All failures are management's character failed, because the investment, product issues, you can rely on others to help resolve, and psychology, not really cross over.
Your company's employees, whether love to complain about the seven things?
1. working pressure is too large, all day long with a mask work;
2. without authorization, there was the feeling of alienation;
3. you undertake not to cash, the company is full of political nature;
4, due to the background, qualifications and seniority reasons had discriminated against;
5. the meeting was taking form, each important decisions are made by you;
6, large amounts of information are hidden and do not hear the sound of internal real;
7, subordinate reflect your preference determines the employee's promotion, too severe.
I believe that your company must have some similarity with the above. I now tell the story of seven small, your analysis resulted in the incorrect work of reason.
Story 1: work stress is too large?
One of my recent staff accompany the participants from different countries took part in an advanced workshop, she is responsible for recording, recording and transactional work, a week off, fatigue, often to bear on customer relationship. Plus, customers are overseas big boss, her own contrast difference is very big. These make her a lot of pressure. Workshop on the last day of the parade, I called her. I just say three sentences, the first is the greeting, the second let her first home to rest, the third to she asked another job completion. Another work by her, but at the end of the period. I have no expectation that she fuss, complaining about the sky, all his words. I was silent, but did not say.
Afterwards, I think this is why, the employee is not the case, why the unusual today? because too much stress. First, her customer relationship, the pressure is big enough; the second, and I asked whether the new work also equal to the pressure to her. Person's patience is always limited to a certain occasion will explode.
Therefore, an enterprise does not value their emotions or extra work in the State's employees are not supported, then, the enterprise must be changed, otherwise the resulting side effects will accumulate up and look for the chance to explode.
Take a look at some of the services sector, when employees in dealing with the relationship with your customers will feel enormous pressure. You to the restaurant, want them off those who do not smile waiter, slam the food that they had before, but have you ever did for these guys, keep good mood possible? we have a generous heart. In telephone sales industry, sales staff are required to make the customer feel your voice to the smiling service, they go to work every day with a mask, we should care. The hotel's reception girls are required to face the indecent assault to keep customers in the bewitching smile, it is a humanized management?
Remember: tolerance is not a sign of weakness, in turn, your generosity to shape his outstanding leadership and excellent team.
Story 2: do not appreciate people do?
I was in a State-owned enterprises, China's State-owned enterprises is a political nature of the enterprise, where people like in some small things playing small wrists, and leadership are also keen to play this political small * Opera, but in the end is "playing with fire will burn."
I was responsible for a Department, a charge because of lack of capacity, was removed from Office. She told us this team very dissatisfied, looking for revenge. One day, she said, I fabricated and two other colleagues, slander our boss. Boss also does not do surveys to believe she's "been secret." Our Department of all staff was called together, the boss said that we "know". I was surprised that this is not a thing! we confront four people after the lies were discovered, the truth, the whole is in charge of a human fabrication, from then on, she was in our sector.
Alienated is the most difficult. First, you group dinner, nobody you; second, helpless; third, feel work meaningless.
I was how to help her build up their self-confidence? I put her in charge of a project, this project requires cross-team collaboration, she must become a member of the group, I would support her, and then do the work of others. Tell you that she is, unfortunately, had divorced experiences, from her point of view to understand. I also help she describes her boyfriend. All this, her back "home" feeling.
Remember: you can never alienate any employees, no matter how much you appreciate him. Your task is to find his unique gene, then start the gene program!
Story 3: breaking took, what will happen?
This is my friend's true story: a business unit leaders looking for my friends talk, suggesting that a friend of mine went to him would have better prospects for personal development. In mobility, the leader vows to said: "first come, half a year later promoted you. ”
My friend took, believe his words, an increase in the past. As a result, half year, a year later, never to mention my friend's development. You said that my friend would believe this leader thing?
Mankind has three characteristics: first, the fear of loss of Community status; second, the desire to have influence; third, to the disgust of no credit. Enterprise leader often underestimate the subordinate its importance whether credit, undermining its own commitments.
Remember: people on your trust, just like a tree, growth takes a long time, but the moment can be sawed.
Story 4: hostile outsiders, on the circle?
I'm in Nankai University class, in order to discuss the case, the Professor will we fall into several groups, and press set to success. After the end of the class, I ask the students what a group of good, almost every group of classmates can
Find a place in their own strength to each other, generally considered his side than the other party; and when asked for another set of evaluation, each student has to criticize each other, even if it is your best friend is no exception.If you put them into competitive more * play? I remember, in the simulation exercise decision-making practice, the Group's positive attitude and on his opponent's "hate" attitude, classroom full of hostile emotions.
My group, a large State-owned enterprises CEO because open board left the classroom, and so on, you can call me at once, the first sentence was, "we at the first few?"
On the things and people to categorize, Division I, is a human instinct. We are born like this classification, ways of thinking can help us distinguish what is dangerous, who is not trusted.
In your enterprise, if you want to reach an agreement with a group, simply attempt to nail (are you in favor of) attributed to the good and useful to a class, and b to difficult and dangerous to a class. In the open selection senior cadres, we saw the Organization departments will be out of Italy, just give all other candidates marked negative labels, and then to the selection of people a reason to. Think about it, is this thing?
Remember: human easy tolerance circle people, prone to hostile to the circle of outsiders. Please do not underestimate the different classes of people.
Story 5: team that failed?
I am a born to raise questions, research issues, like the meeting briefly and in this topic. I am in a State-owned units, found here always repeated, inefficient discussions. In fact, the units of each important decision was made by the CEO, everyone in his eye. Discuss your ideas with him, he arbitrarily interrupting people, Deputy became his "yes-man". On the contrary, when he is not in the meeting, everyone's performance to active and productive. He served as CEO of the company during the year after a loss.
I participated in many State-owned enterprises and institutions to deeply feel the atmosphere here is too bureaucratic, not really meaningful discussion, the meeting seemed to display level exists, not in order to effectively solve the problem.
In many State-owned enterprises, you couldn't find the actual significance of the team, often in response to several leading group was formed at a higher level, members are responsible for all sectors, the Group's results unchallenged, only concern is "I am not in the list". This team is a failure. Additionally there's a typical problem is that people here just to represent their interests in the work of small groups, with each other secretly infighting.
We said, enterprises need team, but too many useless example shows that people are not willing to join the team, because lines divide, this is not a real team.
Remember: the real team is, as a specific objective, beyond the functional departments and lines of authority. Such a team can develop a team spirit.
The story of six: information hiding, and how?
There is an industrial company management system is so bad: the purchase department heads from cheap suppliers there purchase, due to the supplier's bankruptcy, the company had to look for suppliers and much higher than the cost price of the stock; production of imported equipment, but the new machine is always problematic, but still use the old machine; the marketing department to find a relationship between households as an advertising agent, the results are simply not understand advertising rules, its own promotional advertisements for peer did a free publicity. All of these, it is because people like to hide the actual situation, causing the company leaders continually make the wrong decision.
We should encourage employees to open their own ideas, encourage employees to those "natural" program, encourages companies to put everything on the table. The entire company to create an open atmosphere.
Remember: the superior man is nothing not to tell. Open, even if you are wrong, someone else can forgive you.
The story of seven: reading yourself
I remember a textile mill, its CEO is a style of hardliners, relying on personal struggle with our own factory. Employees are afraid to let the boss found their errors, because they see as "courageous" reveal his problem was expelled from the example. Therefore, they always tried to cover up the problem, even if the early recognition of problems can be solved, but nobody said. Here, the mistake is a shame, therefore, in order not to be ashamed, deliberately does not make mistakes. At one time, the CEO of the presence of people, some small errors, on an important management staff for a vigorous, sharp criticism. Most to my surprise, in the presence of all persons, except for me, no one person felt embarrassed. They later told me that this sort of thing is the "common". A few years later, the company is taken over by people on the edge of bankruptcy.
I studied numerous failed cases, find the real cause of the failure, neither investment nor a product problem, it is the CEO of management's character failed. Because the investment, product issues, you can rely on others to help resolve, and psychology, not really cross over.
Remember: all failures are management's character fails, regardless of whether it would thrash is always hidden, mental problem.
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