How to avoid the two problems of new and old management cadres

The development of a company is inseparable from the hard work of management cadres, but new and old managers often have some small problems, which lead to the failure of the task to be completed smoothly, thus affecting their career, and thus limiting the rapid development of the company.

The following mainly discusses the two most likely problems of new and old management cadres, and puts forward some suggestions.

Two types of problems are prone to occur for newly promoted managers:

Question 1. Three fires for new officials to take office:

Because of the excellence in the grassroots before, and with the enthusiasm after being selected, he is eager to express himself.

But deep down, I still position myself as a key employee. In order to better complete the task and goals, complete the work well, and immerse myself in various affairs, but ignore my job responsibilities, and cannot better arrange work and implement supervision. ; If you are too impatient in the management work, although you dare to manage, it will inevitably cause the method to be too direct, or impose your own will on others, resulting in insufficient cohesion of the entire team, resulting in slow completion of the task.

Symptom two, dare not manage:

Because it is a new promotion, many colleagues at the same level become subordinates, and even some veteran employees are afraid that no one will obey the management, dare not authorize, and are afraid of offending others, so they work too peacefully and have no dignity, resulting in the team being unable to manage, causing many The things that should be assigned are done by oneself, and the efforts are not thankful, so that the superiors and subordinates are dissatisfied, and the team has no spirit of cooperation.

One suggestion is to face promotion and vision correctly, adjust your position in time, dare to manage, be good at management, master the system target plan as soon as possible and empower others.

There are two problems that old promoted managers are prone to:

Question 1. Empiricism:

Corresponding to the new manager is the old manager. Due to the lack of passion and conservative thinking, they are too satisfied with their existing skills and work experience, and they are resistant to new things. Not on the rapid development of the company.

Therefore, in work, they often advance work tasks based on experience, and rarely plan goals, resulting in inadequate implementation, and neglect of self-examination afterwards, resulting in an endless cycle.

Question 2, the old man:

Due to the long working life, the leaders and subordinates are too familiar with them, so they do not want to offend others. It is good to work step by step, not to seek no merit, but to seek no faults; too humane, neglecting the management of employees.

A little advice:

People without far-sightedness will have near-term worries. They must constantly warn themselves that they are always full of a sense of crisis, and cannot be satisfied with the status quo. They must strive to innovate, constantly put pressure on themselves and their employees, and keep up with the pace of development, otherwise they will only be eliminated by enterprises. and be eliminated from society.