Middle Management: How To Use People And Know People

Although some employees have a skill, if there is a fatal weakness in one aspect, it will be possible to sabotage events.

Therefore, when the middle level is employed, we must polish our eyes to see which people should use and who should not use it.

It is unavoidable for the middle class psychology to bring up personnel. Because of their eagerness to seek talents, once they find someone has a skill, they will not go deep into the task of assuming responsibility, which leads to the reusing of some unsuitable people, resulting in a bad situation.

Although some employees have a skill, if there is a fatal weakness in one aspect, it will be possible to sabotage events.

Therefore, when the middle level is employed, we must polish our eyes to see which people should use and who should not use it.

From daily experience, it is concluded that the following kinds of people should not be reused and the middle level must be clear.

It is impossible to say that there is no selfishness in the common people. There is no selfish state at all. Only the saints can achieve it. Most people can not achieve it. But too much selfishness is undesirable.

When a person is too selfish or too much, he becomes a bad psychology. Once he has such bad psychology, he will probably make selfish, selfish, selfish, misleading or illegal behavior. He may become a villain, a villain or a sinner.

In other words, those who are too selfish will always eat their own evil.

There is such a story: in a celebration, the head of the village should donate a bottle of wine to each family, and pour it into a large barrel, and soon it will be filled with a large barrel of wine.

The village chief poured the wine into everyone's cup. When everyone drank it away, he found that all he drank was water.

It turned out that everyone thought that a bottle of water would not be detected in so many wine, so that wine became water.

What a naked example! As a middle-level leader, people must never be selfish when they are employed, because the success of a team needs to be integrated. If a person uses himself for selfish purposes, he may destroy the whole team's results.

Two, jealousy is strong.

On the positive side, jealousy is a normal expression. Sometimes this jealousy can be directly pformed into a driving force for progress.

But in a negative way, jealousy is too strong for people to resentment. They will feel that others are the biggest obstacle to their progress, so that they may do something radical.

Such employees are not conducive to team unity and affect overall performance, so the middle level can not be reused.

The following categories of employees are also not to be reused: those who are willing to act, those who pretend to be ignorant, those who are complaining, who are complaining, who are disloyal, who fall with the wind, who are good at winning, who are vain.

This kind of employee always "looks high on the mountain", always seeks for a better and higher position outside, and exerts pressure on the company currently in place so that the leadership of the company can give them the opportunity to increase or increase their wages.

In general, such deception is usually successful, especially when some enterprises happen to be competitors of the original company employed by such speculators.

Four. Employees who never make mistakes

As a middle class, you can allow your subordinates to make mistakes, but if you bump into employees who never make mistakes, you should wake up.

The obvious characteristic of such employees is "stable and stable". This kind of employees can win the good impression of leaders and colleagues in a short time, but the disadvantage is that they have lost their strength and will not be particularly motivated and responsible.

Five. Employees who often make the same mistake.

As the saying goes, "eat a cut, Naga Ichi."

The same mistake repeated many times is repeated indifference and knowingly committed.

There is no one who does not make mistakes, but the employees who often commit the same mistake are unforgivable.

Such employees never consider whether it is the same factor that will cause him to repeat his mistakes again.

As a result, these employees will become more and more backward and lazier. Therefore, the middle-level leaders must not be able to reuse employees who often make the same mistake.

Xiao Pang has worked as a Secretary for three years in the company. She usually performs well, and her boss, Zhang Chang, is also very satisfied. Only one thing makes Zhang Chang have a headache: Xiao Pang does not work seriously, always makes the same mistake, and when Zhang general points out, he still does not admit it.

During this period, there was a quota for promotion. Originally, the assistant of the chief executive resigned, and he needed to find a suitable person from the company to be an assistant.

Originally, the department manager wanted to recommend Xiao Pang, after all, she worked in the company for a short time.

One day, when the manager was trying to find Xiao Pang to go to the office to talk about it, Xiao Pang just came over, holding a document requiring general examination.

Zhang took a look. The English word on it was wrong again. It was exactly the same as the last two mistakes.

Zhang Zhang, who held his anger, said, "little Pang, this word is not the first time wrong. Why do you always make mistakes in the same place?"

Xiao Pang not only did not realize his carelessness, but said it was only a small mistake. Why should he care too much and do not affect the whole meaning?

In this way, Xiao Pang lost a chance of promotion.

Because Zhang always feels that he is absolutely unable to meet the demands of the boss for his hard work.

For the same mistake, it can be justified to commit two or more crimes, but if it is committed again and again, it is unforgivable.

You know, a recidivism will become unrepentant.

Therefore, the middle level leaders must distinguish clearly when employing.

Six, the armchair staff

This kind of employee seems to have the wisdom of planning and success, smart and intelligent, but he has poor judgement of things and will not act on his own initiative.

Moreover, they are very easy to deny others' opinions, abilities and achievements. Once they are faced with large and complex tasks, they will be "show their true colours".

Therefore, the middle level leaders should not give them important things and important things to them.

Seven. Staff who love to report small reports.

Such employees like to do small tricks inside the company, like to inquire about internal affairs, and then win the trust and appreciation of leaders in the form of "whistle blowing".

In order to show their loyalty, they never forget to show their ability to see things, listen to each other and even catch up with others.

If you are an excellent middle class, you must not reuse such employees, because such employees are not very strong at work, and if they are entrusted with heavy responsibilities, how can they ensure that they do not tell their superiors to you or disclose secrets to other companies? Therefore, they must not be reused.

In short, for middle-level leaders, we must have a good grasp of which people are available and which people are not available.

Only in this way can we make use of the right people, let the team and enterprises develop steadily and win.