After attending the training on how to manage your employees, I learned from the production line that to be a convincing grass-roots manager, I must have the following points:
1, technical skills should be improved, so as to effectively guide employees and establish prestige.
First of all, front-line managers should master their own technical skills. On this basis, they can give effective guidance to employees, and it is easy to gain the respect of employees and establish their own prestige!
2. Good moral character and helpful.
Good moral character, always help employees with a sincere heart. Even a little help from us may help others a lot, let him work hard by himself, and even drive others to work together as a reward for us!
3. Be able to bear hardships and set an example.
When we are proficient in technical skills, effectively guide employees, establish prestige, and always help others, then we will get the support of most people. At this time, we will be able to bear hardships more than employees and set an example everywhere, then the team with super fighting capacity will be born slowly!
4, there is a hard core (backbone), which can echo.
At the same time, seriously assess our employees, and promote employees with appeal, endurance and proficiency in the basic essentials of each station as team leaders, so that they can become our hardcore backbone and enable us to manage the production line more efficiently!
5. Good communication and mutual trust.
As a front-line manager, you should have strong communication skills-at the same time, you often chat with front-line employees, and often get details that may be overlooked from chatting. Everyone is friends with each other, so it is easy to build mutual trust! Lay a solid foundation for building an efficient team for a long time!
6. Be fair and soft.
People are afraid of public violence and should be fair; When employees make mistakes. Speak calmly, otherwise, they will resist! After the problem appears, the key is to solve it and avoid it again in the future!
In addition, it is necessary to establish a practical assessment mechanism (pay attention to the humanization of assessment rather than the oppression of employees, otherwise it will not be implemented), with clear rewards and punishments and fair distribution of benefits. Only in this way can we convince the public. Doing more and doing less is not conducive to building an efficient team!
7. Care for subordinates and understand their needs.
If you don't care about and understand the work and life of employees, employees will naturally be dissatisfied with you.
8. Clear goals.
A clear goal is one of the most important and minimum prerequisites for leadership. As a grass-roots manager, the goal should also be very clear, otherwise it is purely a confused official.
9, accurate command.
As a front-line commander, the accuracy of giving orders should be as accurate as that of the airport controller giving orders to pilots, otherwise ambiguity will easily occur, and mistakes of one kind or another will inevitably occur in the process of command dissemination, leading to accidents or rework in the work.
10, timely guidance.
At work, subordinates always hope to get timely guidance from superiors, because timely guidance from superiors is to care for and cultivate subordinates.
1 1, need honor.
As a grass-roots manager, you should also be very generous in distributing honors and bonuses to everyone. The more model workers you have, the better your job will be.
These are my feelings now, and I will continue to explore in my work in the future!
Below is the evaluation form, maybe you need it!
Employee performance evaluation
Performance appraisal evaluation form
Location of employee name
Year/month/year of departmental evaluation interval
The evaluation scale and scores are excellent (10), good (8), fair (6), poor (4) and extremely poor (2).
Evaluate the scoring weight of project standards and requirements.
oneself
Scoring manager directly reports to scoring general manager.
Average score in this column.
job performance
1. Achieve work objectives (per capita productivity objectives, management objectives) 4
2. Effect of safety production management (safety status of people/things/machines/environment/methods)
3. Control or improvement of related technology/quality
4. The stability of the team, the smooth progress of the work, and the discipline of subordinates.
5.6S management, ISO implementation and system implementation.
job skill
1. Business knowledge and skills, management decision-making ability 2
2. Organizational and leadership skills
3. Communication and coordination skills
4. Ability to explore and innovate
5. Capacity for implementation and enforcement
workmanship
1. Work hard and try your best to finish the task.
2. Hard work, perfect work.
3. Strong sense of responsibility, able to work spontaneously and set an example.
4. Professional ethics and integrity, pay attention to personal behavior, and maintain the company's image.
5. Sense of responsibility and dedication to the company
working attitude
1. Obey the work arrangement, be diligent and sincere,
2. Unity and cooperation, team consciousness
3. Punctuality, pragmatism, initiative and positivity.
4. Don't waste time, don't be afraid of hard work, and have no complaints.
5. Work spirit: Are you optimistic and enterprising?
Signature of Appraiser: Direct Report: Manager: General Manager:
Evaluation score: average work performance ×4+ average work skill ×2+ work quality ×2+ work attitude ×2= score.
Attendance and rewards and punishments
(Information provided by personnel) 1. Attendance: Times of being late and leaving early ×0.5+ days of absenteeism ×4+ days of personal leave ×0.5+ days of sick leave ×0.2= points.
Two. Penalty: fines/warning times × 1+ minor times ×3+ major times ×9 = points.
Ⅲ. Reward: praise times × 1+ minor work times ×3+ major work times ×9 = points.
Total score evaluation score -I-II+III = points
Grade a (exceeding or reaching the standard/excellent or good): 90~ 100;
Grade B (basically meeting the standard requirements/average): 80~89 points;
Grade C (close to the standard requirements or close/qualified): 70~79 points;
Grade D (far below the required standard/poor, need to be improved): below 69 points.