Training The 90% Guide After Singing A Different Tune

case

Hong Yu, a shopkeeper, joined the company after graduation. He never understood anything.

The clerk began to grow into a senior shop manager after several years of experience.

Her growth experience is an example for everyone to learn. Similarly, she is proud of her growing experience. She often teaches herself as a case, and educating these 85 or even 90 girls must go forward.

Ah May has just finished cleaning the shop and has no customers. Two people have gathered together and started to talk about the popular Qing Dynasty wearing Shaoxing opera. When they are in high spirits, Hongyu has come. "You two are going to be a TV drama or a star. When do you want to talk about work?" May May disagrees. She raises her head and bumps into the road. "Now that she has just gone to work, she has finished her work, and the customers haven't come. What's the matter with her?" this is not, early in the morning, the beauty in the shop Alice

"Your young people really don't have any pressure," he said.

Alice and ah May looked at each other for a while, and joined the chorus: "think of that..."

After that, the two of them turned their eyes and turned away, and then they dropped a bunch of words: "we are selling, why do we have to be lethargic at work, so long as we do not delay work?"

"That is, she listens to her chattering all the time, and is more annoyed than my mother."

The remaining Hongyu was staring at it.

Analysis

With the passage of time, more and more post-90s have begun to enter the workplace.

Now, after 90, it has taken up a considerable amount.

The so-called post-90s Internet has been evaluated by them.

The post-90s young people have brought fresh air and energy to the workplace, but their unique personality has also been criticized.

As a post-90's boss, how to get along with these young people and communicate with each other? How can we make use of the characteristics of post-90s employees to cultivate them?

In fact, as employees, the "post-90s" also have some good advantages, which are not without merit.

They are very willing to accept new tasks, and are willing to contribute their opinions. They feel that they are grown up, especially those who rely on old managers. They feel that no one has taught them their power.

They have distinct personality and cutting-edge values. They may be energetic employees, perhaps the backbone of hope. Their subversive anti traditional ideas are attacking the existing management methods.

It has been described by the three generation of employees: 70 employees are "back to back", they are now the main force of the society, they are facing the pressure of family support, housing and promotion, and have strong sense of professional anxiety; the post-80 employees are "face to face", they are happy oriented, and they are doing new things that they like to do. They love traveling, gathering, consumption and self actualization. Most of them are the only child and the Pearl of the family. Most of them are exposed to computers and addicted to the Internet in the process of growing up. Most of them have their own unique personality, strong self-confidence and innovative thinking. Most of them think their parents and superiors are old-fashioned and out dated. Internet Network

If the generation after 80 generations concentrates on the only child's independence and self characteristics, then the post-90s employees can use "publicity" to describe them.

The post-90s are more innovative ideas, can bring a lot of new ideas and vitality for the enterprise, even when entering the workplace will be a bit unruly at the beginning, but as time goes on, the edges and corners of those characters will gradually be smoothed out.

Tagged generation after generation is not so difficult to manage as people imagine. After 90, the vitality and benefits brought to enterprises are much more than that of trouble. Moreover, daring to speak and speak is also a positive expression of work.

A little trick

There is also a positive side to every personality. We should be good at guiding and utilizing it.

Then, when dealing with the post-90s employees, we first need to understand the psychology of "cooked ducks and hard mouths". If we encounter the problem of stalemate between both sides, if the price of failure is acceptable, let her try it.

But the loss of failure must not exceed what you can control.

Sometimes we can use reverse psychology to guide shopping in our own mistakes.

Strong personality, likes to sing a tune of 90 after the heart dissatisfied with the mouth when it is already very good.

Don't talk about the matter, and strike the theoretical foundation of the other's heart.

In addition, the new generation of shopping guide with distinctive personality should also be aware of its strong and weak inner appearance.

"Listening" is the only prescription for resolving emotions. When necessary, we can "soften our strength".

A good attitude, learn to recognize the advantages of each employee.

Put down your body, communicate with your employees, walk into the hearts of employees after 80 and 90, and understand their needs and goals.

Playing is a great hobby after 90, but at the same time, the post-90s often grasp the latest information, the most popular things and the most fashionable trends.

Approaching 90, you will find that you will never lag behind.

Kit two: teach by example, set an example.

The real teacher should be a teacher, even if it is to teach the staff to have the goal and the pursuit. First, the shop manager should be a person with a goal and a pursuit, not to be willing to be in the present situation. The store should always be a tense competition atmosphere and a positive atmosphere, and use his own body to infect and guide the staff, but do not need to lie on the work to show off.

Because they will not think how valuable your experience is, if you can convince him with the ability to influence him with charm, without you, he will admire you for all your reasons.

Kit three: practical help, not preaching.

Developing staff training programs, helping employees to enhance their specific aspects, is a real lesson to their employees' practical experience and skills rather than mere sermon.

I believe the staff will be very grateful to her.

When criticizing the 90's, speaking is also a skill, and a good word does not have to be unpleasant, because an inappropriate sentence can lead to suspicion or even resignation of your ability.

This is not to tell you that we can tolerate mistakes, but to give more space and opportunities to the generation of employees. We should give detailed guidance to the work process, and we should also tell them that the results are equally important.

Positively affirming its progress, pointing out shortcomings and encouraging the future, the post-90s employees will burst into greater potentials.

Four: encourage and inspire every moment, and arouse enthusiasm for work.

After 90, work is not not invested, many times, they have a lot of ideas about work and the company, but those negative and negative ideas are generally not going to speak out, so this time managers need to listen to them voluntarily, and guide them with emotion and reason.

The post-90s generation is a relatively independent generation. If they can not understand the real inner world after 90, they will not really understand your intentions, and their execution will be different.

Moreover, the employees of post-90's are not afraid of the difficulty of their work, and they are afraid that their work will be dull, boring and boring.

Of course, it is very necessary to fully train and call for on-site guidance before letting the post-90s employees work independently.

Learn to encourage and motivate employees at all times, stimulate their enthusiasm for work and enable them to find a sense of accomplishment in their work.

Willing to give it all.

Five: organize the team activities of the store and train the team consciousness of the store.