Use the talents of the six "ruthless"

(http:oxford.) Reports: let the b-class people to do things a-level

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.

Selection of outstanding ratio must reach 70 percent

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%, since the implementation of civil service examination each year for outstanding number control in the 15 per cent or less. 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 70 percent.　　　　After in-depth understanding, it was found that their argument is based on: should the majority's behavior is normal behavior, 70 per cent of employees were rated as excellent, and help to motivate most whipped minority. Staff want to do what they do?

Some say that this is also a must, do what he want to do, it's also not disarray, if they want to be the Manager, Secretary, Mayor, County Executive, where would you place? here does not mean it. It is well known, under the conditions of a 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 let them dry before, choose the mood before the exhibition its long, fully release its energy. Move management

This is the West currently more popular a management method. Clinton is more adept at this method. He often take surprise way into the White House Office of ministries, sometimes people meeting he slid in to listen.　　　　Move management has two benefits: first, you can master the Entourage of first-hand information; second, to enhance their sense of belonging and pride. 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. The leader's special qualities

Leaders have some special qualities to develop subordinate is necessary, for example "lazy" and "simple", etc. The "lazy" is the leader in distress who do not have to be hands-on, do let go dry, carry out their duties, accountability, to subordinate certain autonomy. Leadership is too lazy, has relied on, which seems to have become law. The "simple" refers to the leaders to pay attention to play a subordinate's initiative and creativity, the deployment job just need to tell them what to do, and do not need to tell them what to do, to create subordinate to play. If leaders think too complicated, affiliate will be very simple, this is a complementary relationship.