Deciphering the tricks of leaders to subdue employees is full of love! I don't know if I was sold, I'm still thanking the leader

Anyone who has read "Romance of the Three Kingdoms" knows that Zhuge Liang captures Meng Huo seven times and conquers Meng Huo and will never betray again. The same episodes in modern society are staged in the workplace, and the purpose is actually the same. They are all to subdue employees and let them work hard for themselves. In the workplace, the company recruits and leads the team. It is good to say that it is to give everyone a platform to develop themselves. I have always sneered at this statement. Companies and leaders need employees to do specific things, and employees are needed to create more performance for the company and leaders to provide greater benefits. Ask employees to do routine things repetitively and mechanically, freeing up leadership and senior management to make decisions and do better things.

Many entrepreneurs and leaders have various requirements for their employees. I summed up, there are 4 things in common. First of all, employees have to give up on their leaders or the company. Secondly, be loyal, do not betray the company and regard the company as your only one. Once again, employees are required to have strong executive power, and leaders can do whatever they say. Finally, ask employees to be grateful. All kinds of corporate training are also carried out around these.

I can still understand the requirements of the first three items, but for the last one, I have always despised the company that proposed this item. In the workplace, the essence is the exchange of interests, and it is only natural for employees to get money for doing things. No company is willing to support idlers. If employees don’t do anything but get paid instead, they can consider being grateful to the company or leaders. But what is the reason for doing a good job and getting paid and asking employees to thank the company? Even if it is a promotion to thank the company for providing opportunities and platforms, the essence is that the improvement of employees' ability meets the requirements of higher positions in the company and requires employees to pay. The company made this decision after consideration and comparison. So what kind of company culture encourages employees to be grateful to the company, just listen to it, don't take it seriously.

But on the other hand, what is the purpose of leadership for employees to have these requirements? The book does not say, but I have asked some business owners and leaders how they think about these issues in my spare time. They say that they require employees to have such conditions, in fact, to use it smoothly, save worry, and not worry about rebelling and jumping out of it. After getting these three answers, they found that they did not think about the problem from the perspective of employees, but how to better serve themselves.

Of course, every employee is a living person. Whether it is job-hopping, graduation and entering the workplace, bosses or leaders must go through a series of operations to subdue them. Here are 3 of the most common tricks to decrypt. Leaders are almost always grateful after using them on employees.

1. Profit bait ==============

Ma Yun said that the reasons for employees to leave are nothing more than not enough money and cold hearts, but I think most of the reasons are not enough money. After all, most of people go out to work for money. Therefore, the best way to convince employees is to give money and treatment. Many private companies can dig high-level talents simply because they are willing to give higher overweight and more power. To put it uglier, everyone has a betrayal of their own overweight, but the level is different.

In the workplace, this tactic is not just as simple as giving treatment. Leaders do things and projects, and finally produce results, it is inevitable that they will be rewarded for their merits and deeds. After explaining the difficult tasks to the employees, they will be rewarded at the end. When no one wants to do it, draw the reward and cash it out at the end. In fact, the ultimate goal is to develop a habit of thinking of employees, follow the leader, complete the instructions given by the leader, do as the leader says, and be rewarded for doing well. Using the role of monetary incentives, there will naturally be a group of people around the leader to do things, because there are benefits to having money.

Then when everyone has formed a routine and a habit, the system will be modified and become a routine without rewards. But everyone still has to do it. Many employees are rewarded for doing what the leaders say, but they don't know that in the end these things will become their own affairs, and the money will also become their own shackles.

2. Extrajudicial mercy ======================

Every company has a system, and it is normal to punish those who violate the system, but the actual situation is, how many companies are actually doing this? The logic of the Chinese is actually very interesting. You can find positive and negative examples of the same thing, and then choose the right one according to your own needs. For violations of the company's rules and regulations, there can be examples of knowing the law and breaking the law, adding one crime to the crime, etc., and there can also be examples of making mistakes and failing to make merits and letting employees take guilt and make meritorious deeds. In short, if the leader says you are wrong, you are wrong, and if you say you are right, you are right.

There are three common ways to deal with the actual situation for employees' erring leaders. First, if you make a mistake, you will be punished. Second, do whatever you want. Third, benevolence outside the law. But benevolence outside the law is different from being careless. It doesn't matter whether it's used casually whether an employee makes a small mistake or not. Extrajudicial grace is more often when the leader has some handle on the employee or even enough to fire the employee or assess a large amount of money. At this time, the leader chooses not to pursue it or lift it up and put it down, which is to let employees be grateful.

Guan Yu's Huarong Dao let Cao Cao go, and Zhuge Liang's kindness was finally exchanged for Guan Yu's support. Tang Taizong pardoned Wei Zheng and suggested that Li Jiancheng, the abolished prince, start early, and finally got Wei Zheng's submission and allegiance. There are countless such examples. It's also a great way to convince people. But first of all, this employee must have the value of reining in, otherwise it will be killing chickens to show the canonical punishment.

Therefore, when a leader gives extrajudicial favors to an employee, the reason is that the leader wants to establish his own image. At the same time, the employee has the ability or great merit but refuses to obey. The leader does not want to bear the infamy that cannot be tolerated. Conquerors can also have a good reputation.

3. Pull first, then hit and then give grace ===========================================

If you want to promote an employee, what should the leader say? "After my observation, you usually work hard, work very hard, and unite your colleagues, so I decided to promote you." I dare say that if the leader said this, the employee who was promoted would definitely not appreciate the leader's promotion, but would feel that he deserved it. What would a smart, resourceful leader say? "If you don't do what you usually do, I'm going to promote you, but considering that you are rough, impatient, and inattentive, I very much doubt whether you can hold this position. After careful consideration, I decided to give you this opportunity to come Prove yourself."

In this way, the mode of first pulling, then playing, and finally pulling, allows employees to go through a roller coaster psychologically. Finally, through the leadership's graceful grace, the employees feel that what they were about to lose has finally returned to their own hands and feel grateful to the leader. This is a psychological example. Two unfamiliar single men and women who walk together on a single-plank bridge will fall in love with each other with a high probability after walking, because the feeling of rapid heartbeat when crossing the bridge will make them mistakenly think that it is caused by each other. In the workplace, the same is true of leaders who pull first, then hit and then pull their employees. The reason is that the employees are grateful to the leaders, remember the goodness of the leaders, and come up with the idea of ​​​​die for the confidants.

So once a leader says something like this, don't be distracted by the middle ones, and focus on the final content, which is what he intended to give you. But the gratitude that should be shown is still needed.

> > Be careful to lead these tricks, although it gives you benefits and interests, but it requires you to work hard for him. If the leader also uses these tricks on you, please be careful, what you should express should still be expressed, and what should be worked hard should still work hard, but please remember that this is what you deserve, not someone who gave it to you. The first thing you should be thankful for should not be the leader, it should be your parents and family, and then yourself for working so hard, and finally the leader. >