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Team Building Begins With Respect For Employees.

2008/8/15 13:35:00 41796

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In 1949, David Packard, 37, took part in a gathering of American business leaders.

The participants talked about how to pursue company profits, but Packard disagreed. He said in his speech: "a company has a higher responsibility than making money for shareholders. We should be responsible to our employees and recognize their dignity."

Packard's contribution in bringing up the spirit of Silicon Valley is probably more than any CEO., just like Greece's democratic legacy. He respects and appreciates everyone's attitude and has a profound impact on the people and businesses around him.

It was the founder Packard who respected the ideas and spirit of others and created the Empire of today's HP (HP).

Many entrepreneurs are always complaining about the lack of talent around them, the lack of talent, or the loss of talent. What is it caused by?

Do we have some flaws in ourselves?

Therefore, only by strengthening our self-cultivation, improving the quality of absorbing talents and creating a satisfactory working environment can we make talents around us.

To achieve this, managers should start with respect and respect, respect and respect for talents.

The word "respect" sounds easy to say, but difficult to achieve.

"Respect" is a kind of very high accomplishment, a personality that is pmitted from inside to outside, and this kind of personality needs to be cultivated and accumulated. This has also become a standard for judging a successful person.

A successful person must be a cultured person, a person worthy of other people's contacts and followers.

"Respect" brings benefits to enterprises in many ways: employees are passive in their work and find excuses for not working. In fact, it is not because of too many other reasons. It is very important that the working atmosphere, especially for high-quality talents, needs to create an atmosphere of mutual understanding and relaxed harmony. Managers are the architects of this atmosphere.

Only in this way, subordinates will be able to work together under your leadership to lead an excellent team.

Subordinates will easily lose trust and admiration for you. If you don't pay attention, once they get the upper hand, you will become very passive.

Once they are given a good excuse, you will lose the most important and basic core strength of an enterprise, manpower.

I learned from contacts with many managers that we all hope to learn more managerial skills, but this is not the main thing, which will make employees feel that you are too effective.

In essence, managers' personality charisma is more important than management skills. What's more involved here is the problem of conceptual understanding.

With a correct and objective way of dealing with others, we can deal with the challenges faced by the enterprise with a correct attitude.

Respecting talents is also an effective way to shape the charisma of managers. We should start from the following aspects:

First, subordinates are your collaborators.

I think the business is made up of people. The owners, managers and employees of an enterprise should be equal. They only play different roles in their work. It is difficult for them to leave. Therefore, our subordinates - our partners should call them "colleagues". This is not only a matter of title, but also a question of respect.

Two, always confirm the achievements of subordinates.

Subordinates sometimes have some minor problems in their work. If they take a severe reproach attitude, they will cause antagonism between the two sides. The employees feel wronged from their hearts. The antagonistic mood is very difficult to eliminate. In the future work, there is psychological exclusion.

Without respect for subordinates, your relationship with them can only be accepted by orders and reluctantly. Sooner or later, a working relationship full of gunpowder will burst into crisis.

Three, give subordinates their own time.

I notice that in many companies, people do not want to leave soon after work. Some people have to stay in the office even if they have nothing to do after work.

I think that when one's day's work is not finished, it should be left behind, but nothing is left in the office, showing a company's family appearance, which is related to the boss's preferences.

In fact, don't just ask employees to have the same enthusiasm for work. Bosses always want their employees to work overtime (because the boss is like that). They hope their employees can bring home work at night, and hope that their employees can sacrifice their families for their work, and even hope employees can regard their work as the center of life.

Yes, of course, as a manager, we must set an example by example, but don't forget that setting an example does not imply employees, asking them to do everything you have demonstrated.

Most employees want to enjoy work, have a high degree of work efficiency and contribute, be able to be recognized and get the right salary. After work, they can forget their work for a while, enjoy the warmth of their families, chat with 35 friends and take part in some activities. They do not want to worry about work 24 hours a day.

I think we should respect the human needs of employees and avoid them as much as possible after work.

Employees will naturally not find excuses to procrastinate, but also work as soon as possible in the relaxed environment you create for them, which will increase efficiency.

Four, respect and contain differences

In our workplace, we are always full of all kinds of people, people with different backgrounds, people with different personalities and people with different life experiences. We should respect individual differences and find common ground.

A good corporate culture can contain different personalities and shape common values.

Everyone is different, but it will make a unique contribution to our work. We must not use one person or method to do things. As a manager, you have to learn to manage different people in different ways.

We must admit that the greatest feature of human beings is the difference between people and overcome their prejudices so that they can make the company more harmonious and efficient.

Five, respect the different opinions of subordinates.

The reason why managers are unwilling to listen to subordinates is that they think their subordinates are incompetent and their opinions do not have reference value. This is actually a misunderstanding.

It may be true that subordinates are weaker than you, but it is not that each of them is not brilliant. Some opinions may have a supplementary effect on the plan, or you can understand what mentality and requirements the subordinates will have in execution through these opinions.

All in all, it is necessary to listen carefully to different opinions from any point of view, because one can not be perfect in considering problems. Besides, there are few standard answers to how to make one thing. We want the result. If we work together to accomplish a task together, is this not a happy thing?

Six. Respect for the choice of subordinates

Employees have the freedom to choose their jobs. They should not regard their resignation as a betrayal. You must not leave any bad impression in your mind after your anger. This will create a distrust of your subordinates in the future work.

Employee resignation is understandable. It may be the goal of your business and the personal development goals of your employees. It may be a change in the personal value of your employees. You can not impose too much on them and wear colored glasses.

Employees choose to work in the company, so helping them grow up is our obligation. We must not regard the growth of our employees as a result of the opportunities we give them, and ask our employees to repay them continuously. This will make you disrespect them in personality and think they should work for you, or they should all listen to you.

What we really need is to accept the choice of the staff and to completely quit the employee's leaving.

The resignation of subordinates is a normal thing. We should face up to this problem, and we can also find out the shortcomings of ourselves. This will also provide a reference for your future work. You can adjust your way of leadership accordingly, and whether managers can be generous enough to find out from the attitude towards the departing employees.

The extent to which an enterprise can go depends on the level of the manager's quality. If the subordinates get more space and respect, they will work hard and will not find excuses or reasons to escape their jobs and responsibilities.

In enterprise management, we should run enterprises in a spirit of love, and communicate with employees in a positive attitude, equal attitude and caring language to create an excellent corporate atmosphere. These requirements require that we learn to respect, respect and respect talents.