Tang Jun: learn wise to let employees work overtime

Managers should know the formula of the "output": soft capacity value × rigid strength value = work output

"Overtime" as in a knowledge-based workers, is a "good" is good news for a headache. If you do an foresees: once your work never "unexpected", overtime, 365 days a year, one to go home on time, hours of work status absolute will make you afraid. Because if you are engaged in a knowledge-based work, "no overtime status" at the very least, explain your work is not so challenging, not so important, but more importantly your workload is your capacity of 2/3, this type of work you would like, you will enjoy the? in particular, are still so young!

However, just like you said, now in many companies, "overtime" has become a kind of "atmosphere", a kind of "culture" or even as a management employee. This allows employees to feel "overtime" has become a "mission impossible" and the results are often due to too much stress, many employees on company off, resentment, and even leave.

From a manager's perspective, the management of the highest realm is to fully exploit the potential of every employee, where potential including soft skills (wisdom, experience, innovation, etc.), there is a rigid "manual" (productivity, work time, etc.), the product of the two is the work of actual work output.

A good Manager is to do a soft and hard to reconcile the two inputs, excessive stresses that a party must not reach the best results. It took overtime, if is engaged in the production staff, soft capacity value is determined by the Pipeline Designer to develop good, efficiency is the efficiency of the machine, so the only way you can improve output is certainly working overtime forms. So for those working in the knowledge-based, there are many factors, if just a single work time to enhance the work of outputs, it really is a low level of management mode, and more importantly has not yet reached the expected effect.

Good managers in the management of a knowledge-based staff, should adopt a transcending system management mode, that is corporate culture way to manage employees, motivate employee potential. In fact, the enterprise culture is the Manager to create a business atmosphere, a harmonious and comfortable, warm environment in which employees feel that the company is a joy, a joy, so large, I think the staff of occasional overtime will be very happy, fulfilling. If you manage to do this, no employee will complain about. In 1997, I come to Shanghai create weiruanquanqiujishuzhongxin, anything you want to start all over again, what is new, from recruitment to technical training, requires the input of each employee (overtime). It was also suggested that we can make out of executive search firm to help our interviews, we finally check out so that you do not need employees with commuting time to interview candidates, but such recruitment is well imagine.

I began to teach Microsoft interview staff's perspective, check point, processes, specifications ... A few months off my staff everyone become a qualified interviewer, but their interview subjects often become classic questions online, and even Microsoft's United States employees will come to use global technology center staff some questions to interview United States employees. The staff is hard for some time, but they learned a lot usually do not learn the skills. More importantly, employees have a sense of participation, they feel that they are the company's owner (interview of all employees have a one-vote veto). If you are in such an atmosphere, you will be willing to stay and work overtime?

Of course, as employees, especially in a knowledge-based workers to understand the management philosophy of the above, should be more levels to understand the Manager's point of departure, a more positive thinking, everyone is doing a good job.

There are also some reality you can't change. For some "clever" managers take the long term, in particular, there is no effect of overtime, should a company internal communication channels to reflect the problem, if this reflects issues ultimately is not resolved, or if this is the company's management philosophy, management culture, then you should ask yourself, do you work in such a company must have been too many places attractive to you, you have no other choice?