Tap The Potential Of Employees And Give Full Play To Their Personal Advantages

What is the right position? Actually, it is the post that can bring the advantage of employees into full play.

Good managers usually have a special ability to discover the advantages of employees and make them useful, and in the process, pform their personal expertise into actual performance.

This is doomed to be a happy ending: employees work in areas that they are good at, work well, be relaxed and relaxed, and do not even need encouragement; managers gain more respect and recognition because of knowing others, and the high efficiency and performance of the whole department.

Now let's start from the end. As a manager, how can we know the advantages of employees and how to find out the advantages of employees?

Jack Welch said, "believe it."

The potential is absolutely beyond your imagination, and as long as you dig, you will get an amazing wealth. "

For a long time, many managers are very concerned about the potential of employees, but they are generally unqualified.

Unlike the obvious advantages, potential advantages are not discovered only by observation. Managers need to provide more opportunities for employees to try and allow him to make mistakes in trying.

This includes both innovative approaches to the job and new challenges outside the job.

Of course, digging the potential of employees is not a simple single link. Managers need to motivate their employees to make new attempts, and to invest their energy and financial resources to help them develop and enlarge their potential advantages after discovering their potential.

If there is no determination and preparation, do not complain about the potential of employees.

Actually, "

"It's already a familiar term for numbness, but strangely enough, managers often feel that their employees are not good at all, or that they constantly remind their employees of the shortcomings that can never be corrected.

But in fact, if we observe from the perspective of advantage, no one will object to the conclusion that everyone is always strong, even those who seem to have the worst ability.

However, when a manager's vision is flooded with the weaknesses of his employees, he will have no vision to pay attention to the strengths of his employees, and when he wants to spare no effort to eliminate those shortcomings, he will not have the energy to think about how to give full play to the strengths of his employees.

There is a famous saying in human resources management, there is no "mediocre person", only "mediocre management".

A wise supervisor will first recognize his employees' indifference, and then discover valuable things from every ordinary employee and guide them.

Even if you are a manager who is very concerned about the strengths of employees, will they too chase the potential of mining employees and ignore their existing advantages? You know, compared with those advantages that must be developed, it is obvious that the existing advantages are more easily pformed into efficiency and performance.

Research shows that humans usually have 24 kinds of emotional gifts, which are embodied in human thinking, feelings and behaviors.

When a person has passion for a certain thing, and does it in a smooth and self-discipline way, it proves that this is his advantage.

Therefore, if managers can observe and understand employees in depth, it is not difficult to find out their advantages accurately.

For example, some people are good at expressing any boring subjects in a lively and interesting way. Some people can always premonition conflict and are good at resolving disputes. Some people always seem to be lucky enough to win the trust of others so easily.

Once an employee is found to have such ability, never let him again painfully correct his shortcomings or cultivate something.

Just use it right away.

Some people say rubbish is the wrong place baby.

It also has certain comparability in people's length.

I have to admit that because of educational bias or social prejudice, some of the commonly recognized shortcomings are actually a misjudgement or a blurred distinction between the advantages and disadvantages.

That is to say, you may usually feel that it is a weakness, but in fact it is an advantage.

For example, an employee is calculating, but from the point of view of superiority, is he just the best person to manage the warehouse? Another employee is picky. This is a good quality for a quality inspector.