★ Management is to let everyone know your plan, understand your plan, understand your implementation plan and requirements, and let the interests contact us.
★ Management=[manage people + director ]
★ A good manager is one who wants to change his organization without you!
★ Senior managers: do the right thing; Middle managers: do things correctly; Executive: Do things right.
★ Soldiers are always ready to be used. As a manager, you can not be unaware of the weaknesses of your subordinates, but you cannot be unaware of their strengths.
★ 8 reasons for poor execution: managers do not have a long grasp - a tiger's head and a snake's tail; Managers are lax in introducing management systems - changing day after day; The system itself is unreasonable - lacking pertinence and feasibility; The process of implementation is too cumbersome - limited by the terms, not flexible; Lack of good methods - will not break down and summarize the work; Lack of scientific supervision and assessment mechanism - no supervision and no supervision method; Only formal training - forget to transform people's thoughts and mentality; Lack of corporate culture recognized by everyone - no cohesive force has been formed.
★ "The United States, Germany and Japan will throw the bench and table when they hold a meeting at home, but it is the same voice outside."
★ "Thought determines behavior; behavior determines habit; habit determines character; character determines fate!"
★ Psychologists warned the boss to grasp the "five no" principle: rely on the old rather than sell them; Elastic and not stubborn; Humor doesn't hurt people; Care without indifference; Sincerity without affectation. Put down your airs, so that you can have the basis for success.
★ Take care of the employees and relevant stakeholders who are going through difficulties with you. When the economic prosperity comes again, your good relationship with the remaining employees will make you get double returns.
★ The training of core employees should be about values rather than technology. It will play an excellent role in cultivating employees' sense of identity to publicize the enterprise value idea in stories and in stories.
★ The most successful corporate philosophy: First, always maintain high ethical standards in dealing with internal and external relations; Second, decision-making is based on facts; The third is to judge employees based on their performance; Fourth, always maintain a sense of competitive urgency in business.
★ The key to facilitating the transaction is not the eloquence of the salesperson, but whether the customer can intuitively feel the excellent quality of the product. The best way to facilitate the customer to make a purchase decision is on-site experience marketing.
★ Salary increase is not the only way to retain employees. Adjusting the salary structure, converting part of cash compensation into long-term compensation, commercial insurance with certain conditions, and adjusting the payment time of year-end bonus can reduce the turnover rate.
★ If the objection raised by the customer is reasonable and it is unwise to deny the customer's opinion, then the customer's opinion should be acknowledged first, the product's shortcomings should be affirmed, and then other advantages of the product should be used to offset these shortcomings.
★ If you often complain to your subordinates about how busy you are, it is wrong. They will think that if you are really busy, you should not have time to complain to your subordinates. The correct way is to distribute the work reasonably.
★ If a group is compared to a tug of war team, leaders must be cheerleaders, which is much better than being the strongest and most powerful member of the team.
★ When you observe with a critical eye, the shortcomings of subordinates are easily exposed, and you will increase distrust and supervision. Subordinates are also growing through exploration. As long as they have not given up, you should give them a relaxed environment.
★ Even if your opinion comes first and the employee's opinion comes later, you must make the subordinate feel that he came up with the idea first. Give him the sense of achievement, and he will have more enthusiasm to make suggestions to you in the future.
★ If you decide to let the employee go, you'd better have an exit interview with him. You can use this to accumulate some experience in preventing brain drain, and also measure whether your salary structure is still competitive.
★ No one is perfect. Therefore, no matter in any case, the boss also needs to have a sober attitude of self-examination. For example, the wise Emperor Taizong of the Tang Dynasty also needs to have Wei Zheng and similar people around to make objective progress.
★ Effective communication is the essence of management art. Excellent leaders are accustomed to spending about 70% of their time communicating with others and 30% of their time dealing with affairs. Through extensive communication, employees can become full participants in affairs.
★ When building a team, we should take into account the complementary advantages of each other. No matter how good the same type of talents are, we should not ask for more. Otherwise, the team will not only be out of balance as a whole, but also cause unnecessary internal friction.
★ When things go well, we should also establish a crisis response plan, "don't be afraid of things after they happen", establish cooperation with the other party, find win-win solutions, and archive the solutions. Never let a stone trip twice.
★ Skills to win the respect of subordinates: open your mind and open your mouth in work, give feedback to the opinions and suggestions of subordinates, and even if you can't put them into practice, explain to them why.
★ If your subordinates are professionals, let them do their favorite projects, emphasize the results rather than the process, and give them the right to decide how to complete the work. Their work enthusiasm will be greatly improved.
★ Notice for selection: selecting high-level personnel means selecting strategic personnel, and selecting low-level personnel means selecting personnel with strong sense of implementation and learning ability. The main premise is that you should first choose a person who wants to do something, not a person who wants to muddle through life.
★ Successful people are a little different from unsuccessful people: successful people can modify methods countless times, but they never give up their goals easily; If unsuccessful people always change their goals, they will not change their methods.
★ It's not good to have no goals in your career. It's not good to have too many goals. The target processing method is: select, define, decompose, combine, and add time coordinates.
★ Don't be stingy with the title of employees. The title can earn the recognition of employees. NEC has implemented the "free title system" in some management positions, and employees can increase their titles freely to stimulate their enthusiasm.
★ Even though we can't produce more products than others, we can create a better image for our products than others. In other words, the image of the product can be improved through advertising, public relations and other means to form advantages.
★ Zhong Jingshan, a management expert, believes that how to be a successful leader? In fact, it is very simple, as long as three things are done well: choose the right people, do a good job, and divide the money!
★ Past experience tells us that companies that are good at dealing with adversity usually have three conditions: a clear and inspiring corporate vision, a passionate and dedicated workforce, and an efficient service-oriented leader.
★ When using incentives, if you want to give play to the driving force, you must be familiar with the truth of feelings, help, training, rewards, punishment, competition, fairness, and authorization, and use it comprehensively, and your subordinates will run.
★ For employees, it doesn't matter how much work skills the superior can teach them, but how much attention you pay to them. Recognize and encourage employees in public places, which will also play an incentive role for other employees.
★ When you cannot answer the customer's objection, you must not be perfunctory, deceitful or casually refute it. We must try our best to answer. If we can't get to the point, we must ask the leader as soon as possible to give the customer the fastest, most satisfactory and correct answer.
★ There are three kinds of companies that recruit people: companies that have no hope can only recruit people to make money, companies with high salaries can attract people who work hard, and companies that can really change people's fate can only attract people who work hard.
★ Zhang Ruimin's employment principle: trust a person first and see how he treats trust. If his response is to make me more trustworthy, it will give him greater trust. If he abuses trust, reduce trust in him.
★ Why don't the three monks have water to eat? Because there is no clear division of labor between them. If a thing becomes everyone's responsibility, it is often that no one is responsible for it, so team members must assign special personnel to be responsible for it.
★ In human resources work, the first is to choose the right people, and the second is to cultivate potential people. Choosing the right people is far more important to cultivating people! We should pay attention to letting them develop their strengths and avoid their weaknesses, rather than being all embracing but without any expertise.
★ When selecting successors, the comprehensive quality of candidates should be comprehensively assessed and evaluated for a long time. If the children are too weak, it is better to be a shareholder than let him take over.
★ To succeed in your career, you need to focus, and to work effectively, you need to focus, because you can "create countless conditions to achieve one goal, but not create one condition to achieve countless goals".
★ Be entrusted and loyal to others. It is better to teach people how to fish than to teach them how to fish; It is better to teach people desire than to teach them to fish.
