Boss, How Do You Influence Your Subordinates' Growth?

The main force that influences the growth of the middle level in the enterprise is mainly from the family leader and the Deputy General Manager (or the corresponding position).

Here, let's start the discussion in succession.

First, the dictatorship of the parents is strong, and a great deal of words are put in place, which imprisoned the subjective initiative of the middle level, restricted the level and potential of the middle level, and attached them to your authority.

This is based on whether you are self opinionated or subconsciously distrust employees' abilities, or are worried about the middle class getting things wrong.

That is to say, no matter how good your middle work is and how much energy or potential you have in managing business and management, you can hardly allow them to let go of their ideas and actions, actively and creatively express their views and work.

If you have the "Longyan" offended by the middle level in these aspects, you may make judgments based on your own experience and consciousness, criticize their remarks as reactionary remarks, and if there are any mistakes in the middle level on this basis, it may also become a typical example of your fight in the general assembly and small meetings.

As time goes by, people who realize that "do more (say) more mistakes, do less (say) less, and do not do well" may swallow the different ideas in their minds, and cater for the "yes" and the vertical ears to wait for you to make decisions and give orders.

The creativity and positive attitude and behavior of the middle class are hard and slowly killed by you. When you feel tired, no one can solve your problems, the middle level is also hard to reach your expectation of their growth and maturity.

Two, the system of "employing doubt" has been unable to satisfy your suspicions of responsibility and conduct in the middle class. You have begun to shift the responsibility of the middle to the original task, and put in a small report to the middle level, directly intervene in the daily management of the middle level departments, and even take other measures that are pro active, so as to raise the suspicion of "rule by man", so that the middle level can not realize the minimum sense of trust, sense of worth and respect. Even if they do not go, they will report the negative attitude of "one day, one hit one day".

Because of the loopholes in the supervision of the system, the Foodstuff Trading Co has had many incidents of regional sales managers cutting off money or even fleeing the money.

For this reason, Zhang Zhang, who was worried, began to "suspect people" outside the system. Four months ago, Xiao Wang just made the A market and was pferred to a frontier area. The new regional manager had worked for three months before he made a rotation with the regional manager of the B market. In the thriving C market, Xiao Xiao also had a special commissioner who would only cry out and do nothing.

The growth of middle and low level growth is beginning to reverse.

In this way, most of the regional managers who are not affiliated with Zhang Chang have resigned within a month without feeling trust and sense of accomplishment, and those regional managers who are slow in action are also "doing two things without doing anything" to make money for themselves.

Three, you realize the benefits of decentralization, but after giving up power, you do not maintain the middle authority, making it difficult for them to grow to be a manager of authority and executive ability; or lack of supervision, too much indulgence in the past, and song Zai zinmin Zan, compared with oyster, /FONT>, there are two such masters.

A middle class on the side of him said, "you are the boss of the future. You don't need to ask me." but on the other side, the middle tier is often daring to raise their head regardless of the size of the fault, and acquiesce and accept some middle-level subordinates who wish to take the place to report to themselves and even arrange separate affairs for them.

In this case, the middle level of the authority is dressed in a fictitious manner, acting cautiously and fearfully, because afraid of the different opinions of subordinates, he has asked for leapfrog reporting and general manager's questioning, and even dare not give orders and examination results to his subordinates in a loud voice.

Can they grow up?

The second bosses are not only false or empowered in fact, but also have an astonishing degree of trust in the middle class.

Unless he sees some important clients, approvals, reports and so on, he seldom appears in his office every day, more often through telephone telecontrol.

In the middle of the world, there are some middle classes who go out to do private affairs, and some middle class gather cards to make offices as teahouses. However, neglect and neglect of details and neglect management of subordinates often drag the work on the back and forth.

Can we imagine that the trust that has deteriorated to laissez faire is above our heads, and that the middle class can be improved under the pressure of lacking restraint and paying attention to details?

Four, you think you treat all the middle class alike, but in reality, you are very close to the middle class which is similar to your temperament and temperament. It is a dinner party, a warm care and a buy east buy West send this, and with those who only know how to do things poorly, the middle and upper level subordinates keep a matter of fact, so they feel isolated cold, and gradually lose the fighting spirit that grows with the enterprise.

Xiao Wang, the marketing manager of Tian Qing company, is a person who is good at thinking and innovative, but he is not good at speaking, but he doesn't like working with his company leaders and colleagues.

However, this does not mean that he is a person who doesn't care about the boss's relatives.

On the contrary, whenever he sees the company, Wu always calls the sales department and other middle work to go out to play, he often produces a similar mentality that merits no small attention.

As a result, their work attitude has changed slowly, and everything is better than asking for it.

In fact, there are quite a few instances of Xiao Wang such as Tian Qing company. They are usually the masters of the business, ignoring the bad habits that are unconsciously formed under the different details of the middle class.

Can you really pay attention to and pay attention to these details in reality?

Five, or, in order to form a concerted centripetal force with the middle class, almost all the middle levels have become one. If brothers and sisters are generally intimate, when faults in the middle level need to be disciplining, you will bring ordinary friendship into work.

This allows the middle class to see through your spleen and allow them to punish you for their maximum boundaries, which may lead to a slack thought of "making mistakes and doesn't matter". It does not exclude the fact that the middle level does not know how to work hard and is opportunistic.

It means that you and the middle class have no temperate friendship, which will harm the middle and themselves.

Such is the case of CAI, general manager of Hongxin company.

In this small trading enterprise, Tsai Tsai, who is humorous and friendly, encouraged them to follow their own efforts in order to stimulate the work of the middle class. From time to time, at weekends or on weekends, they invited some middle class teahouses, tennis players and sauna.

This situation has gradually spread to Hongxin company's management and management. If there are some serious faults in the middle class, CAI can also smile and tell him that he will never take an example, and he is quite happy with himself and the middle class.

However, what happened next gradually made Cai Tsai, who had faded away from the tiger, regretted.

First, he found that the middle class used the company's resources or even acted as a private member of the Department, and developed a very bad atmosphere in the enterprise. When he hadn't considered how to deal with it, the middle class even joined him in asking him to ask for a collective resignation without pay.

In this way, the middle class of Hongxin company not only failed to grow up positively as Cai always wanted to maintain loyalty, but also made himself suffer from the serious injury caused by the collective resignation of the middle class.

Six, you have succumbed to the "power" in the enterprise. For those middle class who are very rich in growth potential or quite outstanding, they do not make a rewarding adjustment of their positions, salaries and incentives according to their abilities and contributions. Instead, they regard them as victims of "tug of war" between themselves and enterprises.

This phenomenon is prevalent in family businesses or factional struggles, which greatly affects the growth, maturity and stability of the middle class.

The company is a family based enterprise. From the deputy general manager to the middle-level cadres of some important departments and regional managers, many of them are related to Zhang boss.

South Korea is the "external" middle level of this enterprise.

With its outstanding performance as a city manager, the Korean and Korean companies have been praised by Deng Deng and have been promoted to the position of regional manager in A district.

In the four months after assuming office, the sales revenue of the Korean and Korean dynasties reached the level of the previous year.

However, during the period, the head of the Han Dynasty also began to cover the top of the cloud. First, the vice president of the former district manager of the A district was unhappy with him. From the recruitment of promoters to the approval of advertising and promotion plans, and so on, he was twice as difficult as possible. After hearing the news, the company was preparing to send a new royal family to replace him.

The Korean and Korean dynasties began to fall into the power struggle of the enterprises from the focus of the market.

But he didn't win the battle at last because the company's Deng could not fight for a single person and his family and family members.

The resignation of the Han and Chao dynasties is just a group of hopeless middle-level similar to his identity and some business leaders who feel chill.

Do you see your shadow from this case?

What did you get from it?

Seven, you are a person who is good at knowing and appointing talents, but when you push a certain employee into the middle position and do some exercises, and hope that he can grow up to be your right arm, you neglect what assistant you need in the middle level, so that you can grow into an enterprise with enough management skills.

This can lead to some aborted middle class with excellent potential, or it may cost you a lot of tuition on the "user".

Zheng Jun, assistant manager of Ren Dong development company, is a young man who has two years of sales experience and is quite creative in the market. He has great potential for development.

When the head of the traditional channel Department of the organization of East Pacific Organization was vacant, the company Li general put Zheng Jun in the middle position, not only as a commendation for Zheng Jun's previous work, but also hoped that Zhengjun could experience an excellent middle level in a more important position.

However, the fact was that Cheng Jun did not even grow into a competent middle class.

The main reason for this is that the members of the traditional channel department are mostly old and senior, who are older and older than the Zheng army, and are unable to carry out effective scheduling and management for Zheng Jun.

In such a situation, Zheng Jun's self-confidence is gradually lost, and his management of "mental retardation" is getting bigger and bigger, and the idea that Li has trained him to become an excellent middle class has finally come to nothing. (excerpt from Li Zhengquan's forthcoming new book "overhaul: a compulsory course for Managers' self enhancement", "how to make subordinates grow up quickly"), the next thing is "the influence of the deputy general on the growth of middle level" and the solution.

The main force that influences the growth of the middle level in the top level of the enterprise is the chief and the Deputy General Manager (or the corresponding position).

Here, let's start the discussion in succession.

First, the dictatorship of the parents is strong, and a great deal of words are put in place, which imprisoned the subjective initiative of the middle level, restricted the level and potential of the middle level, and attached them to your authority.

This is based on whether you are self opinionated or subconsciously distrust employees' abilities, or are worried about the middle class getting things wrong.

That is to say, no matter how good your middle work is and how much energy or potential you have in managing business and management, you can hardly allow them to let go of their ideas and actions, actively and creatively express their views and work.

If you have the "Longyan" offended by the middle level in these aspects, you may make judgments based on your own experience and consciousness, criticize their remarks as reactionary remarks, and if there are any mistakes in the middle level on this basis, it may also become a typical example of your fight in the general assembly and small meetings.

As time goes by, people who realize that "do more (say) more mistakes, do less (say) less, and do not do well" may swallow the different ideas in their minds, and cater for the "yes" and the vertical ears to wait for you to make decisions and give orders.

The middle class creativity and positive attitude and behavior are so hard and slowly obliterated by you. You feel tired and no one can distinguish for you.