How to lead employees at different levels

After a person has worked in the workplace for many years, he usually begins to play the role of a small leader, more or less leading people to do things. This is not the same as fighting alone, no longer doing it yourself, but driving others to work for the overall goal. First of all, we must analyze the roles and levels of employees in the team, and then treat them differently and manage them in different ways.

There are hundreds of people, all kinds of people. Everyone in the workplace pursues different goals and has a different position in the company, which will also be reflected in the actual work. Jack Ma said that Alibaba divides its employees into several categories: wild dogs, novice rabbits and hounds. I will not explain the specifics. I personally have reservations about this. Each type of employee has its own advantages. No one is perfect. An employee who has both technical and managerial skills and is loyal to the boss is so powerful, why doesn't he become the boss himself? There are three types of employees in general organizations: 1. Star employees. 2. Stable employees. 3. Incompetent employees. What management fears most is to treat everyone equally, and treat these three types of people differently.

The first star employee. Such people generally have high IQs and generally do not need to work on things

Managers worry that they can handle things cleanly and beautifully with full authority, and often participate in affairs other than their own work, helping managers reduce the burden, and they are excellent employees. For this type of employee, the average person may think that since he/she is professional, let him do it and don't need to spend too much time on them. Managers should spend most of their time on such core employees, because following the 28 principle, such people will have the most high-quality work performance and bring you the greatest benefits. As a manager, you only need to do three basic things. The first is to build a stage around star employees. The company and department resources are allocated with them as the core, so as to achieve a limited degree of decentralization and give full play to their abilities. The second is that the distribution of benefits is tilted towards star employees, and those who do the best will naturally get the most rewards. The third point is to praise a lot, especially in public places, to satisfy them in terms of spiritual honor, and to guide employees to "be kind to others", because the skills and thinking of most star employees are not on the same level as ordinary employees, and the process of doing things Especially in cross-departmental cooperation, they will unconsciously demand others strictly at their own level, often despise others, and easily lead to disharmony in the team.

The second type is stable employees. There is a certain gap between such employees and star employees, but the main group of people who constitute the company's labor force, according to a survey, accounts for 75% to 80%. This kind of employee is like the drummer and bass player of a band (star employee is the lead singer. and guitarist), less noticeable, and doing his job well. For such employees, the following points should be done. First, comprehensively and deeply analyze the needs of employees to see if it is possible to cultivate them into star employees. Maybe some people are not good enough just because of lack of opportunities, while others What we pursue is the balance between work and life. We don't want to spend so much time to improve our ability. As managers, what we need to do is to obey the wishes of the employees themselves. This is also the first consideration in building a stable and harmonious team. Second, timely recognition and encouragement can be done in person, in the form of emails, or even in management meetings. You can also directly praise them, and you can also issue some honorary awards, such as trophies for veteran employees who have worked for 5/10 years. . Third, arrange suitable development opportunities. They cannot achieve the rapid development of star employees, but they do not want to stagnate. Find suitable development opportunities for them, such as participating in external training and some exhibition seminars, or letting them Lead new people, write articles for the company's journals, etc. In short, there are people in the world who can be used for their strengths.

The third type is the lack of ability employees. We're not talking about new recruits or just graduated employees, but people who could have achieved the performance of stable employees but have been held back for a long time due to various reasons. Over time, it will have a negative impact on the entire team, and the position it occupies will also hinder the advancement of others. For such people, many new managers will spend a lot of time mentoring this type of employees because of their previous work experience, which is a mistake. Yes, input and output are not proportional at all. The correct approach should be, first, formulate a clear improvement plan with mandatory time points. Together with HR, any improvement must be recorded. If the standard is not met within the time limit, you can leave the venue decently without labor disputes. Second, arrange for the right people to help a gang / take them along, remember not to choose star employees, it may be counterproductive.

How to lead a team well, this is a knowledge, there is no standard answer at all, it needs to constantly explore and summarize in the work. Dig deep into each person's inner pursuits and expectations, and appropriately use resources to stimulate his enthusiasm for work, so as to complete the goal. The road is a long way to go, and I will go up and down to search for it.