10 Details That Managers Should Pay Attention To

Administration

People should possess many aspects of quality, including not only the basic qualities of individuals, such as noble brands and sentiments, perfect knowledge structure, strong physique, etc.

It should also possess professional qualities, such as good communication, teamwork spirit, decision making and planning ability, good adaptability, courage to play and dare to innovate.

These can be found in the management textbooks. Here I want to combine the examples in the work to talk about 10 problems that managers are prone to suffer for everyone to share and communicate with.

1. clear your expression.

Good communication between a manager and his subordinates is one of their basic qualities. However, when many managers communicate with their subordinates, the key elements such as communication ambiguity, purpose, purpose, method, and precautions are not clear. Subordinates follow the way of communication with him, but the result is wrong.

Do you blame your subordinates? No, they should blame managers for not communicating well.

For example, a planning department manager explained to the designer the packaging design, and the purpose, specification, material, design style, conception direction, tone and so on were not accurately conveyed, so the manuscript design was revised repeatedly, which not only wastes the cost of human resources, but also affects the progress.

For example, when purchasing products from abroad, it is necessary to communicate with the subordinates to ensure that the other party produces the product that meets the requirements of the company.

So it is extremely important to express your work instructions clearly.

2. don't be there.

In the course of work, there are always some inevitable mistakes. As managers, they should be brave enough to take the responsibility and learn from them so as not to suffer any further.

But in the process of implementation, many managers are not strong enough to handle crisis ability and responsibility, and their ability to shirk responsibility is quite strong. They screwed up and habitually told their boss that this was done by a certain subordinate. He didn't do what I meant. I asked him to be smart and so on.

Such managers have been used to pushing the blame entirely or pushing them to subordinates or pushing them to the brotherhood.

Such a manager at least shows that he is far from the quality of psychological quality, sentiment, adaptability and responsibility.

Over time, subordinates will lose their minds and leave him.

In the eyes of a wise boss, you are also an unqualified manager.

3. don't ignore employees' opinions.

At work, when employees are giving advice to managers, some managers ignore their subordinates' opinions, or are still doing things on their own hands.

Such managers lack basic respect for the quality of others, and think that their subordinates' abilities and insights are not as good as themselves.

The correct approach should be to put aside the work at hand, listen carefully to the opinions of subordinates, fully respect others, accept unreasonably the opinions of subordinates, and sincerely put forward and communicate with incorrect opinions or mistakes made by subordinates due to their lack of knowledge and ability, so that he can make greater progress in every communication.

4. don't let employees wait endlessly.

The author has seen such a manager, because the attitude of handling matters is very serious. The materials that his subordinates submit to him is often delayed because of other things, or they think for a while. Sometimes they do not see any reply for a few days, and some projects have strong timeliness. Once the subordinates haste once or two times, they will be in an awkward situation if they do not have any results.

5. don't ask employees to work overtime at work.

I often hear people complain that their leaders often find themselves temporarily off duty, or suddenly announce that they have to work overtime tonight.

As a result, all the plans of the subordinates were changed or cancelled because of the manager's words in the evening. As time passes, subordinates will have different opinions and opinions on the manager's ability.

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Not to mention the planning power and planning ability of managers, at least even the basic planing is very poor.

6. for employees' mistakes

Managers must conduct comprehensive checks on the affairs carried out by their subordinates. For example, in the process of executing projects, they often ask if they need help, what difficulties are involved, and actively participate in coordination.

For example, your subordinates made a planning book for the activities, and many managers took a rough look at them, then presented them with higher leadership. As a result, there were some wrong characters in the manuscript, some of them were not thoughtful enough, and the feasibility of the execution plan was not strong enough.

In the event that such a planning book is handed in, ten to one will be returned. Therefore, it is very important for managers to be good at the gatekeeper's role in their own management area, so that mistakes should be eliminated in the Department.

7. encourage employees more.

Subordinates in the implementation of the instructions of managers work hard, pay the energy and sweat, managers should always be in mind, do well, should not hesitate to encourage and praise.

In fact, as a subordinate, the recognition of the boss is easier to satisfy than the material reward, and it can stimulate the motivation of the work.

8. communicate with employees frequently.

Every arrangement of management is a kind of communication. In addition, it can do a face-to-face conversation at intervals, and can also talk about some personal interests and so on. Especially, some things of subordinate expertise can also be used as a conversation fund, so that he can feel his concern for his boss and his affirmation of his merits.

In the company's rare performance interviews, summarize their work, so that subordinates realize their shortcomings, but also need to be concerned about and encouraged by them.

9. let employees perform more smoothly.

I know a manager, should be said to belong to the executive power is very strong, suitable for executive managers, but in the management of subordinates method and courage lack.

An old staff member of his warehouse is a warehouse keeper. The old employee is a company with nepotism. His work is sloppy and his warehouse is in a mess.

The result is not the error of the goods sent by the complains, that is, the difference in the number of the monthly disks is great, and the complaints from other departments inside the company are also constantly compleming.

Such employees have seriously affected the company's overall operation, so that the execution of their team has been repeatedly blocked, do not want to solve the problem, but in the end, it is the manager himself first rolled away.

As for how to settle down, there are many ways, different situations and different coping strategies. It depends on the manager's organizational ability and public relations ability.

10. give up opportunities to subordinates.

I know a large Minister of a group company, the ability of all aspects can be said to be very excellent. Therefore, he was nominated by the group leader every year and awarded the excellent individual award.

Under his staff, there are two capable officers, and the ability to work is also very outstanding. It is precisely because of this strong combination and mutual benefit that the manager's ability is maximized.

But the manager's personal award every year is enough to prove your ability. Why don't you give up your opportunities to your subordinates so that they can do better in the future with their encouragement.