Middle Management Resolutely Eliminated Mediocrity.

As a middle level, when consciousness Too many staff and overstaffed bodies often fail to find the right person to do so when some of them are busy doing nothing. Otherwise, in the long run, the enthusiasm of the staff will be wasted and the competent people will not be able to enter, thus making the enterprise become a "stagnant water".

For middle-level leaders, we must not take care of the psychology of mediocrity or blindly follow the example of "raising soldiers for thousands of days and employing soldiers for a while", because an enterprise can not afford idlers. Sometimes, it is better to leave an elite class than a group of common people. Therefore, as the middle level, we should never be soft in the elimination.

When Zhao Minggang took up the post of finance manager, he found that there were many problems in his department: a small company with 6 people in his "spare time", one of the financial departments under his own jurisdiction. What's more, among these 6 people, there are both assistant managers and assistant managers, as well as office directors and accounting supervisors.

Later, Zhao Ming carried out a drastic reform: after asking for his superiors, he kept only three employees and no longer had title.

As a matter of fact, every enterprise will have 10% employees with low performance or obviously unsuitable employees. As a middle level, how to adopt a reasonable elimination method can not only cause enterprises to "lose weight" but also cause dissatisfaction or even disputes between employers and employees, which requires some strategies.

First, do not hurt their self-esteem.

When you are determined to quit your employees, you only make an appraisal of their poor performance, but do not comment on their character and conduct. At the same time, we should try to inform the employees that they are not competent or have problems, but they are not suitable for the work provided by the company at present.

　 Two, do not sell the whole thing. negative

Maybe the employee's performance is not good, but his internal interpersonal relationship is very good. Maybe his ability of expression is not good, but he can write a good copywriting plan. Maybe he is not doing enough in the current company, but he can do very well in other companies. In short, we must not deny employees completely. Otherwise, they are unfair to their employees, and they are also not humanized to leave management. Therefore, we should reserve the self-confidence of the employees who are eliminated, so that they can maintain a better professional attitude when they leave.

　 Three, we must teach. And punish

It is essential to quit employees without distinction, but when they are incompetent and underperform, and fail to meet the requirements of post and company after criticism education or job training or post adjustment, they can be eliminated. Moreover, it is necessary to remind that the middle level leaders must have evidence to prove that the employees are not eligible for employment. For example, collect staff's performance appraisal data and so on, so as to enable employees to accept this fact, so as not to cause excesses.

Middle level leaders bear the main responsibility in the process of eliminating employees, because only when you are the top boss can you have a better say in the performance of employees. However, employees must not be brought directly to the HR department to ask the human resources department to persuade employees to quit.

　　 Four, make up for the spirit and material properly. loss

As a subordinate of their own, to win some spiritual and material benefits for them can not break the relationship, but also maintain the image of the company. If possible, the introduction of new job opportunities for the rejected employees will be appreciated.

　 Five, pay attention to wording and tone.

When the middle level leaders conduct interviews with employees, they should not take a commanding attitude. Let alone treat them with a thousand miles away. After all, they spent the same time together. Attention should be paid to the tone of speech, usage, management and methods. At the same time, there should be no body language or facial language that causes misunderstanding, so as to avoid unnecessary intensification of contradictions.

　 Six, the elimination of noodles should be moderate.

If a company has too many idle people, it will not only fail to arouse the enthusiasm of the staff, but also affect the motivated employees. If you leave only a key employee, the loss will not be too great. If you leave a large number of employees, you will lose a lot. Therefore, when the middle level is eliminated, the elimination should not be too large.

However, when employees are eliminated, after all, they are different from those who are at work. Therefore, the middle-level leaders should pay attention to some skills when dealing with this thorny issue.

　 1. flexible response

If employees with more opinions are unwilling to quit, explain why they are eliminated, but avoid personal attacks. In order to win his cooperation, we should try to meet the requirements of the other party, such as issuing the corresponding proof of departure for the employee, so that the staff can handle the resignation procedures accordingly.

　 2. positive counseling

The middle level should try to dredge the employees who have been eliminated and encourage the other side to turn frustration into opportunities so that the other side can step out of the shadow of defeat and setback as soon as possible and invest in the new job.

Finally, the middle level must first communicate well with the employees who have been eliminated, and on the other hand, tell the human resources department to do well the ideological work and resettlement of the employees, so that the elimination of management will not appear to be too unprepared for the extreme situation.