How to effectively manage your business employees

Any business, whether it is a large 500 companies, or growing small and medium enterprises, there will be "problem employees." The emergence of "problem employees" will not only reduce the staff's own work efficiency, but also bring some negative impacts to the people around them, and may also affect the operation efficiency of the entire enterprise. Therefore, historians have always attached great importance to the management of "problem employees."

In my opinion, "problem employees" can actually be classified into the following types: The first type is the so-called "gonggaodian" employees. Usually, their performance is very good, so they often do not pay much attention to them. Do not follow the company's rules; the second is that those who have a dynamic, creative, ideas, unconventional employees, the results created by them will greatly improve the efficiency of the work of the entire company, but because of these personalities, making They do not pay much attention to the existing rules and regulations of the company. They can even say that they are disdainful. The third type is those who are very demanding. They are very loyal to the problems. At work, they appear to be seeking perfection, Often may be caught in a picky situation, they are co-workers, the requirements of the cooperation department are very high; the fourth is that like to shirk responsibility of employees, they tend to rhetoric, the light can not quit.

We always regard talent as the most important value. We attach great importance to and respect the value of every employee in all aspects of recruiting, employing, educating, retaining and fulfilling people. In this regard, we include both excellent employees and Including "problem employees." The management of "problem employees" is essentially the staff management in the education and retention. As for different types of "problem employees", I always follow a common principle when conducting management: "problem employees" do not disappear conscientiously and must be solved effectively. They should not negate arbitrarily and carefully find their strengths, Appropriate tolerance of its shortcomings, through the positive guidance, to help him transform the weaknesses into strengths.

Specifically, the management of "problem employees" can be viewed from the following aspects.

First, enterprises must improve the management system and have a firm and well-executed implementation of various systems. After our research, we found that a considerable number of "problem employees" are due to the system being not standardized or not rigorous enough. For example, some people always use personal bills for personal expenses as reimbursement for official activities but can get reimbursements. This is obviously due to the inadequate financial supervision system or the execution is not strict. Therefore, enterprises must reflect on the various management systems are complete and perfect, management of all aspects need to be sorted out, is there any omission.

Second, we should use its length for "problem employees," and allow it to be short. There are no perfect people in the world, and human shortcomings can often be merit by some proper guidance to correct them. In management, we must correctly view the "problem employees", dig out their advantages and strengths, and then make use of them. When their work performance is good, they should be given appropriate rewards. For their problems and shortcomings, first of all give some tolerance, in private with them very honest and sincere communication, give them some effective advice and advice; Second, urging and urging them to constantly self-reflection, adjustment and correct. Among them, the scientific and effective, rewards and punishments performance management system will play an extremely important role. In short, to give "the problem staff" some opportunities, can not be killed by a stick, in all probability.

Thirdly, from a manager's point of view, overall, I think there are no bad employees and only poor employees. After employees enter the company, if there is a problem but not good management and solution, it should be the manager's responsibility. Therefore, managers must attach great importance to "problem workers", and communication can be regarded as a sharp edge to solve the problem.