Seven ways to manage talent leaders

Seven major coup leaders management professionals:

Let B-level people do A-level subject

This is developing the talent of a successful practice. It means that a low level to high, with the aim of promoting growth pressure load. Our traditional approach is to use the volume, personnel affordable, what grade level in respect of arrangements. Let the b-class to do a class thing this approach is different from the talent and high consumption, and unlike the talent overload, comparative science, just right, so that employees feel a slight pressure, but not feel too much pressure, slightly challenging jobs, help to motivate employees to forge ahead.

The best time to immediately adjust performance

This is a way to break the conventional approach. Talents are regular, people can grow is periodically, usually a person in a post to three to four years. The first three years is advantages together, after three years is a disadvantage. Therefore, the experience is also a kind of wealth rather than to mediocrity to talent. Timely adjustment of those talents of positions and positions, for their continuous improvement, the meeting will continue to grow, this is an effective method of talents.

Comment on the excellent ratio must be more than 70%

For a long time, regardless of the cause of the organs, or enterprise units, when summing up the awards, outstanding ratio generally in less than 30%, this approach seems to become a community of practice has been widely recognized. In a social context, we found that a small number of units in the opposite direction, they awarded as outstanding at the end of each year the number of people at more than 70%. After in-depth understanding, it was found that their argument is based on: should the majority's behavior is normal behavior, to more than 70% of employees are rated as outstanding, most conducive to encouraging minority whip.

Let people do what he want to do

Some say that employees do what he want to do, it's also not disarray, here's exactly not what it means. In the planned economy, employment demand is a lifetime commitment to love line, in fact, not of love, not love. Now in market economy conditions, employment should be love line a lifetime commitment. The development of human resources is to create a relaxed and social environment, where possible, try to meet their interests, hobbies and ambition, love what they do, how long do they stem length, independent careers, mood, to each its long, fully release its energy.

Starvation therapy

The so-called hunger therapy, that let their subordinates have 70% full, to enable them to always maintain a State of hunger, which helps to enhance the staff's vitality. As the saying goes, used to collect the child not filial, flat rice fields. Greenhouse grown flowers is not likely to last long. Often to create some sense of belonging and hunger, can enhance their hard work, diligence, dauntless, know the difficulties of the spirit. Of the more difficult the more deep, love. A friend in ocean deep, diminishing the "happy" to say is this. 【oxford.】