. Some scientists predict that continuous learning and reform will be the only constant task for future leaders because of the rapid change. A successful manager can listen to and absorb information and opinions extensively, assess the situation, consider and analyze problems from time, strategy and overall situation, seize opportunities and set goals. At the same time, try our best to make the goal clear and far-sighted, so that subordinates can truly understand and build confidence, make lasting investment, and become the beliefs and values of the organization. A common fault of successful people is that they are carried away by achievements. Once you start to admire how great you are, you will be in trouble. A successful manager will stop moving forward if he is praised too much. The key is to learn to be calm about everything, including success and failure. Both are usually short-lived and provide valuable experience. When you think that you have the world in your hands and no one can be like you, stop thinking about what you have achieved; But think more about what is waiting for you to do. I believe that business managers who have seen Soldier Assault will be deeply impressed by the characters in the play, because he vividly explained to us how to be an excellent grass-roots manager. In the play, the monitor of Class 3, Company 7 of 702 Group Steel is a typical grass-roots manager position. In this position, he is a talented person with a bright eye. He successfully established a tacit psychological contract with his superiors and subordinates. He is a firm communicator of team culture, and his superb meeting management skills have shown the audience the image of an excellent grass-roots manager. In particular, he skillfully used the art of encouragement to train master Xu Sanduo from a turtle son to a soldier king, which is a classic worthy of recollection by many grass-roots managers. Be a Bole who is good at discovering talents. When recruiting, the instructor He of the Red Third Company said to Shi Jin: You look at the soldiers worse than your company commander. The eyes of the soldiers here are by no means as simple as the job responsibilities or qualifications that human managers often say. To put it bluntly is the understanding of human nature. Only those who understand human nature can choose the right person. At the same time, only by understanding human nature can we provide different training methods for different people and bring out a group of soldiers who can follow him to death. Isn't this the highest level of leading a team? In our Katie Electric Power Company, the human nature of important management positions in enterprises is deeply analyzed, and the leadership quality model of important management positions is formulated from six aspects of managers' knowledge, understanding, tenacity, eyes, charm and courage, which serves as an important evaluation basis for selecting and appointing management cadres. Be a situational leader who is good at following the trend. Paul, the founder of situational leadership? According to the intensity of the managed object's willingness to work and the maturity of work skills, Hesse divides the leadership behavior into four situations: low willingness and low skills, high willingness and low skills, and low willingness and high skills, and suggests that managers play different leadership roles and adopt different leadership methods according to the four situations. Take Xu Sanduo as an example. Compared with other soldiers in Class 3, Company 7, it is obvious that their professional skills are low, but they have a strong will to make progress, which is a typical case of low skills and high will. They need the nanny-like guidance of the squad leader very much. However, Shi Jin performed his duties as a nanny well, often working alone as a tutor for Xu Sanduo, trying to improve his military professional skills and laying the foundation for becoming a soldier king later. For another fighter, Wu Liuyi, who is strong-willed and skilled, the squad leader Shi Jin adopted a fully authorized leadership mode and recommended him as the vice squad leader to help train new recruits and give full play to his work enthusiasm. In enterprise management, our grass-roots managers should, like Shi Jin, take corresponding situational leadership behaviors on the basis of fully understanding the human nature of each subordinate, so as to achieve satisfactory leadership results. Establish psychological contract to effectively motivate subordinates. Due to Shi Jin's meticulous help to Xu Sanduo, he has established a profound friendship with Xu Sanduo, which Xu Sanduo cherishes very much. Later, when Xu Sanduo realized that if he didn't work hard to improve his personal skills, it would lead to the early retirement of the monitor and the loss of this friendship, he decided to change himself, stop dragging the back of Class Three and continue to be the monitor. The following passage is a psychological monologue of Xu Sanduo in the play, which fully embodies the great incentive effect of psychological contract on employee behavior. That night, the monitor's words gave me great encouragement, because as long as I can remember, no one said I could do it. I want to work hard for the monitor, I want to work hard for the old horse, and I want to work harder for Class Three! I believe what the monitor said. I have potential. Because he is my friend. Go back to the business world and see our managers at all levels. Do you know your employees? How do you motivate them? Do you think they are your friends? Do employees trust you? I think everyone should think about it and stop complaining about the low quality of employees. Want to train excellent subordinates? Then treat the employee as a friend, help him and inspire him. I believe that when you turn your turtle son into a top soldier, your management level will be recognized by the whole team Gao Cheng, a firm communicator of corporate culture, commented on Shi Jin's performance as follows: You are my best monitor, because Shi Jin, as a grass-roots management cadre of the company, can best implement and interpret the corporate culture that the team does not give up. When Xu Sanduo was transferred to No.7 Iron and Steel Company, the whole company, including the company commander, didn't think highly of him. Only the monitor Shi Jin didn't give up, and finally Xu Sanduo was able to integrate into this team. The process that Xu Sanduo later became a high-performance employee is the best interpretation of this culture. All his achievements have benefited from this culture. Managers at all levels in an enterprise cannot form a cohesive team if they do not take the initiative to undertake the responsibility of corporate culture communication, and such a team does not have the soil to cultivate high-performance employees. If the new manager compares the middle-level manager to the coach on the court, then the grass-roots manager can be compared to the captain, not only to command his teammates to attack on the court, but also to take the lead in the charge. They are the backbone of the enterprise that can not be ignored, the foundation of enterprise development and the reserve army of enterprise talents. Countless excellent managers start from the grass roots. First, the role of the captain. Grass-roots managers are small leaders in enterprises. Since he is a leader, he is different from ordinary employees. However, because grass-roots managers face more specific affairs every day, their working methods and skills are very different from those of middle and high-level managers. Team leaders generally have very strong organizational skills and are served by highly skilled or respected players. Grass-roots managers are like nodes on a big tree, decomposing and transferring nutrients from roots to twigs, so the role of grass-roots managers can be summarized as decomposition and transfer. Second, the role of connecting the preceding with the following: Grass-roots managers are the most concrete communicators and implementers of company rules and regulations, decisions and objectives and tasks. A link between the preceding and the following is to lead other employees to implement according to the requirements of decisions and goals. Therefore, the key to the execution of an enterprise lies not in the middle level of the enterprise, but in how the grass-roots managers understand the decisions of the top management, explain them clearly to the employees below according to the characteristics of the organization, and take the lead in earnestly implementing them. Third, the ability: since the grass-roots managers play the role of team leader, they should have the following abilities accordingly: First, excellent business ability. Because grass-roots managers are different from middle-level managers, they don't need to plan the development of their own departments too much, just need to complete the functions of the small departments they are responsible for. Grass-roots managers are managers and shoulder specific tasks and affairs at the same time, so excellent personal business ability and quality are convincing prerequisites in the organization. At the same time, all kinds of business training of enterprises are generally carried out through grassroots managers, so business ability is very important for grassroots managers. Second, affinity. Since they are grass-roots managers, they should be integrated into the masses. You can't keep people away just because you are a small leader. Then, for grass-roots managers, affinity is simply talking and laughing with colleagues after work, eating and drinking together. In order to make employees happy and observe discipline wholeheartedly, they must have the following kinds of hearts: respect: grass-roots managers must respect every employee in their own organization. As the saying goes, don't do to others what you don't want others to do to you. Respect is the prerequisite for winning sincerity. Although the life background and family of each employee in the organization may be different, only by treating everyone with an equal heart can we seek a harmonious atmosphere. Caring heart: Grass-roots managers are in direct contact with front-line employees, so their sufferings and aspirations are most clear to grass-roots managers. Caring can show a person's kindness. I have heard a story about a box lunch buying a person's heart. When Xiao Zhang first arrived in A city, only 200 yuan was left. Fortunately, he was hired into a company. Xiao Zhang's business supervisor is a young girl, Xiao Huang, who is not much older than him. Xiao Huang is very active and helpful, and the whole group becomes active. There are still a few days before the salary is paid, and Xiao Zhang even has problems with the money for eating. Every time when eating, Xiao Zhang committed suicide by rushing to the cheapest instant noodles. All this was accidentally discovered by Xiao Huang, so Xiao Huang bought food for Xiao Zhang every day for more than ten days without pay, which made Xiao Zhang work very hard in business and became Xiao Huang's most effective assistant in business. Finally, Xiao Huang was promoted to manager, and Xiao Zhang was promoted to senior business supervisor. Compassion: Since you care, you should sympathize with them when they have personal problems. At the same time, learn to put yourself in each other's shoes. Do as you would be done by. 4. Team building ability: In addition to excellent business ability, grass-roots managers should also reflect the charm and value of managers, which is the ability of team building. A person's performance may be excellent, but he only pays attention to individual performance and ignores the team. He is a business elite at best. If the team plays a great role in efficiency, it is a manager's greatest happiness. How to build a team? 1, full of passion. Passion can infect everyone in the organization. Passion can stimulate the combat effectiveness of each member and make employees full of confidence and hope for the future. Imagine how a passionate person can form a passionate team. 2. Be good at motivation: When encountering problems at work, as a spiritual encourager, employees can cheer up and face the problems. Moreover, only encouragement can make people with insufficient ability and confidence grow up. 3. Good at combination: There must be people with various personality characteristics in the team, so we should find out their personal advantages and disadvantages, give full play to their personal advantages and combine them to make the team play its best role. Grass-roots managers should also learn the strong and weak layout, positive and clever combination, and then arrange them in different positions in the team. V. Leadership: Although grass-roots managers are managers, they need to exert their leadership more because of their own roles, rather than the management ability given by the administration. The differences between the two are as follows: first, managers are generally appointed, and their influence comes from the formal power given by their positions. Leaders can be appointed or produced from groups, and their influence mainly comes from non-post power.