Five common principles of efficient product managers

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Tool A: Star principles for recruitment interviews

Recruitment interview is an important part of the manager's work. Every successful manager must have superb recruitment interview skills to recruit the right person to the work team, enable appropriate people to create high performance for employees in the right positions.

The so-called star principle is the combination of the first letters of situation, task, action, and result.

When interviewing candidates, you may wish to try the star principle.

The star principle is to talk about substantive content during the interview.Program, Any valid interview must follow this procedure.

When talking with a candidate, first understand the background of the candidate, and learn as much as possible about the operating and management status of his previous company, the characteristics of the industry, and the market conditions of the industry, that is, the so-called background check (situation), and then focuses on understanding the specific tasks of the employee and how each task is done, what actions are taken and what results are taken ).

By taking these four steps, you can basically control the entire interview process, use strategic conversations to determine the job experience and knowledge and skills of the candidates, and recruit more suitable talents.

The SATR principle is a good recruitment and interview tool for managers, which contains a lot of detailed skills. Managers should constantly explore and improve their application ability in recruitment.

Tool B: 6w1h principle with clear responsibilities

Clear responsibilities are the basic principles for management. Any management begins with a management position. The basic requirement is clear responsibilities and clear rights and responsibilities.

However, in actual management, unclear responsibilities and unclear rights and responsibilities still exist in large numbers. As an efficient manager, employees must think deeply and effectively solve this problem, so that they can clearly define their responsibilities and seek political advice, learn to be responsible and manage yourself to free managers from busy transactional work.

To make the employee's job description more accurate and clear, the manager must review the 6w1h principle.

The so-called 6w1h is:

1. Who is responsible for the work?

2. For whom-who is the service and reporting target?

3. Why-why?

4. What-What is work?

5. Where-where is the job?

6. When-working time period?

7. How-methods and programs used to complete the work?

Only by answering these questions one by one can employees be more clear about their work, be more willing to take responsibility, be more responsible, and be continuously trained and improved at work. Then, you can take more time to think more about the planning and development issues, take the initiative of the job, and make the future work more forward-looking.

Tool C: Smart principle of target management

Target Management is a good way to make the manager's work more passive and take the initiative. The implementation of target management is not only helpful for employees to work more clearly and efficiently, it also sets goals and assessment standards for future performance appraisal, making the appraisal more scientific and standardized, and ensuring the openness, fairness and impartiality of the appraisal. After all, you cannot assess employees if you have no goals.

Setting goals seems a simple task. Everyone has had the experience of setting goals. However, if you go up to the technical level, the manager must learn and master the SMART principles.

The so-called smart principle is:

1. The target must be specific );

2. The target must be measurable (measurable );

3. The target must be achievable (attainable );

4. The target must be relevant );

5. The target must have a clear deadline (time-based );

Both team goals and employee performance goals must comply with the above principles. The five principles are indispensable.

The formulation process is also the process of increasing your capabilities. Managers must work with their employees to continuously develop high-performance goals and improve their performance capabilities.

Tool D: PDCA Principles for Effective Management

This is a principle of product quality control, but it can not only control the process of product quality management, but also effectively control the quality of work and management.

PDCA is the initial combination of plan, do, check, and adjustment.

No matter which task is inseparable from the PDCA cycle, each task needs to go through four stages: planning, execution plan, inspection plan, adjustment of the Plan, and continuous improvement.

This is a tool for managers to effectively control the management process and quality of work. By using PDCA, you can develop your management in a virtuous circle. By implementing and using it skillfully, the Manager will be able to continuously improve efficiency and control your work more effectively, to achieve greater success.

Tool E: mkash principle for manager professionalism

Modern management requires managers to be professional. People do not trust you simply because of a letter of commitment, but are more willing to maintain your authority and accept your leadership. Only by making your performance more professional can you continuously improve management efficiency, create excellent management teams, and create a team culture with high management performance.

Modern managers must be professional and efficient managers.

The so-called mkash principle is:

1. Motivation: motivation is like the axis of an automobile wheel. It is at the core. The size and strength of motivation determine the running speed and status of the wheel.

Motivation influenced by a positive attitude accelerates the running of the wheel to accelerate the manager's success. On the contrary, motivation influenced by a negative attitude is not only detrimental to the manager's growth, on the contrary, it may cause great damage.

Therefore, you must correctly understand the incentive effect of positive motivation on success, constantly adjust your mentality, face your work and challenges with positive motivation, and constantly inspire and surpass yourself, achieve the goal and vision under the guidance of positive motives

2. Knowledge: Managers in the era of knowledge economy must first possess the professional knowledge of the job and be more professional than their employees. professionalism must be based on professionalism and background.

To do any job, you must first have the professional knowledge to deal with the job. To do well, you must have other relevant knowledge to form a complete knowledge system, support the development and expansion of work.

Only by constantly acquiring professional knowledge can managers become professional and be recognized continuously in the fierce competition, so as to gain more opportunities for development.

3. Skill: skills are necessary for managers to carry out their work.

Only knowledge and no skills are required. If a manager does not have the communication skills, how can he communicate with others, how can he do his work, no interpersonal skills, how can he cooperate with his colleagues, and how can he establish a harmonious interpersonal relationship with his subordinates?

Skill Training should be raised to the same level as knowledge, with a high degree of attention, and knowledge should be constantly transformed into skills and abilities.

4. Action: Do you have good motivation, professional knowledge, and skilled skills? Obviously not enough.

A high-performance manager must also be able to perform fast operations and have strong execution capabilities. Some people are excellent in all aspects, have a high level of knowledge and have a strong ability, but they cannot do a good job, because they lack the ability to act.

"Quick planning and action should be a kind of cultivation," says Tom Peters ". To become a professional talent, you must get rid of hesitation, take actions seriously, and use actions to prove everything, constantly improve your execution.

5. Habits: habits determine fate. This sentence is no exaggeration. Good habits give people a good impression and feeling, and can help you succeed to a great extent.

Professional talents must have good habits. Both life and work should always pay attention to their habits, get rid of bad habits, and develop professional behavior habits, so that your every move reflects your professional style.