HR's Axe And Armor Of "Royal Family"

　 Gao Yong parachuted to a small family. Private enterprise do HR Manager The boss entrusted Gao Yong with heavy responsibilities, hoping that he could straighten out the company's chaotic management. Gao Yong knew that the boss was very unhappy with the company's current management, which made him eager to make a big effort.

After a period of observation, Gao Yong found the company " A kinsman of the Emperor "Too many, not the boss" nepotism ", that is, the elders of entrepreneurship, directly resulting in more government decrees, people do not match posts, low efficiency of the long-standing disadvantages.

Gao Yong decided to implement an iron fist policy, to demote all the staff who could not be competent, and to promote a group of employees with real talent according to their performance, so as to establish their prestige in the company. Unexpectedly, his reform was supported by the staff and the boss at the grassroots level, but in the end, the boss had to tear away Ma Su and let him go when he complained about the resistance of the royal family.

Like Gao Yong, he encountered a few HR in Waterloo. "Royal family" is a barrier that HR can not avoid in private enterprises: you are training, "Royal relatives" do not go, or disdain; these people's performance you simply can not be included in the statistics, because he is a "secret" to put you back; even if you put his performance into 0 points, he will not care, because wages are not your hair. HR wants to be hard enough to shift their posts and demotion. No big boss's approval can be overwhelming. Even if the boss agrees, he may finally sacrifice HR to quell disputes.

As HR, how can we play a role in winning a place in an enterprise without being threatened by the "royal family"?

　 Respect first

We should recognize the value and role of the "royal family" and the history and reality of the elders. "Royal family" has made contributions to the development of enterprises, and is continuing to contribute. There is a factual basis for the boss's gratitude and support to them. In the early days of the enterprise's hard work and initial stage, it was the "royal family" who followed him. "Royal family" is superior to other employees in loyalty at least.

　 First in love and later in life

"The royal family" is proud of their work and must learn to communicate with them. It is definitely not possible to talk directly with the "royal family". It is no good to say "law" directly. First, we should talk about the situation (with the boss's feelings). After that, we should make sense.

　　 Rational utilization

We must use these people correctly and give full play to these people's special functions so that these people can solve the business problems that only they can solve. HR holds the corporate sceptre, and the "royal family" holds the resources mace. Only with cooperation can both sides have a way out.

　 Avoid cutting the music before it starts.

If the boss doesn't let you drive away these people, please don't take it personally. HR is hard to really understand the role of a "royal family" to the boss and his real interest in the business. To rush off a person is likely to cause trouble to the boss. At that time, it is not only impossible to render meritorious service, but also to turn himself into a person who has been opened.

　　 Leave room for the boss.

If the boss wants you to drive, you have to persuade the boss to be careful. If the boss insists on letting you off, you have to help the boss think about the way out and the way out for these people. In the end, when you really want to cut, you should also pay attention to the fact that you should not be too upset in your operation. You should leave some space for your boss to let your boss back.

　　 Tea is not cold.

Even after the "imperial relatives" were cut, they should always be concerned about these people. Even if the boss is not concerned about it and forgets, he or she may care about them in the most appropriate way on behalf of the organization and the boss.