Only Those Who Are Not Able To Control Are Not Well Managed Employees.

Because of consulting work and fast selling products

Why do I have such a view?

First, I do not think it is difficult to manage Post-80 or post-90 employees, but we do not know enough about post-80s and post-90s.

Since the 80s of last century, Chinese society has entered a stage of rapid development, with the rapid development of telecommunications, networks and communications, and the rapid expansion of information.

After 80 and 90, influenced by new technology, their concepts and thinking patterns are very different from those of people who grew up 80 years ago.

They are not like the 50, the 60 and the 70. They mix their work and life together, take life as a job and work as a living. They are not as self reliant and hard working as they were after 50. They are not as successful as those after 60, and they must be outstanding.

They have another kind of life thinking and another way of existence. They feel that the purpose of life is clearer and clearer. The desire to pursue money is not only to solve the food and clothing and pursue a well-off life, but they want more of a lifestyle, a living method, and more to make themselves more free, more independent, happier, more individualized and more dignified.

They are guided by happiness, doing new things that they like to do. They love traveling, gathering, consumption and self actualization.

Another point is that since 1978, China's family planning policy has led this generation to become the only child.

The only child is lack of life in a large family, lacking the environment of brothers and sisters' cooperative life and thinking shared by brothers and sisters, so that their character is more of an exclusive thought.

In the era of China's economic take-off, they entered the society with "new temperament different from their parents, anti traditional lifestyles, working methods and values".

There are too many unstable factors in their character. They can not focus on their work continuously. Some people even think that only by constantly changing jobs can they reflect their value.

They prefer to be unemployed and unwilling to tolerate their value being ignored; they advocate participation rather than obedience to instillation and command; they pursue ideals, but ideals are quite different from the traditional Chinese culture.

Second, most managers do not really master the management methods and management methods of 80 and 90 after management.

Throughout the history of Chinese and foreign management classics, most of them were written before 1980s. No matter western management or Oriental management, almost all of them were produced before the Internet age.

It can be concluded that most of the original management methods, management science and management techniques are outdated and are no longer effective because any science has timeliness.

Therefore, managers should not only face the experience of the 80s with their knowledge and management methods and their own experience, but rather keep pace with the times in management ideas, management concepts and management methods, and not be able to use new wine in old bottles.

Management, whether it is science, art or practice, must be different in time and space, but also because of the object of management --- people and things.

Therefore, managers can not read a book in an old way.

In addition, most Chinese managers have the idea of "official standard", and think that management is to manage their subordinates.

The practice of modern management tells us that management should be the combination of service and control. Managers should be teachers and coaches as well as colleagues and partners. Therefore, managers should abandon the traditional idea of "official standard".

Starting from colleagues and partners, and then to teachers and coaches, let them feel that you can not only worry and think about them, but also feel that it is fun to be with you.

The post-80s employees have strong self-esteem, and a touch can lead to rigid relationships or even severance.

Therefore, managers should establish an equal mentality and change the commanding leadership style at high level. They can use the method of consultation to solve problems and assign tasks.

We should break the rank and taste of the upper and lower levels and create a corporate culture atmosphere of respect, equality, lenience, tolerance and democracy.

Third, managers should throw aside their stereotypes about post-80s and post-90s.

For example, they are self respecting, unable to endure hardship, high in their ability, utopian and poor in cooperation.

More can not label them, opening up and saying that 80 after all are garbage, can not see the generation of hope and so on, hurting people's self-esteem and so on.

In fact, every era has elite and outstanding talents. The key is whether we can read them, treat them well, guide them and grow them.

I remember the 80s when the reform was just opened. After 60 of the younger generation, they wore bell bottoms, bat shirts, long hair and moustache. People born in 30 and 40s saw them like this. They also said that this is the collapse generation.

Facts have proved that they are not the fallen generation, and many are the pillars of the country.

Prejudice is a generation gap. Prejudice is misunderstandings. Prejudice is also harmful to people.

Fourth, managers should be more involved and Post 80's activities.

Understand them in activities, integrate them into activities, guide them in activities, educate them, and achieve their goal of managing them.

For example, a manager told me that he said every time he talked with the post-80s, the young people of the post-80s asked him if he had QQ and asked if he would go to Q. But the manager didn't know what QQ was, but he thought it was a cell phone.

This is a funny thing. Do you think this manager can understand the post-80s? Can you manage the post-80s? This is like the official manager who circulated on the Internet. I think micro-blog is also the way to chat with QQ. As a result, the women's subordinates are going to open chat and talk to the Internet. Can you tell a joke?

In the end, managers should take the initiative and take the initiative. Initiative means that managers' minds do not always feel "difficult to manage and manage difficult". Instead, they should ask themselves why they will not manage them. Why is it difficult for them to manage themselves? This is the problem of thinking, and it is also the mindset that we often talk about.

For this reason, we must strive to find the reason when facing "difficult management and management difficulties", instead of blaming others for obedience and obedience.

What our traditional culture teaches us is the lack of such an inquisitive spirit and the lack of a scientific spirit and scientific method to find out the causes.

To sum up, I think that after 80 and 90 is not difficult to manage, but we have not really grasped the methods and means of managing them. So I said, "there are no staff who are not good at management, but only those who are not able to control them."