Managers' Ability Level Is The Key.

　　 Controller We should be good at knowing and employing people, have noble personality charisma, be good at creating a good working atmosphere, and become a spiritual leader who has the recognition and admiration of the staff to have the ability and level of leading the team to obtain work achievements. This is very important for continuously improving the work enthusiasm of the staff.

First of all, there is a noble personality charm. A good manager must be able to make decisions. Creative ability And resilience, including self-knowledge and self-confidence, will and courage, tolerance and patience, openness and pursuit of wisdom and mind, work hard, low profile, set an example, and have potential training and guidance for employees. It is necessary to guide, support and help employees to achieve the goal of caring for employees and developing their employees. Life value 。

Second, we are good at knowing people and employing people. Managers are not omnipotent, can not personally do everything for themselves, but are good at putting the right people in the right place, by properly empower and grasp the key, not only allow employees to work independently, but also timely guide and maintain the right direction. Specifically, it is to clarify the work content, the responsible person and the completion time in order to avoid the responsibility shift between employees. At the same time, we should always pay attention to the implementation and progress of the staff, give timely help to the staff's problems and difficulties in their work, and arouse their enthusiasm for work.

Third, be good at creating a good working atmosphere. Sincere and equal internal communication is the basis for creating a harmonious working atmosphere. Therefore, on the one hand, managers should be good at building communication platforms within the organization and strengthening teamwork. Job responsibilities are different from division of labor and responsibilities. Internal organizations should advocate mutual trust, mutual help and mutual respect. When employees reflect problems or make suggestions, superiors should listen with open heart, dispel doubts and dispel doubts, adopt reasonable suggestions in time, explain reasons for unreasonable suggestions, and guide employees to reach a unified understanding. On the other hand, we should treat employees objectively and fairly. The objective and fair environment will give employees a sense of trust and safety. Therefore, managers should be sensitive to the emotional state of employees, understand and meet the needs of employees, and let employees feel that their work is an indispensable part of the team, so that employees can have a sense of identity and enhance their cohesiveness.

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Let employees at every level know that their efforts will be fairly rewarded, and that you must keep your promises. But don't think these are checks and dividends. Finding what salary means to them, and other things will affect their satisfaction.

If they want to make progress, find a way to give them opportunities. If they want to have a more flexible schedule to maintain a balance between work and life, find a mutually beneficial solution.

Remember, if they have no sense of value in their sharing, or do not motivate them to provide their company with their efforts and ideas, they will continue to move forward. There are many creative ways to reward them, which is also worth your time and attention to find the most powerful way.

Create opportunities for your best employees, ask questions about the status quo, challenge traditional thinking, and don't be afraid of reprimand to provide new, crazy ideas. Employees who are motivated and tolerant and capable can naturally find better and more creative ways of doing things.

Your goal is to encourage a culture of "why not?" and then give them support to pursue their ideas. When they make mistakes occasionally, or even fail from time to time, don't hesitate to assign important tasks to your well behaved employees.

Excellent employees are smart, diligent and full of curiosity. Usually, this means they hate routine practices, and crave new and interesting things to do. They meet new challenges. Use their endless energy and use them on your strengths.

Give you talented employees to provide interesting tasks, which will have an impact on your customers and your operation. Give them the most complicated problems and challenge them to find solutions. Provide several guidelines and deadlines, but don't tell them what to do or how to do it.

Not only children need time to play, but also your employees. This may be different from pushing productivity, but the time you plan to play is healthy for your organization.

When giving them the opportunity to stay away from daily routines, your best employees can come up with clever new ideas. Encourage your best employees to establish connections with other talents in your organization, believing that good things will come from spontaneous play, tinkering and experimentation.

Remember, as a leader, employees are concerned about everything about you. The challenges you face everyday, the more long-term strategic issues, and the ways in which everything will be concerned by your organization.

Excellent employees will benefit from working with a mentor who can provide advice, career guidance, relationship and motivation. Set a good and consistent example, and your excellent staff will continue to exceed your highest expectations.

Do not know how you treat your excellent employees? Do they feel the value, satisfaction and sense of achievement in your company? If not, you should pay attention to their movements.