Anyone who is good at observing in life knows that cats and dogs are enemies and will pinch each other as soon as they meet. In fact, cats and dogs are enemies because there is something wrong with language communication. Obviously, wagging your tail and ass is a sign that dogs show kindness to their partners, and this set of "body language" means provocation to cats; On the contrary, when a cat is relaxed and friendly, it will purr in its throat, which sounds like fighting with a dog. As a result, Tom, Dick and Harry all meant well, but the monkey ate the twist. But cats and dogs who have lived together since childhood will not have such opposition, because they are familiar with each other's behavioral language meanings. Therefore, it is very important to be familiar with each other's language and communicate effectively.

Wang Lan is a typical northern girl. She can clearly feel the enthusiasm and frankness of northerners. She likes frankness, and she is always willing to talk about her ideas with everyone. It is precisely because of this feature that she was very popular with teachers and classmates during her school days. This year, Wang Lan graduated from a university in Xi with a major in human resource management. She believes that after four years of study, she not only has solid knowledge of human resource management, but also has strong interpersonal communication skills, so she has high expectations for her future. In order to realize her dream, she resolutely went to Guangdong alone to apply for a job.

After nearly a month's repeated resumes and interviews, after weighing various factors, Wang Lan finally selected a company in Dongguan to develop and produce food additives. He chose this company because of its moderate scale and rapid development. The most important thing is that its human resource management is still in the trial stage. If Wang Lan joins, she will be the first person in the human resources department, so she thinks she has a lot of room to display her ability.

But after a week's internship in the company, Wang Lan was in trouble.

It turns out that the company is a typical small family business, and the key positions in the enterprise are basically held by the relatives of the boss, which is full of various nepotism. In particular, the boss arranged for his eldest son to be the temporary supervisor of Wang Lan, who is mainly responsible for the company's R&D work and has no management concept at all, let alone human resource management concept. In his eyes, only technology. Most importantly, as long as the company can make money, nothing else matters. However, Wang Lan believes that the more he does this, the greater the space for him to develop his abilities. So, on the fifth day in the company, Wang Lan took his proposal and went to the office of his immediate superior.

"Manager Wang, I've been in the company for almost a week. I have some ideas I want to talk to you about. Do you have time? " Wang Lan went to the manager's desk and said.

"Come on, Xiao Yang, I should have told you a long time ago, but I've been stuck in the lab recently and forgot about it."

"Manager Wang, an enterprise, especially an enterprise on the rise, must work hard on management if it wants to develop continuously. I have been in the company for almost a week. According to my current understanding of the company, I think the main problem of the company lies in the unclear definition of responsibilities; Employees' autonomy is too small, which makes employees feel that the company lacks trust in them; The formulation of employee salary structure and level is arbitrary, lacking scientific and reasonable basis, and the fairness and incentive of salary are low. " Wang Lan began to tell Manager Wang one by one according to the outline he had listed in advance.

Manager Wang frowned slightly and said, "These problems you mentioned do exist in our company, but you must admit the fact that our company is profitable, which shows that the system currently implemented in our company is reasonable."

"However, the immediate development does not mean that it can be developed in the future. Many family businesses have lost in management. "

"Well, do you have a specific plan?"

"Not yet, these are just my ideas, but if I get your support, I think this plan is only a matter of time."

"Then go back and make a plan, put your materials here, and I'll have a look before I give you an answer." After that, Manager Wang's attention returned to the research report.

Wang Lan really felt the disappointment of not being recognized at this time, and she seemed to have predicted the result of her first suggestion.

Sure enough, Wang Lan's proposal sank into the sea, and Manager Wang seemed to have completely forgotten it. Wang Lan was lost in confusion. She doesn't know whether she should continue to communicate with her superiors or simply give up the job and find another development space.

Case review

With the deepening of enterprises' understanding of the value of talents, more and more enterprises regard the number of high-quality talents as a weight for their future success. Therefore, enterprises must design a good employment mechanism to retain the core talents of enterprises, and a good communication mechanism and the introduction mechanism of new employees play a huge role, especially the communication between new employees and their immediate superiors will directly affect their future work attitude.

Fresh graduates and graduate students are one of the main sources of talent recruitment in enterprises. The main characteristics of this kind of people are: strong motivation for achievement and expectation of recognition from others; I am eager to apply what I have learned, so I am eager to have more free development space and less restrictions; Strong challenge and innovative spirit, unwilling to be content with the status quo; High theoretical level but lack of practical experience, ideal realistic view; Be impatient, be more anxious to see the result and ignore the process. For enterprises, if the import is correct, it can also inject new vitality into enterprises and enhance their competitiveness; If the import fails, the enterprise will not only lose the recruitment cost, but also affect the social reputation of the enterprise. Therefore, according to the characteristics of this group of people, enterprises must formulate a reasonable mechanism for introducing new employees, so that these new employees can continue to maintain a positive and innovative attitude and a spirit of challenge while recognizing and accepting the realistic influence.

This case is a typical case in which managers lack the concept of introducing new employees, which leads to the failure of communication between superiors and subordinates and ultimately discourages the enthusiasm of new employees. Wang Lan is full of enthusiasm and wants to apply what he has learned to practice, so as to gain a sense of accomplishment. However, his direct supervisor did not realize the characteristics and needs of Wang Lan, overemphasized Wang Lan's lack of practical experience, and gave negative feedback on Wang Lan's behavior, which led to Wang Lan's enthusiasm being dampened.