Why Don'T You Give Up Your Employees Easily?

　 Do you know which country's enterprises do not like firing employees most? The answer is Japanese enterprises. Do you know which company is the oldest in the world? The answer is Japanese enterprise, the Kongo Gumi, the temple builder, born in 578 ad, was founded by Gao Song in 2006. Design Takamatsu was acquired as a subsidiary. The last president before the acquisition was still the fortieth generation of the Kongo family. Many members of the family are still working in carpentry.

It has been analyzed that the core reason for Japanese family businesses to stand for hundreds of years or even thousands of years is the team cohesion. You cannot dismiss your family members, so you must unite to tide over the difficulties. In ordinary stock or joint ventures, dismissal of employees seems to be commonplace. Bottom line employees do not need to say, even if they are middle managers, they can't drive you without a single ability. What is even more frightening is that in the power of the company's high level, the losers are not only leaving their own eyes, but often have to drag together a bunch of confidant.

In the faster and faster pace of modern times Workplace Is there a reason for cutting a person? For the management of the company, layoffs seem to be a "short and fast" solution to the problem. They are directly cut off for employees who are not good at behavour, and those who cheat and act in a slippery manner; for those who are mediocre and lacking in enthusiasm, they will be fired after being ineffective; those who are able to perform well but have obvious shortcomings will be persuaded to be ineffective; and those who perform well but whose salaries are too high can be reluctantly laid off.

As a decision maker, you may feel pain when you just cut off an employee, but over time, the pain may turn into a numb pleasure or even a strong temptation. When the company is thriving, you will go all out to recruit soldiers and subconsciously say to yourself, "let's cut them off when they are in recession."

But do you have any advice in your ear? Don't give up easily. staff ?

No one is perfect, no employee ever makes mistakes. The meaning of "Recruitment" is to find suitable people to work together, and the meaning of "management" is to enable him to fulfill his potential in suitable positions. The meaning of "layoffs" and "layoffs" is to remind you to choose the wrong person or to make the right person bear the wrong responsibility.

Of course, bosses often refuse to admit that they choose to walk in the wrong direction or make mistakes, but think that their employees are having problems. A female boss complained like this: "I am a working mother with children, and many of my female employees are just like me. But recently, I can't stand a female subordinate's practice. Since she has had a baby, she has been unable to concentrate on her work. She is going to ask for leave when she has a little trouble. I have no objection to the balance between work and life. I just believe that if a professional mother wants to succeed, she must work as hard as others. I did that, so I don't understand why she can't do that.

It is obvious that the female boss has committed herself to be a workaholic, so she can not tolerate any deviation from other working mothers. You know, not everyone is willing to place their career success on their families, and not everyone can be faultless in their work. It is normal to ask for leave for the newborn. Mistakes in work can be achieved through communication, or transferred to a relatively relaxed position, or allowing her to work flexibly so that she can accomplish her task better.

By contrast, another female boss seems to be more humane. She was acutely aware that the female subordinate who had just returned from her maternity leave seemed to be stupid. She often immersed herself in the world with a smile on her face. She was told that she could not hear and work efficiency was reduced, but she also saw that the subordinate was sensitive to people's emotional reaction because she could not care for her baby. She was more careful in observing customers' feelings about products and services, so she adjusted her to maintain regular customer service. Obviously, this arrangement is more beneficial to employees and better services to customers.

If you can help your subordinates get through the difficult period of life and help him / her find new career dreams or vitality, he will be grateful to you and work harder for you. This is not empty talk. Dr. Goodnight, President of SAS, the famous American software company, did so. At the outbreak of the financial crisis, he withstood pressure and told employees that he would not lay off workers: "our profits may be affected, but it doesn't matter. I don't care about that because I prefer to keep everyone's work." What's the result? The employees' morale of SOS is high. They work harder and think of ways to increase revenue and reduce expenditure and eventually achieve an annual growth of 2.2%. This is one of the most profitable years in the history of Fortune, and the company ranked first among the 100 most effective companies in 2010. Dr. Goodnight said with pride, "I always say that if you treat employees as people who can play an important role, they will play an important role."

Pay attention to your staff, even if he / she does not make you 100% satisfied. The boss is not a God, but of course the employee is not. What should you do for poorly performing employees?

Some employees are very energetic when they are entering the office. They can't wait to rush to work. But as time goes by, you find that their enthusiasm for work has gradually subsided, and things have begun to look ahead and behind. As a boss, one of the things you have to do is to understand why he becomes so, whether it is your reason or his reason, rather than giving up directly.

"He worked with me in a certain office. I didn't work hard and my performance was not strong enough. But he got promoted six months ago, then what's the use of exertion? I think it's unfair!" if he throws such an answer, you should review yourself. Is it your employer's mechanism that has caused the error? Is it that you usually ignore his encouragement and supervision?

"There are a lot of things at home recently, grandma is seriously ill in bed, and my girlfriend is abandoning herself. The pressure of work has been very great. Suddenly, I feel a bit tired of the world. I can't afford to do anything." If he gives such an answer, you should review yourself. Is it because you don't care enough for your employees? How long have you had lunch with him? Should you give him a holiday to relieve his psychological pressure?

"The present position is not suitable for oneself, the duties are simple and trivial, the ability is not promoted, and I hope to be engaged in more challenging and pioneering work." If he asks for such a request, you should be happy because he has not given up on himself. How can you easily give up him?

In many cases, giving up your employees easily is a bad choice, not because you can't find a better person to replace him, but because this kind of corporate culture can never cultivate loyal and reliable employees for you. {page_break}

There will inevitably be contradictions and conflicts between superiors and subordinates. The solution to contradictions is not to avoid problems, but to communicate. The so-called "know others and do good" is not that the boss thinks he knows his employees, but more often it is the understanding and interaction between the two sides to achieve a win-win situation.

If contradictions can not be solved for a while, imagine yourself as the leader of a Japanese family enterprise, and your employees are your relatives and children - you can't fire them, even if they make all kinds of mistakes. Since it is a family, each should have love, tolerance, and think in the name of love, and always find an effective way to resolve contradictions.