A Required Course For Rookie Supervisor

　　 Be promoted For everyone in the workplace, it is a once in a blue moon. But when you enter the officialdom and do not understand the rules of the game, good things often become a psychological burden, or even a bad thing. When all kinds of problems are rushing to the head of your newly promoted rookie, you will be able to say a thousand words at a time: what to do and how to do it? What should I do?

　　 Congratulations on promotion, but truly Executive director After that, many people find this seat difficult to sit. In fact, when a supervisor is like walking on a balance beam, he needs to spend time exploring and studying, so that he can get the most moderate between the past and the less. Propriety 。

Case 1:

"After I got promoted, my former colleagues changed all the time, so I couldn't find my place." Xiao Yan, a manager of the planning department of an advertising company, said with anguish, "two weeks ago, the company announced the new personnel order, and I was promoted to the manager of the planning department. On weekdays, my colleagues who talked and laughed were not fond of making jokes. Besides their daily greeting greetings, they always avoided me intentionally or unintentionally. I really don't know what to do... "

give counsel

"In fact, this kind of thing is very common, because everyone has different ideas. Once you rise, it seems as if you are stepping on his shoulders, and you are not happy at heart: you are honest, he thinks you are weak and bullied, and you lack the ability to be in charge. If you change your mind with your heart, he says you are hypocritical, so how can you be an official? In addition to such an ungrateful person, you need to exchange your true feelings for the trust and goodwill of your friends and colleagues, so that you can sit firmly in charge of the chair. Wu Yanzhang, senior consultant of Cheng Xun International Consulting Co., Ltd., has many years of experience in enterprise management and is familiar with this trick.

Case two:

Kevin, who had not been in office for a long time, turned out to be a modest gesture on the weekdays. He began to put on the shelf of "boss", picking up defects and picking bones for the Department staff. It seemed that there was always a disagreeable eye. In order to show his prestige of "vigorous and vigorous", he implemented "change" in the second week of his term of office, which is small enough to stipulate the time for staff to go to the toilet, and the performance goal assessment is not the same. We can not finish the work on hand, but also take time to adapt to his new style of work. As a result, the new official took up three fires and burned four people's resentment.

Weapon: be modest and act prudently.

Sun Li, director of personnel affairs of Feihong International Trade Co., Ltd.: many years ago, many new rising rookie executives had to suffer from their hardships and finally got over their heads. So when he was in charge, he went on the way of the past and made his subordinates "little daughter-in-law". In the middle, it is too hard to handle, but it is a lifelong career. In fact, the most important change for a new identity is to become a manager from an ordinary employee. Therefore, management should be the most needed capability and more prudent.

For rookie executives, after taking office, they haven't passed the adjustment period, so they are eager to change. It's really not proper. People have feelings of nostalgia. Any criticism of old supervisors or old practices will cause a rebound, so we should learn to accept it at the beginning and then slowly change it. Acceptance does not mean complete acceptance, and acceptance is to understand the value of the original culture and practice, and to eliminate it. Where there really is a need for change, we must use skills and gentle steps to avoid being objectionable. So change is sometimes like diving, and the smaller the splash, the better.

Case three:

"You have to excuse me? You go out for me!"

Stand up, push away the chair, the assistant of digital commodity assistant Xiao Yan goes to the door of the conference room. The new manager sitting in front of the conference table looks at his back, and his anger is stirred up again. "If you go out, don't come back! Think it over yourself!"

Closing the door, Little Rock did not turn back, because he never thought that things would go to this step. Disheartened, he was really disappointed. His colleagues' feelings for 4 years have changed all the time because of the change of positions. The matter itself is not serious. Because the problem was not solved before the plan was solved. How could it solve the problem? A few years of affection, at the moment, is as thin as a piece of paper, and once broken, it can not withstand such a dispute of saliva.

Weapon: dare to admit mistakes and take responsibility.

Sun Li, director of personnel affairs of Feihong International Trade Co., Ltd.: employees are unavoidably wrong in their work. As a leader, they should be responsible for their mistakes while correcting their employees' faults.

If there is a problem, punishing the parties is not the only way. The key is to solve the problem as soon as possible so as to prevent similar problems from happening again. In particular, the newly promoted rookie supervisor should learn and understand the way of "being an official". If subordinates fail things, they should be brave enough to take responsibility for them and not to prevarication or blame. Subordinates' mistakes are your mistakes. The defects of your subordinates are your defects. Failure of your subordinates is your failure. At the very least, it is your responsibility to use them properly.

If you want to be a good supervisor, no matter what the result is, you must first learn to shoulder the responsibility. Because you have to give us an image: you are a responsible person.

Case four:

Xiao Zhang was promoted to be head of the Department in less than 3 years because of his outstanding performance. As other rookie executives do, he is looking forward to doing something as soon as possible. However, the joy of being promoted has not been exhausted, and trouble has come to us: because of the negligence of the staff, the customer is not satisfied. Xiao Zhang thinks that since he is a supervisor, it is natural to rebuke his errant subordinates. So, without giving any explanation to the subordinates, he criticized the party face to face, which made his subordinates feel very unconvinced.

It is not surprising that Xiao Zhang handled the problem in such a way as to happen to the new supervisor. Looking back at the time when I was doing my own job, the situation of being scolded by the manager is still vivid. Today, hard work and hard work have finally been rewarded. What's wrong with criticizing your subordinates when you get to your office? This is the idea that many rookie executives lose their prestige while losing their hearts. As the saying goes, under the big tree, it is good to enjoy the cool. If you can provide your subordinates with a good place to enjoy the cool, your subordinates will "serve you" because of your kindness.

Weapon: more inclusive and compassionate subordinates

Wu Yanzhang, senior consultant of Cheng Xun International Consulting Co., Ltd.: people who have just been in charge need not be too impatient to tolerate mistakes. When a subordinate comes into trouble, he should first review himself calmly. If it is entirely due to the negligence of his subordinates, he can be called in to come and analyze the whole incident calmly, tell him where he is wrong, and finally reiterate your purpose: every subordinate should do his best and deal with things calmly, and you will always be their guard. Especially in front of outsiders, we should learn to give subordinates steps. People who do not make mistakes do not cause psychological pressure and affect normal work. New managers should be more tolerant of subordinates and give people the impression of being generous and kind. This will help your position to be stable. However, when it is tough, it must not be tolerated. The principle of kindness and mercy is very simple and easy to use.

Case five:

In principle, promotion is a pleasant thing, at least not a sad face, but Lucy is just not happy. When she had been in charge for a month, she could have eaten, chatted and vomited bitter water. Now she saw her eyes flickering and saying nothing. She wanted to assign her new job to the boss, but when she thought of assigning her colleagues, she didn't know how to say it. "Forget it, come on!" Lucy muttered to herself, alas! She has to work overtime again tonight.

In fact, Lucy is a very capable girl. When doing business in the advertising department, her performance always ranks first in the Department, and has been praised by the general manager many times. But when it comes to management, she is somewhat guilty. Facing her former comrade in the trenches, now let them listen to her command, OK?

Weapon: learn management to convince people.

Wu Yanzhang, senior consultant of Cheng Xun International Consulting Co., Ltd.: maybe you think it's your duty to get along well with every colleague, but this is impossible. Nowadays, role change is no longer an ordinary employee. It is not necessary to experience a parent, but there is no need to do everything personally. Management focuses on "management" and "rationale". The key is to learn how to manage and how to manage. As a supervisor, apart from professional skills and knowledge, they should extend their learning tentacles. Learn to delegate and delegate tasks instead of overly involved in trivial matters. Trust your subordinates and provide timely guidance and assistance.

In the final analysis, it is to convince subordinates to be honest, to act in accordance with others' principles and to serve others in good faith. What a job gives you is power, not your ability. At the same time, we should pay more attention to our quality and self-cultivation, and learn more about other people's management methods.

Challenges ahead of promotion:

1, company management's expectation;

2, colleagues' comparisons and jealousy.

3. Are there enough leadership skills?

4, strong competitors and difficult customers.

5, your character weakness.

New executives often make mistakes:

1, lack of self-discipline 2, wrong judgement.

3, hard to set 4, too much.

5, control too fine 6, set up another standard.

7, complain too much, 8, avoid making decisions.

9, ambition is too big, 10, self inflating.