) Management starts with respecting people

Charles M. saevich, author of the fifth generation management, said that suspicion and distrust are the source of the company's real cost.

　　

When emphasizing management, we often like to quote one sentence: no rule is not a square. However, we ignore the fact that, if the enthusiasm of people fails to be fully mobilized, the more rules there are, the higher the management cost. Therefore, we believe that, the minimum rule of enterprise management is respect for people.

　　

We talk about management, especially human management, with too much emphasis on "constraints" and "suppression". In fact, such management is often counterproductive. Smart enterprises and entrepreneurs have begun to realize this by working hard on "respect" and "encouragement" to understand the needs of employees and satisfy them, rather than hiring them and then squeezing them out.

　　

A good company and a good manager always keep this in mind: his duty is to help employees succeed. If the manager uses power to bully employees, it is not a competent manager, at least not a manager with modern consciousness, but he is also like a foreman in the old society, the most important thing for a manager is to use his power, expertise, and influence to help the employee succeed. Managers cannot keep their employees from failing and selling employee squid-this is what Wu Jianzhong, former vice president of Hewlett-Packard China, said.

　　

Allow management to be friendly to people, narrow the psychological distance between managers and employees, and inspire, enthusiasm, and trust between managers and employees in unrestricted communication, this idea is becoming more and more consensus among excellent entrepreneurs. When a columnist visited intel, he saw that Intel's Chief Executive Officer grouve's lattice room was the same size as the employee's lattice room, And he criticized grouff for being hypocritical. grouff replied, the reason for doing so is that he does not want to enlarge his power, which puts psychological pressure on employees so as to better communicate with them.

　　

To make management truly friendly to employees, we should not only be close-up with employees, but also really care about employees, not only about their parents' weaknesses, but more importantly, their future and future, including employees' salaries and stocks, as well as their learning opportunities, recognized opportunities and development opportunities.

　　

Respect for people also includes tolerance for different ideas. 100% of the same thinking often makes innovation too early. As a manager or senior manager, if you cannot accommodate others, you only like to promote those people who share the same ideas and practices with you, then a group of people with similar thinking will be gathered around you, and then you will be very dangerous. When you encounter difficulties, people around you will not be able to help you, because you have the same idea and practice.

　　

Management is right, but it should not be finalized. It is a major disaster for enterprises (especially high-tech enterprises) to manage people with stereotypes.

　　

"To succeed in a company, the key is to protect your employees and help them; otherwise, they will not help your company," said Wen Baike, head of Unisys, the world's leader. Be honest with employees, be consistent with each other, and be sure to show your heart to them. They will follow you only in this case ."

　　

This is a very common realm, but many entrepreneurs cannot do it, but they simply require employees to be loyal to the company and then loyal to the company. Just as the love of a single lovesickness will go off, entrepreneurs are not loyal to their employees, so don't think they are loyal to you.

　　

Enterprise Management is complex and complicated, but the core point is to manage and respect people.