From "qualified" to "excellent"--on helping new employees inherit their work. There are many reasons for the rapid growth of enterprises, among which talent is the key factor. But the reality is that most enterprises in our country are small and medium-sized enterprises, and many small and medium-sized enterprises are difficult to have a perfect training system and system for various reasons. As graduates, in the current difficult employment situation, not everyone can go to large enterprises with relatively perfect systems, and most graduates will have their first jobs in small and medium-sized enterprises. So how to quickly improve the ability of new employees, so that new employees can quickly enter the working state and be competent for their jobs? So as to realize the most critical leap for new employees from students to professionals. The most common and effective way is to let old employees help and guide new employees. To some extent, it can be said that "helping and guiding" is a "shortcut" that has been used by most enterprises and has been used repeatedly, which makes new employees grow from "qualified" to "excellent" and grow rapidly. We know that the work of "helping and mentoring" is not a person's business. It not only needs the sincere help of old employees, but also needs the active cooperation of new employees, and it also needs enough attention from enterprises. New employees should face the old saying with a positive attitude: "the master leads the door, and the practice is in the individual." If new employees want to be promoted quickly, they must fight for it on their own. New employees should do the following: have passion, be interested in work, and be kind to their interest in work is the best teacher! Do a good job in personal orientation and correct attitude, first of all, make clear whether you are willing to do this job well. Lose three things: students' psychology; Students' vision; Students' principles of doing things. If a person doesn't like what he is doing, I find it difficult for him to calm down and make achievements. I believe in one sentence: people who regard their career as a career and their life as a brand will certainly succeed! Learning to be diligent is what we often say: hand diligence (do more), leg diligence (walk more), mouth diligence (talk more) and brain diligence (think more). If your understanding is not high, please do more. I believe diligence can make up for it. If you work harder than others, you will certainly achieve your goal. Empty cup mentality, a modest and studious heart, the best way to learn to incite a person's rapid growth is to "incite", and learning ability determines how far you can go. It is true that many new employees and graduates are excellent now, but there are many aspects in the market that you don't understand. "If there is some muddy water in a cup, no matter how much pure water is added, it is still turbid; But if it is an empty cup, no matter how much water is poured, it is always clear, and so is learning. " This is what our boss often calls "empty cup theory", which encourages us to learn with an open mind and accept new knowledge in an all-round way. It is also an essential quality for new employees to "reinvent themselves". I often say to new employees: "learn from each other's strengths" is certainly desirable, but I suggest that everyone "learn from each other's strengths" to make faster progress. We need doers, not frogs in the well. When new employees come to the market, you will really understand the sentence "What you get on paper is very shallow, and you will never know how to do it." Learn to think, learn to "realize", and be good at summing up that "it will be better to realize Tao after three years." Why do new employees' grades differ greatly after one year? Why are many old business people not as fast as some new employees after working hard for several years? Anyone who has practical experience in marketing in EMKT.com.cn knows the importance of "savvy". Excellent salespeople can gain insight into opportunities and analyze problems, so as to take advantage of opportunities and "add icing on the cake" for sales; Or turn the problem into an opportunity to increase sales. Some salespeople are at a loss in the face of problems and let the opportunity slip away in vain. Manager Li Yonggang, manager of Nanfeng Group in North China, once said a classic sentence: "There are two kinds of salespeople: those who do it and those who don't;" There are two kinds of sales: those who do it seriously and those who should do it; There are two kinds of serious salespeople: those who summarize after doing it and those who don't summarize after doing it. Finally, salespeople in the world can be divided into success and failure. The former succeeded and the latter failed. New employees should combine their own advantages, sum up and learn from others' experiences and lessons, and finally form their own unique market operation methods, imitation+improvement = innovation! In the process of taking people, I often jokingly say to some new employees: You are not paying attention to your work, so I will remind you three times at most. If you were still awake, I would feel sorry for you. I might as well let go if I don't wake up. I don't care if you hit someone when he's down. No one wants to bring a sparrow that can't feed you and help Liu Adou. Remember, there are many college students now, and there are many people who are better than you. The company will never keep idle people. Go to work with passion every day, and your mood can infect your customers. Is the customer willing to face a person who is listless all day? Old employees should be given appropriate help. Let's talk about the problems, details and my personal experience that should be paid attention to in the process of helping old employees: constantly improving the confidence, confidence and passion of new employees in their work are twin brothers. We should learn to arouse the enthusiasm of new employees and make them always full of confidence in their work. Many products die not in the market, but in the hearts of our business people. I often say to new employees: selling is actually very simple. You just have to learn from others, learn from retailers and see how others do it. In less than a month, you can fight alone. If you can't learn, it's nothing. You should help the dealer diligently and make him embarrassed not to sell the company's products. I believe you, you will always be the best, you must be better than me, and you will soon surpass me! In terms of work arrangement, I generally guide new employees to make things easy first and then difficult, from shop promotion in the early stage, market research in the middle stage, customer relationship handling to overall market planning and operation in the later stage, and even independence. I suggest you learn more from the insurance industry and Amway sales staff. The interaction between the two sides fully mobilized the subjective initiative of new employees. In 2005, I helped the company's human resources department to train new employees. At that time, I saw the lecturer and the old employees talking on the stage, but the new employees were sleepy under the stage. They can't answer questions when they come down. At the meeting that night, I suggested that more interactive games should be interspersed in the training. After the old employees finish the class, let the new employees speak again. Everyone gives a speech for 20 minutes every day, with unlimited content. The purpose is to make new employees feel pressure, encourage them to actively participate and dare to express themselves. Everyone will make a comprehensive evaluation of them according to their speeches and overall performance. This internal training is much better than the previous cramming training and achieved the expected results. Therefore, I think that old employees should give new employees more opportunities and platforms to realize their personal values after entering the market, instead of interfering in everything, giving new employees more opportunities to think independently and exercise independently. The children in your arms will never grow up, and people will not rely on them, will not shrink back, will work hard and make faster progress. Teach students in accordance with their aptitude, appropriately "suppress" new employees, and take different measures according to their personal situation and personality to help them master their own working methods. In 2004, I brought a graduate, Xiao Wu, to the company a little late, did not participate in the company's formal training, and went directly to the market for promotion. The boy's words are not pleasant to hear, but he is in a daze, speaks inappropriately and is out of control. But he has one advantage, that is, he is hard-working and other employees are unwilling to treat him with me. I used to take a gentle route when leading people. I won't get angry unless I have to. Seeing his situation, I took him to a difficult retailer with a large sales volume. I said I'd give you three days to help me win the customer, and all the goods I brought 10 were sold out. I am not allowed to eat at the client's place at noon. On the first day, he reported that the company's products were expensive, and the retailers only sold other products but not the company's goods. I said you should find your own way. When we had a rest together at night, I saw his clothes were dirty and he fell asleep in bed. I woke him up and said to wash clothes and pay attention to his appearance. After ten o'clock, he sat up and fell asleep I was very angry and said that you would go out to sleep without washing clothes and go home tomorrow. Seeing that I was angry, he immediately got up and went to wash clothes. The next day, I took him to the retailer again. I say you help customers move fertilizer today, work more and talk less about useless things, regardless of selling goods. Xiao Wu is tall, works hard and is so tired that he is sweating. When the retailer saw that he felt so embarrassed, he consciously sold the company's goods and sold nearly 8 goods that day. On the third day, I asked him to bring the goods. Today's work is the same as yesterday's, consolidating sales. After being tired for two days in a row, Xiao Wu gradually got better. Sometimes when I see that he speaks in a wrong way, I argue with him in front of some colleagues. They all say that my speech is too harsh. I explained to my colleagues that Xiao Wu should suppress him from time to time and let him have people who are afraid, so that he can change faster. Colleagues laughed at this and said that you really know him. After half a year's exercise, Xiao Wu is much more calm in talking and doing things than before, and he is also doing well in the dealer. In 2005, he independently operated a market. In 2005, I brought a student, Xiao Wei, who is diligent and obedient and can drive. According to the situation, I arranged for him to be a customer with less manpower and average sales. Xiao Wei is very absorbed in the client's office. When the dealer is busy, he drives to help the dealer deliver the goods. The dealer was very moved and tried to promote the company's products. Sales in that year doubled compared with previous years. Later, I asked Xiao Wei to increase the pressure from one county to two counties, and then came to a region. The specific market operation is entirely his own responsibility, which gradually increases the pressure. In the second year of Xiao Wei's rapid development, he achieved independence. Reasonable use of help-passing skills, attention to detail, I summed up the method of bringing people is "a relaxed, civil and military way." That is, carrots and sticks are bigger, achieving the effect of unity, tension, seriousness and liveliness. From the details (combined with the company, such as food, clothing, housing and transportation, etc. ) Care about new employees, pay attention to new employees themselves, and treat life equally, but work should be clearly divided, and superiors and subordinates should be clearly divided. Learn to be friendly to others, learn to care about others, don't hurt others maliciously, and don't ask too much of new people. Praise when it is time to praise, and correct mistakes in time when found. Fujita, chairman of McDonald's in Japan, once said: "Emotional investment is the investment with the lowest cost and the highest return rate among all investments." Let new employees grow up in a happy and respectful atmosphere and be grateful to the boss and the company. If you are a confidant, you will die. This is the best time to cultivate new employees' loyalty to the company. In the process of bringing people, we should pay attention to cracking down on the unreasonable ideas of new people in time. If there is a conflict between the two sides, don't kill them with a stick first. It is best to prove right and wrong with actions, so as to convince people with reason, with virtue and with facts! Maintain full communication and "point fingers" rather than "point fingers" at the work of new employees. Many management courses invariably tell us the management concept of "only incompetent leaders, no incompetent subordinates". I understand this sentence means that it is one of the responsibilities of leaders to improve the quality of subordinates, and it is the responsibility of leaders not to improve the quality of subordinates. As the saying goes, "every soldier will have a nest." As leaders, old employees should be more rational and less impulsive. At the work site, the main job of leaders is to listen, not to ask questions and give orders, which can only disturb the work order. Do not consider the opinions of subordinates, do not communicate, do not communicate, blindly adhere to their own views, resulting in information can not be effectively transmitted, the problem can not be solved. It is not uncommon that there is a gap between old and new employees. The important reason for this situation is that the two sides have not established effective communication channels. If this gap is not communicated, it will get deeper and deeper over time. Role transposition can solve the communication problem between subject and object. The key to role transposition is that old employees should lose their egocentric manager mentality, consider problems from the perspective of new employees, respect and care for new employees, and listen to their voices, that is, learn and grow with new employees with a friend's mentality. There is a saying in the countryside: if you want to be fair, turn it upside down! Old employees should think more from the perspective of new employees and think more about how they came before. There are many methods and skills to help mentoring, which are reasonable according to the situation of new and old employees. Suitability is the best, and the combination of various methods can enable new employees to quickly complete the transition from "qualified" to "excellent". I feel that "sneaking into the night with the wind and moistening things silently" is the best way to help transfer work. Dear old employees, don't be afraid of bringing people into trouble. By bringing new people, you will also learn and get more than you think. Jack. Welch told us after summing up his life's leadership experience: "Before you become a leader, success is only related to your own growth;" When you become a leader, success is related to the growth of others; Only when the leader succeeds can the leader succeed. "Carefully taste the profound connotation of this passage and compare our attitude and actions towards new employees. How are we doing?