There are four ways to drive employees to do things. To achieve the fourth layer, employees take the initiative to do things.
There are a variety of ways to drive the way employees do things in the workplace:
In state-owned enterprises, we pay attention to the process, everything is a process, and the process is used to ensure the accuracy of things and no mistakes. That is, the decision-making process is long, the efficiency is not high, and the use is stable and attractive.
Foreign companies focus on efficiency, everything is for the benefit, not the right person, because of the long development, pay attention to the balance of work and life, take the initiative to use humanized management, high wages to attract people.
In private companies, the bosses say everything. The bosses start working when they have an idea. They may stop halfway through the process. The randomness is too strong and the risks are also high. They mainly use high wages and good opportunities to attract people.
As a new economy, Internet companies take the initiative to flatten their management, focus on talents, and give everyone more opportunities. For example, like Google, even the canteen is five-star, which is especially good for employees. Of course, there is also a lot of pressure. Salary Also high.
Managers complete their work through others. It is very difficult for employees to do things, especially employees to do things on their own initiative. It tests the management ability of managers.
The so-called management means "managing people" and "directors". Managing people includes recruiting employees, training employees, developing employees, and motivating employees. Stewardship includes planning tasks, assigning tasks, communicating and coordinating, and supervising management.
This requires managers to use some methods to drive employees to do things. In general, there are four levels of driving methods.
There are four ways to drive employees to do things. To achieve the fourth layer, employees take the initiative to do things.
1 Newcomer training follow-up type
A new person entering the company, whether it is a graduate or an experienced old employee, needs to be trained for the job, guided and followed up according to different tasks.
There are SOPs for simple tasks. New employees should follow the SOPs. Generally speaking, it can be done according to the company's knowledge base. This only needs to be followed up.
For some complex tasks, training is required. It does not mean that everything needs to be detailed, so that new employees have no ideas of their own and no initiative, and can give directional guidance. For example, to do the weekly and monthly reports of the team, these do not need to be explained in great detail, just take out the template that was made before and give it to the newcomer, and explain it simply, and then you can do it.
For complex tasks, decompose the task, teach it step by step, and then the newcomer starts to do it. During the process, remind and supervise, and do a good job in risk management of the project. Hand-in-hand teaching can make the newcomer quickly enter the state. , Step on some pits less.
There are four ways to drive employees to do things. To achieve the fourth layer, employees take the initiative to do things.
2 task driven
The manager assigns tasks to the employees, and the employees complete the tasks one by one according to the tasks assigned by the manager. The employees can complete the tasks without distractions.
This mode is very suitable for structured tasks, so what are structured tasks? That is, the task can be completed step by step according to the steps, and it is more of an operational task. It needs to be carefully and completed on time. A unified SOP can be established, and the quality of the task can be guaranteed by the SOP.
This can learn from Taylor's scientific management principles a hundred years ago, refine tasks, learn benchmarks, and then become proficient over and over again to improve work efficiency, use piece-rate wages, and use wage incentives to improve employees' enthusiasm.
Therefore, this model is mostly used for repetitive tasks. The disadvantage is that wages will not work to a certain extent to motivate employees, and employees will be tired from doing repetitive work all the time, and they will be tired of work.
This model is also used for new graduates or junior employees who have non-repetitive work. When employees first enter the company, managers can decompose tasks and assign them to employees, which can help employees get started and master the skills on the job.
There are four ways to drive employees to do things. To achieve the fourth layer, employees take the initiative to do things.
3 goal-driven
Managers set goals and do not assign specific tasks. How to do it is still up to employees to do it themselves, so as to improve employees' autonomy and make employees responsible for tasks.
This model is suitable for knowledge managers, because knowledge workers face the computer every day, and there is no way to refine the tasks and then supervise the execution. For example, if your boss asks you to write a copy, you are facing the computer, and there is no way to know whether you are thinking about the copy, or whether you are thinking about the American drama you watched yesterday. So given the goal of copywriting, and then set a deadline, so that employees can complete the task. As long as the task can be completed, it does not matter how much information the employee has checked and changed.
How to manage such employees, Google has developed a set of OKR management methods. OKRs are a set of rigorous thinking frameworks and ongoing discipline requirements designed to ensure that employees work closely together and focus their energy on measurable contributions that promote organizational growth.
Objective: An objective is a succinct description of a qualitative pursuit that drives an organization in a desired direction, measuring what we want to do
Key result: A key result is a quantitative description used to measure achievement of an objective, answering whether or not we have achieved the objective
Managers determine goals with employees every month, and there are key results that need to be achieved to achieve the goals. Managers only need to supervise OKRs, and employees themselves OKRs to complete tasks. This frees up employees, who do not have to report to their bosses every day, and have their own room for development. It also liberates the boss, and can spend more time on planning, communication, and training of employees.
There are four ways to drive employees to do things. To achieve the fourth layer, employees take the initiative to do things.
4 Value-driven
Instead of assigning specific tasks or setting goals, managers create an atmosphere where employees can automate tasks.
Haidilao is a good example. Haidilao's service is good, and the service is done by employees. So how can employees do good service? Haidilao started from corporate culture and did the following:
The waiter is equipped with a nanny, each employee returns to the dormitory, the nanny makes the bed, cleans, and can brag with others when going out, enjoy the service, have seen and eaten, so that when you go to the store, you can serve others well
The company provides food and housing, and encourages employees to fall in love. If two employees are in love, rent a single room for the employees
The employees are doing a good job. If they are poached by other companies and have a dowry, the store manager will pay 80,000 yuan, and the district manager will pay a store.
Send part of the money of all employees to their parents, use the postal bank, and shout loudly when they arrive in the village, which can improve the pride of the employees' parents. All villagers send their children to Haidilao
To truly treat employees as family, employees treat the company as their home. When employees are served well, they will serve customers well. Even in the face of difficulties and grievances from customers, they can still serve customers well.
There are four ways to drive employees to do things. To achieve the fourth layer, employees take the initiative to do things.
5 at the end
Different companies have different management models. For factory repetitive work or junior employees, task-driven models can be used, which is the most efficient. For knowledge workers, goal-driven models can be used. This model is the most effective. Of course, the ideal is to use values. To drive employees, this requires managers to have high management skills and understanding of the industry, which is also the most difficult to achieve.