The Most Important Thing In Enterprise Management Is Human Management.

< p > the most important thing in enterprise management is the management of people, that is people-centered management.

Man is the key to the success of an enterprise and the core element of the rise and fall of an enterprise.

In the crucial period of pformation, enterprises can promote employee's happiness index to a maximum extent by employing people and cultivating people in a sincere and scientific way. It can not only enhance the operational efficiency of enterprises, but also maximize the benefits of limited resources, and help enterprises to tide over difficulties in difficult times.

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< p > many managers think that enterprises are the carriers of problems. Enterprises without problems do not exist. Enterprises grow in the process of constantly asking questions, finding problems and solving problems. The development process of enterprises is the process of solving problems.

There are always some hesitant and helpless things in management. There is no end to a problem. How can we avoid problems? In fact, as long as there are people, problems can not be avoided.

Only by solving problems can we not allow these problems to continue to affect the decisions of enterprises and managers.

If dozens of problems can not be solved, it will affect the whole enterprise.

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< p > in fact, management is a knowledge and an art.

Many questions do not necessarily have a standard answer.

For example, many managers have such problems: when the enterprise is in a period of change, it is first to manage the people and satisfy the employees, then the performance of the company will naturally become better, or after the business is good, the employees will naturally be satisfied and improve their work efficiency. In fact, the two problems can be taken into account, and there is no contradiction.

In a team, no matter what strategy is adopted, there is only one goal, that is, for the healthy and positive development of enterprises.

And the improvement of corporate performance and the development of a healthy and better direction are inseparable from the work of employees. Therefore, managers must manage their employees well if they want to manage the enterprises well.

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< p > < strong > < a href= > http://sjfzxm.com/news/index_p.asp > trust > /a > /strong > /p >

< p > many methods have proved that building trust is the most important influence trait of leaders. Leaders need to establish relations with others before leading others.

Because management is also a process of communication and interaction between people.

If you want to manage well, you must establish a good relationship with employees.

It is undeniable that trust helps to cultivate interpersonal relationships, and promotes communication and exchange of ideas among team members, teams, and between employees and supervisors.

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< p > facts have proved that encouraging and training employees' participation and trust in the company helps managers understand the team's thoughts and feelings, and then more comprehensively grasp how to motivate and mobilize the enthusiasm of employees. Targeted and effective management will be more conducive to the common growth of employees and enterprises.

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< p > psychological experts say that everyone needs to be accepted and affirmed by others, and everyone has a strong desire to be noticed.

Therefore, when leaders are managing subordinates, they should not only establish trust relationships, but also carry out empathy and understanding.

Unfortunately, managers at high positions tend to weaken the ability to understand others and have the power over others to make leaders neglect individual employees.

Therefore, leaders need to continuously and consciously make efforts to place themselves in the position of subordinates, so that they can be easily accepted by employees and effectively manage their employees.

Of course, it is not easy to encourage employees and supervisors to talk about ideas and feelings by developing an atmosphere of interaction with employees.

However, this is a necessary medicine to maintain team health.

Therefore, managers should communicate with every employee as much as possible and ask them what they think of their current state and personal work.

During this period, leaders should always keep an open mind. After all, the team needs to discuss freely to deal with those tacit questions, rather than prepare a set of statements in order to talk with leaders.

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< p > it is worth mentioning that, "a href=" http://sjfzxm.com/news/index_p.asp "leadership" /a "and communication with employees, insisting on sincerity is a good way to improve their leadership effectiveness.

Studies have found that the common feature of great leaders is the ability to draw strength and wisdom in the most severe test. It stresses the ability to turn hardships into wealth and turn adversity into strength.

And the true state of human leadership is the most powerful.

The true state of leadership is guided by the heart, that is, what kind of management it wants to achieve, what kind of management effect it wants, how to maintain an open mind, and accept all kinds of new ideas.

All this shows that when leaders ask employees and staff to manage, they must first maintain a real self, say what they want and do what they want, and people are the most powerful at this time.

Management is a kind of perceptual knowledge in a sense. If we want employees to follow management, innovate, improve and pform, leaders themselves must show their leadership in this aspect, and teach by example.

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< p > < strong > motivating employees < /strong > /p >

< p > research shows that everyone has yearning for and pursuit of happy life.

In order to improve their sense of well-being, employees will try to get things that satisfy them in their work.

If you get a promotion, get a sales manager position.

Therefore, the best way to motivate employees is to meet the needs of employees through material and spiritual rewards.

If we can promote competent subordinates, let talented people play the greatest value and role in their due positions.

Of course, it depends on whether the reward system can effectively define the different performance of employees, link rewards with performance, and give the best people the chance to promote.

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< p > in addition, employees need to have a sense of belonging. When their employees are proud of being a member of the organization in their work environment, their enthusiasm will be greatly improved. If employees do not have a sense of belonging to the organization, or their work seems meaningless, or they feel lack of protection, they will not be enthusiastic about their work if they pay higher wages.

If employees get low wages or work extremely boring and their employees live on the same day, no matter how hard you try, they can not be condensed into a very close team.

And when the organization betrays them, their morale is low.

This explains why employees find it hard to get away from their department or business department because they have deep feelings for their closest colleagues.

On the other hand, if employees can have a sense of belonging to the whole enterprise, they will feel attached to the group, and sometimes they will be more concerned about the organization rather than the small group they are in.

Therefore, if an enterprise wants to retain employees and enable them to have a sense of belonging, they must focus on fostering strong friendship among colleagues and building a culture that promotes teamwork, collaboration, openness and friendship.

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< p > for a rewarding job and career, even hard work is also a blessing.

Practice has proved that everyone is eager to understand everything in the world, and put forward various theories from science, religion and culture to explain all kinds of things, and put forward reasonable actions and countermeasures.

When things seem meaningless, we feel frustrated; and the challenge of finding answers to questions often fills us with passion.

In the working environment, it is precisely because of the driving force of "understanding" that employees are eager to make meaningful contributions.

They are encouraged when the work done by their employees is challenging and can enable them to grow and learn.

And when their work seems worthless or hopeless, their morale will be low.

Employees who feel unable to perform their abilities often leave the company and seek new challenges elsewhere.

Therefore, in order to meet the needs of the staff, the enterprise should pay attention to designing meaningful, fun and challenging positions, and encourage employees to think about the development and trajectory of the enterprise in a broader perspective, and think about how to contribute to colleagues, customers and consumers.

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< p > appropriate incentives can also satisfy employees' desire for honor and make him happy at work.

It is easy to see that happy people are the most efficient employees in the workplace.

Therefore, making employees happy is not only the responsibility of enterprises, but also the inevitable demand and prerequisite for the development of enterprises.

The essence of enterprise development is the development of employees, that is, constantly satisfying the needs of employees, stimulating employees to realize their own value, giving full play to their potential and making employees the main body and motive force of enterprise development.

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P, of course, there are also internal and external adverse environment and sustainability, as well as the impact of market competition. The mode of motivating employees to meet their needs is often interrupted or disturbed.

Especially for enterprises facing pressure of survival, it is difficult to maintain various incentives for employees.

Therefore, the continuous attention, understanding and motivation of employees need persistence and courage.

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< p > < strong > case < /strong > < /p >.

< p > store management focuses on "human" management < /p >.

< p > Barbara brand store manager, Qian Zhi < /p >

< p > with the pformation of the channel, Barbara has more and more 200 square meters of shops, and is spreading all over the country.

As a manager of a large shop, not only to complete the established sales tasks, but also to learn to manage their own teams and work as a whole.

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< p > last November, I joined Barbara and accepted the management of a big shop, Zhonghua Road, Wuhan.

Barbara is one of the most important shops in Wuhan's prosperous business circle. Its business area expanded to 600 square meters last year.

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< p > when I first arrived in the big shop, I found some colleagues had negative emotions. They felt that they paid much for their work in the big shop, but the salaries they received were just as unbalanced as those in ordinary stores.

In view of this situation, I did not lay my head on the business, but began to do the ideological work of the staff and guide and sort out their mindset.

I communicate with them one by one and tell them that the store provides a broader platform for personal growth of employees, helping them to analyze their strengths and make recommendations for their growth.

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< p > < strong > > my second step to the big shop is to change the display of the shop, especially the maintenance of the daily display.

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< p > I find that the sales performance of the store has always been improved very quickly after the season has just been completed, but in the middle of the season, sales are decreasing due to lack of maintenance.

So I organized a basic guidance for display, set up a special division, and supervised the display of shops.

In this way, I spent two months to guide and mobilize the enthusiasm of the staff, solve the problems of display, and quickly enhance the overall image of the shop, the enthusiasm of the staff is high, the execution is enhanced, and sales performance has been improved.

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< p > now, there are two excellent display officers in the China road. They can even assist companies to guide other stores' display. The VIP Commissioner in the store has launched the first sales guide for 4 consecutive months, so as to create full-time posts for every employee and enhance their sense of achievement.

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< p > I think the shop is a basin of water, and only if every molecule of this basin is fully operated can the water be "alive".

Therefore, I put more responsibility on the role of coordination and training. As long as the company has any training on VIP management, goods and display, it will arrange for them to attend the lecture, and realize their business growth by constantly improving their professional ability.

In addition, I conduct regular assessments of the areas in which each employee is responsible, follow up their work at any time, set up a reward and punishment system, and encourage them to devote more effort to their work.

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