80, The New Blood Brought To The Old Snail After 90

From time to time to see a lot of criticism, complaints, accusations: "80, 90, difficult to manage"!

These employees who go into the third to four are often subject to the comments. Is the only child in these years really a headache in management?

In fact, don't complain about criticizing these young people.

It is better to evaluate yourself. Is your management level and mode too low, too slow or too old?

Otherwise, your personal development is too slow. Your management and business management have not changed with the times. Therefore, your boss should make a good assessment of you and whether you are competent.

How did you grow up?

How do your parents and teachers teach you?

What are the circumstances of market, economy, life, technology, information and so on in those years?

And now?

If you have the knowledge, thinking and idea of scientific management system with time, you should be very clear that according to the management system, no matter what the enterprise is, regardless of the domestic and foreign enterprises, your management system should regularly and regularly carry out the minimum annual systematic management review, so as to update the strategy to ensure that it is suitable for the current market situation.

In the correct completion of the review, you should have found that the business environment of your enterprise at the present stage, the external market economy, the internal operation resources, the employees, have been constantly updated every year.

These new productive forces, they have different growth process, educational background and content, ever-changing network contacts, new technology and equipment, personal thinking concept, impact and ambition, and the age when you and I grow up are changing dramatically.

It seems that some people joked: "eating sweet potatoes, eating rice grain PK grew up eating hamburgers, do you think that the same thinking?"

But your management system, mode, speed include those who are still living with Chinese characteristics, with Chinese characteristics, as well as managers. You can manage hamburgers with the idea of eating sweet potatoes. If you can manage these 80 and 90 after, let them obey your management mode, that's a great miracle.

To put it simply, if you make a quick management review with a correct, universal and multinational management system, you will soon understand why your management mode has been sent to the museum long ago.

First, clarify job responsibilities and job requirements: typical domestic enterprise management is running around the boss.

Job responsibilities, job requirements are not clear, boss said, senior or long working age has the final say.

Unfortunately, it is now 80, 90, but this does not buy it!

They want to have a clear understanding of what their demands, what they need to accomplish and what level they need to achieve.

They also want to have their own "space", a personal working mode, and hope that they have the right to decide how to finish their work or even stay, rather than the privilege of "doing what I say, not doing what I do".

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Two, knowledge traceability: 80, after 90, is pursuing knowledge, leadership, management ability of leadership, not blindly follow.

They aspire to follow knowledgeable leaders and have the opportunity to guide learning knowledge.

What advanced ideas do you provide for managing them?

What they want is the management of frame thinking rather than the fixed process of death plates. They are not interested in the old management, habits and knowledge of your business, which are blocking secrets, showing off their posture or showing rank -- the leader of "position" habits.

Three, trust, trust and trust: most of the enterprises and bosses with Chinese characteristics continue to be nurtured by this characteristic environment. Most of you still insist that you will not want to have the sense of superiority in your position and take the management of power.

Do you delegate authority?

Do you trust them?

Do you manage these 80 or 90 after people?

Are you open and happy to treat them and their mindset?

Do you listen to their voices?

How much do you do in management when it comes to their business as a family?

How much do you give them the right to speak and participate?

How can you trust without authorization?

How can you earn respect?

Four, open and fair and equal: you are accustomed to and deeply love the old age, rank, talk about the length of service bureaucracy management mode, which 80, 90 will really obey your management?

You and I are all working, probably including the general manager, and also working for the shareholders. So why can't it be on an equal footing?

Five.

80, after 90, they all have strong ideas and thinking. They all hope that they can have a learning, training and guidance leading environment, and acquire knowledge, skills and management training in their posts. However, your existing domestic management will not consider the systematic training needs of staff career development.

Too much is selfishness and insecurity, so often die with information knowledge to egoism, master teach disciples to retain the typical management.

There are too few people who really want to teach or have genuine material to teach the next generation.

So domestic management depends on power and leadership, rather than relying on skills. How can employees respect and convince them?

In every 10 years, information can be updated and eliminated. How can you provide training, update management knowledge and who are interested in your old and snail shell management?

Six, open communication and consultation: open and fair communication, universal network communication is an irresistible momentum.

Sigh your management mode, still stay in 70, 80s face to face instruction, communication, written communication.

Network information, web conferencing, e-mail, micro-blog, short message, MSN, SKYPE, e-book, blog, cloud computing, virtual space, where search engines can provide almost any information or even management knowledge. This series of communication and connection modes in twenty-first Century, most of your management system will not be used. Maybe IT is not understood. How to manage these 80, 90 days, every day can not be separated from the beauty of the network beauty?

Seven, instant communication speed: whether you like it or not, when the Internet is flooded, the time of micro-blog, email and SMS is not controlled and restricted by anyone.

Your management is still stuck in the snail shell, old car management, slow communication of snail speed, little contact with the outside world, or the privacy restriction of the US name, such a management thinking mode, working mode and communication channels, how to face the pient challenges and requirements of the 80 and 90 leap?

Eight, open consultative decisions: do you give them the opportunity to discuss and negotiate the communication and leadership direction after 80 and 90?

Typical management models in China, sad to say, will there be places and platforms for them to participate, speak, advise and advise?

Why do they look down on you?

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Nine, action and process: 80, the growth of post-90s, all aspire, hope to be able to foreign enterprises or multinational companies gilding, learning.

You and I both know why.

Domestic enterprises are reporting on layers, layers of instructions, layers of "skinning" and layers of bureaucracy management, plus snails' action and process management speed, who are impatient and accustomed to the speed of 80 and 90, who will be patient and wait until you see clearly when the boss's face is good when communicating, reporting, deciding and acting?

Or do I have to wait until the boss is in a good mood?

Ten, open and fair assessment: is your management typical of gangs and princes?

A performance appraisal system that flatters, cares for old people, relies on old people, and does not rely on solid work performance.

Plus, you don't have a clear job responsibility, so there is no standard of assessment. How can the employees who are rushing to run four get convinced and balanced?

Eleven, enterprise development and prospect expectations: because of your backward management mode, it is impossible to evaluate the economic outlook and market environment of enterprises in a timely and regular manner in an effective and efficient way. It is impossible to update the development strategy and direction of enterprises in a timely manner. Of course, it is impossible to assess the risks and risks faced by enterprises. The management of enterprises can not advance with time. These 80 and 90 may be more aware of the prospects of market economy than you are. What are your plans for that?

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Twelve, personal development space and mindset guidance: same, because you do not have clear business prospects and strategic development risk assessment diagnosis, the business prospects may be unknown to you. How do you create incentives for them after 80 and 90, and provide them with space for development and a platform to stretch their feet?

Where do they give them opportunities for achievement and happiness?

Who would like to accompany an enterprise that can not see or not know tomorrow?

Thirteen, the personal opinion center trend: most of the typical domestic management mechanism enterprises, in addition to not regularly regular review, assessment of risks and strategies, of course, will not be employees, or, 80, 90 after these age groups of employees, their thinking mode of work requirements, when the strategic point, their impact on the operation of the company "hazards, risk" assessment, so as to update management methods, models, channels.

It is also necessary to further define different job responsibilities, powers and powers, provide appropriate training and guidance, implement appropriate network communication methods, create a fair and just and traceable standard assessment mechanism, guide them to understand and self study risk assessment, create goals that complement each other and complement each other, and accomplish feasible management plans for specific individuals and enterprises so as to meet the strong and strong 80 and 90s of these individuals' hearts and achieve win-win results. If not, how can you create effective guidance and management?

Fourteen.

And risk: now the network, like I have six or seventy network channels, every day, endless recruitment of candidates for cooperation opportunities, your existing management mechanism, how to face these 80, 90 after the network master, roaming in the virtual ubiquitous employment challenges, are you ready?

Job hopping and the rapid turnover of employees will be the usual pattern. What are your countermeasures?