Can Effective Self-Management Buy Employees' Hearts?

"To buy employees' hearts can bring maximum benefits."

Zhang Enchao realized employee self-management in the simplest way.

Recently, An An, who has just been promoted to a senior manager of a foreign company, often feels tired and unable to breathe. It seems that he is always asking everything in detail. "It seems that everything has to be managed by me, and I have to ask my questions in size and size. My nerves are always stretched."

The most frustrating thing for Ann is that her hard work did not bring any improvement to her work. Instead, several employees submitted her resignation report at the same time, and they all mentioned the same thing: they felt that there was no room for personal development.

"Is it really that I limit their development?"

In fact, in the eyes of Zhang Enchao, general manager of banyan tree's website, Ann's problem is that he did not teach staff self-management.

"Once the popular saying" buy the hearts of employees can bring maximum benefits ", extension is through effective management or leadership to achieve staff's initiative and spontaneity, that is, staff self-management.

In Zhang Enchao's opinion, employees are not only "one hand", but also have a creative and creative collective. They can take the initiative to change all aspects of the enterprise, so that employees can learn to manage themselves, not only can greatly reduce the cost of overhead management, but also will greatly enhance their efficiency. In addition, when employees become self-management knowledge workers, they will also gain more chips in the future career.

"Sometimes, I do not deliberately manage, just give employees full voice and take appropriate measures to stimulate employees' sense of participation and enthusiasm for work.

It's hard for employees to work hard.

Zhang Enchao said.

Recently, the company intends to move, and after the company voted, the new site will be selected near anzhen gate.

"The new location is very close to most of the employees. Only two employees are far away from work. The company specifically allows two of them to work half an hour later and half an hour off from work.

It's such a trivial matter, but it can make employees feel valued in the company.

In such an atmosphere, employees will naturally do a lot of things consciously, because they are very happy.

Zhang Enchao believes that the way to train employees' self-management is not complicated. "It is natural to do the simple management with the respect of employees as the prerequisite and the results as the guidance, and put the right people in the right place, and fully trust and decentralization."

After 8 years of establishment, Google, which seems to be ineffective in management, has a market value of US $220 billion.

Li Kaifu, who has already left, has described in his autobiography: "once I was told by a staff member," I don't think everyone is suitable for the way Google works.

People who are suitable for it will be very happy. People who are not suitable for it will be at a loss because no one will tell you what to do.

Li Kaifu has spoken the core of Google culture, and Google employees must learn to manage themselves effectively.

Sometimes, self management is a state of mind.

Respect employees, trust them, give them space, and employees will return the company voluntarily and voluntarily.

Yokoyama Neo, a Japanese sociologist, once said, "the most effective and continuous control is not compulsion, but triggering the inner spontaneous control of individuals."

Zhang Enchao deeply agrees with this statement.

"Under the banyan tree, our employees are number one.

The system is only one aspect. What we emphasize is to motivate the employees' self-consciousness, instead of forcing them blindly.

The website of Zhang Enchao under the banyan tree is a subsidiary company separated from Shanda literature. At present, more than 30 employees are gathered from different departments.

"Hill, strange to say!

The staff of our company are drawn from different departments. Almost all young literary young men are so harmonious that they never have a red face.

Zhang Enchao and the editor in chief of banyan tree website Wang Xiaoshan smiled.

"Employees do not feel that they are migrant workers, but entrepreneurs."

In fact, sometimes self-management is a kind of staff mentality, I give them power and trust, and most of our employees are "post-80s". They are more eager to be recognized and trusted, so this can fully stimulate their fighting spirit and enthusiasm.

With this enthusiasm, it is impossible to make achievements.

This is a kind of self-management.

This makes Zhang Enchao proud, but his pride is not groundless. "Yesterday, just a few employees were taken off to make an annual vacation. They are people.

I can't afford to be overloaded. I have to get them to rest, or they will affect morale. "

Since the website of banyan tree has been online, no one has taken any annual leave, and the data of the website are beyond his expectations.

"I used to wash their brains for them," Zhang Enchao laughed with self mockery. "I sincerely and passionately share my company's ideals with my employees and tell them the future and present situation.

Otherwise, employees can't feel it. "

Nowadays, under the banyan tree, including Zhang Enchao, everyone has a "bad habit": life and work are confused.

"What's on vacation?

I hope to come back to work early in the new year.

Our small colleagues are all alike. They are anxious to come back to work.

Because they think the company atmosphere is good.

This is like a class. If the students are united, it must be a good teacher in charge, so that we can get together consciously.

Zhang Enchao is the class teacher in this class.

Zhang Enchao's intentions were rewarded. "A few days ago, other companies paid twice as much to dig out our employees, and our employees did not go.

She said she liked the atmosphere and her colleagues.

Zhang Enchao's pride is beyond words. "In our company, employees do not keep their privacy.

We are not asking, nor are we investigating, but the employees themselves broke the news, and everyone is really like friends.

There is also an unwritten "hidden rule" under the banyan tree. Every employee of the company, Zhang Enchao and Wang Xiaoshan, have to pay for their meals by themselves.

"Have the least number of employees ate ten times and eight meals together?"

Zhang Enchao counted the bill himself.

"There is no concept of leadership in our website."

On the morning of the reporter's interview, Zhang Enchao asked an employee to do something for him, and the result was rejected. "Young people on our website are all so free to call me, but when I want to ask them for help, I must see if there is a deadline, otherwise I will be rejected."

Zhang Enchao, who was rejected, was still very happy.

"There is a QQ group under the banyan tree, and other departments have a small QQ group.

We only chat in the company's group. This group does not talk about work.

But other small groups are the places where they talk about their jobs.

And I will not appear in any group of departments, I will not ask, I believe they can do well.

Zhang Enchao said, "since you have chosen them to be your employees, you must believe in your vision and believe that they have the ability to do well."

In Zhang Enchao's opinion, respecting employees is a necessary prerequisite for employees to trust the company.

Employees feel that they are being valued and trusted, and that they will really start from the bottom of their hearts and managers and take the initiative to think, innovate and work for the company.

Maslow's hierarchy of needs theory also shows that human needs follow the increasing regularity of physiological needs, security needs, respectful needs, interpersonal needs and self actualization needs. Only when low-level needs are satisfied, can people work more comfortably, and are willing to pay more wholeheartedly to achieve self-management and self actualization.

"As a manager, you can't always supervise employees.

Respecting them, giving them power, making good job planning and development plans within their own responsibilities, and using these plans to guide staff work is enough. "

Zhang Enchao said.

"Result oriented management means to give employees enough independence to deal with the space of things. The more space they have, the more cherished they are. This is not a good way of self-management."

"Under the banyan tree is the theory of ability. When evaluating a person or a thing, it will lead to results."

Zhang Enchao said.

Achievement or index completion is a manifestation of one's ability.

Zhang Enchao will work with several middle-level managers directly related to the goal and task to the time and result of specific completion. "Judging a person's ability in this way is simple, direct and effective.

The process is hard to serve the outcome. Without result, the process is zero. "

After being familiar with Zhang Enchao's management style, it is very easy to determine whether an employee has a capacity under the banyan tree.

"Since I do not ask the process, I only look at the results, and employees will have many innovations in their work process. They will consider from the company's point of view and want to achieve the most satisfactory results of the company, instead of directing them to one action.

I do not have such a good brain to think of so many things that they will spontaneously become think tanks.

Three smelly cobblsmen surpass Zhu Geliang, and collective wisdom will make work more smoothly.

In daily work, there are many employees' habits of thinking that work well and do their job well.

"But in fact, managers want to see better results, not just work."

Zhang Enchao knows well that "good results" mean more to the company. Numerous good "results" are the foundation for a company to survive. "The survival of a company depends on the accomplishment and Realization of many goals. It is unrealistic to focus solely on the process.

Sleep is worthless, and sleep can rest. "

Such a simple management mode allows the employees under the banyan tree to have a harmonious atmosphere. Every employee seems to have a high demand for a job. They all hope that the results will be surprisingly good.

"This process is a spontaneous and voluntary self-management.

Employees work with companies, and managers do well to control them. "

So Zhang Enchao didn't feel like he was managing. "We just worked hard together."

Ge CEO Jack Welch has a famous saying: "management efficiency comes from simplicity."

Simple management must also be supported by simple processes.

"Under the banyan tree is constantly growing, the process is too complex, so that the number of employees who do not have a large number of Companies in the implementation of force dragged."

Now, under the banyan tree, employees are few, but everyone has a clear purpose, quick action, flexible in contingency, no redundant rules, and employees are more willing to innovate.

"The new version of the website is coming online soon. I have never asked how it is, but I believe it will be very smooth on time."

Zhang Enchao also has a habit. "I will not let my staff report to me for long hours.

Whether the website is done well, its identification method is very simple, that is, click through rate and traffic volume.

Therefore, we will try to reduce the time in meetings. "

Zhang Enchao said, "use time to work.

It can also save employees unnecessary time and do not make boring reports, which is a kind of liberation for them.

P & G also has such regulations. "One page memorandum" is the crystallization of Procter & Gamble's simple management over the years.

"In fact, any proposal or proposal is more than one page, which is a waste for us, and even produces undesirable consequences."

P & G's staff said.

And this simple page can reflect the degree of self-management of employees. Employees must be meticulous in their work, and must understand thoroughly.

However, insisting on results oriented simple management has also been questioned whether employees who are too concerned about the results and demanding.

"No, no one is perfect. I never asked any employee to score one hundred points at a time.

As long as the general direction is right, some minor defects can be ignored.

My trust and tolerance are enough to play a role in the staff's apprehension.

I will help them find the reason. Next time I don't need to say, employees will try their best to do their best.

It is this kind of tolerance that makes the employees under the banyan tree very accustomed to working hard spontaneously. "You ask me what these employees have done these days, and to tell the truth, I really don't know. I want to ask their supervisor.

I only look at the final number or report.

Zhang Enchao said, "I'm just making some big directions. How to get to the destination is their business.

If I trust them so much, I believe they will never fail me.