The Behavior Of Eight Types Of Managers

The following eight kinds of behaviors are helpful to enhance people's behavior in the enterprise. These behaviors are what managers need to learn.

1. respect others.

If managers want to show respect for their employees, they should treat their employees with courtesy, listen carefully and sympathize with each other, and maintain eye contact.

Managers should avoid preaching to employees and avoid speaking in a condescending or ridicule tone.

2. empowerment.

"Empowerment" means giving employees the knowledge and skills needed to do their jobs well, and "empowerment" is to support employees' self responsibility.

Without training, employees may not accomplish anything. If they lose their sense of responsibility, employees often do nothing but move on.

Empowered people feel good about themselves because they have the opportunity to show excellent knowledge and skills, and empowered people also have a good sense of self, because they are responsible for their life, get the energy they need, and show their talents, intelligence and many aspects of ability.

3. words and deeds are in harmony.

If management's words and deeds are not harmonious and consistent, it will cause employees' confusion and lose their trust.

Managers can only trust their employees by showing sincerity and honesty to their employees.

If they never communicate openly and honestly, how can they expect their employees to open their hearts to them?

4., create a sense of security.

In a "safe" environment, people feel that they can speak freely without fear of being taunting or condemning.

They feel comfortable to admit that "I made a mistake."

In his "outspoken" book, he suggested: "only the competent person can create an atmosphere where employees can confidently say" magical words that I do not know "and" but I will understand. "

5. indicates the principle of personal conduct.

Managers can not overdo behavior and set an example for employees.

Sometimes, they need to remind indifferent employees: "your behavior is totally unacceptable to me."

The challenge for managers is to show their principles in order to avoid hurting others' personality or dictatorship.

6. identify the reasons for employee performance slipping.

When employee performance is not satisfactory, that is, when there is a gap between actual performance and expected performance, we must first try to understand the reasons for the difference in performance.

Before taking measures to correct problems, we should help our employees and employees find out their views on this matter. We must avoid telling them in front of all the staff without knowing the truth. That will only affect the image of the manager himself, because such employees may tell the real reasons in private with other employees, but you do not know.

7. carefully observe employee behavior.

One of the most effective ways of training is to give constructive feedback to employees in a timely manner.

Managers should seize every opportunity to know the strength of employees' performance, and then provide concrete feedback on performance improvement, so that employees should not be preemptive.

When employees know this unrealistic evaluation, they feel that they are despised and dissatisfied.

8. nurture the potential of employees.

The more the employees dare not face up to their potential, the greater the patience of managers.

As Dr. Bauer, author of "walking on the water," said, "learn to be good to others, because everyone you meet is not good at bullying."