Five taboos that grassroots managers often commit in front of their employees, how many have you committed?
There is a very important role in the workplace, called grass-roots managers. They do not have very high positions, nor do they have a bright office. Some work hard with grass-roots employees every day. They come early and leave late, although they are very Hard work and hard work, but very few people can handle the relationship with employees very well. It is not that they are not active in their work, nor that they do not understand employees, but they do have difficulties. To sum up, the main problem is that the following five employees are guilty Management taboos:
[1] Getting angry with employees at every turn - easily getting angry with employees is one of the most common mistakes of grass-roots managers. Many people find reasons for getting angry, saying that there is no way to make sense for low-quality employees. With this rough method, in fact, your rough anger is a concrete manifestation of lack of quality. The quality of the staff will only be shown if the staff does not care about you. Therefore, you must try to discuss with the staff, rather than just casually. Fire up.
[2] Standing on the opposite side of the employees - the so-called standing on the opposite side of the employees does not mean that the interests of the employees are specifically damaged, but in the eyes of some of our grassroots managers, the employees are not good, they are standing on the staff. If you are not obedient, employees will think about problems from a lazy and slippery perspective. This is also an extremely wrong consciousness. If this kind of thinking persists for a long time, there is no sense of trust between you and the employees at all. If you say something bad, it is not that you do not trust Employees, but employees don't trust you.
[3] Neglect to create an atmosphere of mutual trust between employees - this is a problem at the cultural level. Many grass-roots managers still stay on those colorful slogans and slogans, but do not know the true connotation of culture. It is an atmosphere, and the level of grassroots managers really represents the level of a unit. Therefore, they will blindly pursue system first and efficiency first, while ignoring the creation of an atmosphere of mutual trust among employees. Just imagine , Everyone has a problem of trust, so what about the connection between various positions? You don't believe me, I don't believe you, what do you use to make customers believe in the unit? So, this work must be done.
[4] Insufficient attention to new employees - the phenomenon of old bullying in the workplace has a long history, and a bad cultural tendency has formed in many units. An old employee watches new employees work hard, but no one Do yourself a favor. The root of this problem is that the grassroots managers don't pay enough attention to the new employee, and they can't form a one-to-one support for the new employee in a responsible manner. If this continues, when the new employee becomes When he was an old employee, he would also bully the later employees. It can be said that this is one of the most important reasons for the high employee turnover and the low rate of new employees.
[5] I always forget what I said to the employees - this is also a big problem. Since the grassroots managers face many complicated matters every day, it may not be realistic for them to remember every word they said, but For their promises to employees, they must keep it in a notebook. After get off work every day, they must create a separate folder for this matter, and record these words to the employees. When the employees come to you, not only do you not Accept the account, and put the account on the head of the employee. You want to be an excellent grassroots manager. You must do this. There is no other choice. Don’t trust your brain to remember everything. It won’t be long before you All that was in my head went into my stomach.