"Penalty Money" Is The Most Irresponsible Performance Of Leaders.

What is good management and what is standard?

First, marketing leadership = support, help, education + criticism.

Whether we admit it or not, many of us have a psychological understanding of marketing leadership, that is, those who manage others, and in a narrow sense we can criticize others.

No matter what the situation is, as long as the marketing leader feels that there is something wrong with the matter, then the leader can immediately abuse the rage.

Subordinates can only listen to their heads.

A small company did not complete the sales task, and the marketing leader listened to it. He called Xiao Zhang to the front and reprimanded him: "how did this happen? Do you want to do it? Tell you, you have to be careful. If you can't finish the sales task next month, you can do it yourself!" Xiao Zhang fought down and did not finish the task for second months. The marketing leader was angry, and Xiao Zhang called it another scolding. It was repeated three times.

Marketing leaders at this time said to others: "employees like Xiao Zhang can't adapt to the work of the company, so they should leave."

Such marketing leaders are everywhere in the business, and those who feel good about marketing are mostly the faces of a tyrant, who feel nothing but fear.

In practice, marketing leaders can certainly criticize employees, but criticizing employees is a prerequisite or a case of Xiao Zhang. When qualified marketing leaders criticize him, they first need to ask such questions. Xiao Zhang sells badly. Did we give him the necessary training and education before this kind of education really played a role?

Did we really help him when he met a problem? Did we support him when he needed our support? If these were not, then why should you criticize Xiao Zhang?

If we can help, support and educate him before he has a problem, he can effectively master it, but eventually he still does not do it well. Then we criticize him. He is very acceptable and will play a positive role. Otherwise, he can only increase the resentment of Xiao Zhang, and will not stimulate Xiao Zhang to develop in a better direction.

Therefore, as a leader, his important work content, in a sense, should be more about the process of educating employees. The more senior leaders, the more they should be, rather than constantly criticizing employees.

The company's management system is the same. We can not expect the management system to solve all the problems, especially the salesmen's problems. In the face of the need to rely on the sales profession, ideological education is more important than strict system, otherwise the more severe management system, the more likely it will bring more serious consequences.

Two, "penal money" is the least

The boss of a company is very interesting.

He has a special store in many shopping malls to run his own products, and the salesperson of the counters is a very important salesperson. He often goes to different counters to make secret visits. At one time, he finds a salesperson in a special counter playing games on the next door. He is very angry, but he is not angry. He is very restrained to go to the counter. At this time, the owner of the game's shopping guide sees the boss and is very embarrassed to run back to the counter immediately.

Then the boss said to her, "I will not punish you this time. If I have another time, I will punish you 200 yuan! Not long after the boss came to check, he was surprised to find that the guide buyer was still playing video games. He was so angry that he ordered her $200 to be deducted.

After that, I asked him what the guide was, and the boss was very complacent. He said, "since the money was deducted, the guide never played the game again. I am very reasonable. I gave you the chance for the first time, and I committed a lot of punishment for the second time. I am very much in favor of my subordinates."

When I heard this, the writer smiled, and the boss asked why he laughed.

The author explained that: fining money can solve some problems, but it can not solve all the problems, and even can not solve the fundamental problems. The key to deal with this shopping guide is not to punish her, but to analyze why she plays games, otherwise he may not play games and play fingers. Will you still punish him by 200 yuan?

Even if she didn't violate anything and sat there stunned, what did you do? So the key to the problem was why he played games instead of working.

The boss was a little in a trance. Actually, he had never thought of such a problem. He always felt that he had done a good job.

The biggest problem with this shopping guide is that she sees her job as a boss's job, not for her own work.

This is the key to the problem, that is, the problem of self-consciousness. Therefore, it is imperative for such an employee to realize from his mind that work is not for the boss, but for himself, for his children, for his parents, he has the responsibility and obligation to work well, only in this way can he really solve the problem of the employee.

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In fact, such problems happen every day in enterprises. We are only brutally enforced. As a boss, it is very easy to punish employees, and even expel an employee is also very easy, but that can only prove our incompetence, because we have not fundamentally established the consciousness of employees. Independent work and strong management measures are useless. This is especially important for salesmen.

The culture of penalty and the culture of encouragement

Many enterprises grow up in the culture of fined money. Under the strong system control, employees are trained as a machine without brains. They know more about what should not be done under the big stick of penalty money, and they do not know what to do. It shows that employees are responsible and irresponsible and can not do anything without request. If this happens on sales staff, it will be disastrous.

Salesmen are self-conscious occupations. They are not conscious. All systems are waste paper, including penal money, so many enterprises' attitude towards salesmen is the necessary or even the only means for strict supervision of salesmen. Only in this way can we trust them to work honestly and honestly.

The culture of motivation is more reflected in the care of employees, especially ideological care. Employees work to earn money, of course, but at the same time, he also needs recognition and help from others. Because of the low management quality of salesmen, it is difficult for him to form a correct attitude of work spontaneously. Therefore, a large amount of education is necessary, and his performance is based on "encouraging employees to work and willing to be responsible".

Three, in conclusion, through the analysis of the "penalty money", we can draw the following conclusions:

1. "fines" is the most irresponsible manifestation and the worst way.

2. choosing education is more sensible than choosing punishment.