Take Care Of The Employee Called "Leader".

Traditionally, we divide our team members into two categories: managers and implementers.

A manager is usually a team leader whose main function is to make sub plans from the business level according to the development goals set by the decision-making level, and to execute them by the executors.

What the executors should do is to arrange their own work plans from the functional areas according to the business plans and objectives formulated by the managers, and to refine and quantify the work.

This is often the case in practice: when the number of employees is counted, the manager will miss out intentionally or unintentionally. The special train will draw a line between the manager and the leader and the employee.

These people do not realize that in fact, they are first and foremost a responsible employee and then a manager exercising power.

They ignore a basic rule that power and responsibility are unified. Power is only for the purpose of exercising responsibility. Besides guaranteeing the effective enforcement of responsibilities, power should not represent other things.

To forget the consequences of their responsibilities has led many managers to passively cope with complex situations and drag themselves into the quagmire of affairs.

The most typical manifestations are:

1. wait for the task.

As a manager of a team, I do not have myself.

2. fire fighting.

Due to the lack of systematic thinking and arrangement, there are always things that should not happen. But in order to deal with these accidents, managers should put aside their work, coordinate and do public relations, not only wasting time but also dispersing energy.

3. management confusion.

The inertia of managers has led to

4. sign the queue.

Because there is no planning work and no effective authorization, small and big events are handled by managers. Employees sign up and queue up, and their work efficiency is low.

At the same time, it also gives employees an illusion that it is difficult to find leaders, which virtually adds pressure to the work of managers.

So,

In order to manage others, first have to manage themselves. Through the following steps, they can help managers to manage themselves efficiently.

1. do a good job analysis.

Clear your responsibilities and authority, actively communicate with superiors and get their confirmation.

If we can formulate a scientific job description, as the starting point of management work, we can make the work more efficient.

2. planning

3. make good authorization.

After making clear the responsibilities of each business unit, it is necessary to give corresponding powers to each of them to be responsible for their own work.

Strengthen the team's sense of self-management and sense of responsibility.

4. work for team work.

The best way to turn a job into a passive initiative is to work for projects, change tasks to projects, decompose the detailed projects to employees, establish a role for each person, give corresponding permissions and deadlines, and drive the team forward with project management.

5. implementing performance management.

Performance management is also an effective way to change passivity into initiative. It can achieve forward-looking management, solve it before problems arise, and also can more effectively lead a team to improve performance.

The introduction of performance management into management practice can effectively improve their management level and work efficiency.