3 Points And 4 Ways To Train Subordinates

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In fact, as the head of the functional and business departments, the main responsibilities of human resources management in this department should be taken up, including how to select, employ, educate and retain people.

The personnel department is more focused on improving the management environment to guide groups, such as providing advice and guidance to other departments in personnel management policies and methods.

In interviews with department managers, it is easy to find that some employees have the following situations: loyalty is not enough, enthusiasm for work is not high, willingness to learn and attitude is not enthusiastic, and most of them can not correctly position their career goals.

First, cultivate loyalty of subordinates.

All the new recruits who enter the company need to have a centralized induction training. They must also receive post skills training in their jobs. However, relying solely on training can enable employees to fully develop their identification with company culture and business philosophy, so that their work results can be immediate and obviously one-sided.

Managers should let their employees support themselves and be loyal to the company. They should start with themselves, and impress their subordinates with loyalty to their business, dependable and diligent noble qualities, and express their expectations in a commitment way.

Because commitment is worth their persistent pursuit and efforts to achieve the desired goal.

Second, cultivate the professionalism of subordinates.

The professionalism of employees directly reflects employees' working conditions.

If an employee's work enthusiasm is not high and enthusiasm is not high, we can judge that his professional spirit is not enough.

"Loyalty, dedication and pragmatism" is the quality of work created by the people of Horne. How to cultivate the spirit of the subordinates is a matter for our managers to think deeply about.

The company's goal is basically to achieve profits, and to achieve profits is to win customers.

Therefore, we do not need the kind of person who only thinks of "falling pie in the sky" all day long. In fact, no sincere customer will take the initiative to favor your product.

The key to selling a company's products is whether employees are safe and able to take the initiative to expand their businesses.

We should be inclined to the former in terms of devotion and ability.

The pursuit of perfection and perfection, strong interest and continuous efforts are the professional demeanor of a man.

Third, train subordinates' professional skills.

Improving business skills is the only way to support employee development and achieve good results.

For example, if the sales department wants to expand the business of a certain area and hopes to seize more space from the market, we must liberate our thinking and actively guide our subordinates to actively explore the market and find customers.

Teach them how to deal with various sales activities, how to communicate effectively with customers, how to grasp the needs of customers from depth and win their trust and support.

In fact, training subordinates' business skills is a process of guidance, encouragement and restraint. If employees want to work well under their own hands, they must fully mobilize the enthusiasm of their employees.

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Four ways to train subordinates

I. opportunity education

Opportunity education is a guide to guide subordinates at any time. It is an effective way to train subordinates.

If your subordinates do something wrong and don't do well, you must correct their mistakes in time and urge him to improve in his future work.

As a manager, he is like a platoon of soldiers, marching and fighting.

If you want to bring your team well, you can't do without strategy.

Therefore, we need to grasp skills in carrying out opportunities education for our subordinates.

Two, instant incentive

Performance and salary alone are far from encouraging.

In order to train our subordinates, we should also study some of the motivating skills.

For example, how to affirm the value of subordinates' work and inspire their inner initiative is a good method.

Therefore, for the department heads, the employees have worked hard and worked well. They should praise and encourage more often.

Your praise and your smile must set a standard and stand on a fair position to let subordinates know the direction of their work and the mission of their work.

Three, timely authorization

Timely empowerment is a win-win decision. Don't always let go.

A good manager should not only be good at business, but also be proficient in the division of labor among members.

If everything is to be handled in person, it often results in a sense of dependence on subordinates and lacks the ability to think and act independently, resulting in the death of tired people and the panic of subordinates.

So, you have to trust your subordinates, and let them try some challenging jobs at the right time, which will greatly enhance their enthusiasm.

Otherwise, you will never know how far he can go.

Four. Participatory management

Participatory management is a two-way interactive management mode.

Management is not simply a management act, but not a dictate.

The so-called manager should be more of a coach and counselor, so that every member can actively participate in, brainstorm ideas, learn from each other's strengths, and do more to respect their opinions and show more consideration for their lives.

If subordinates have some minor mistakes in participating in management, they should not criticize him severely. They will be much better in their suggestions and discussions, and they will also enhance their enthusiasm for participation.

What is shared is not necessarily originality, but knowledge and vision. They decide the positioning and height of a person.