Articles that Junior supervisors should read (zz)

~ Because I am not a supervisor or a manager, I have hurt myself, my organization, my company, my money, my youth, and my time! It took me 14 years to learn "supervisor", and I learned that he is profound and profound, and his professional division of labor is meticulous. However, if I had known it, I could have achieved success in a year, but I could have graduated in two years. I don't need to take this trip.

I have been working for 27 years, 18 of which have started my own business. But since I have been working for a year, I have become a supervisor, from several people to dozens of people, to several hundred people.

But I really realized that I am a supervisor and I will be a supervisor for the past 13 years. In other words, I have been a supervisor for 14 years in the wrong course. I do not know how many mistakes I have made? How much youth is wasted? How many roads have you taken?

Fortunately, my entry-level work is very special. I am a reporter and work in the most influential newspaper in China. Therefore, when I was promoted to my supervisor in the next year, I only needed to plan, direct news and interviews, and conduct daily inter-industry news ratings in a highly competitive media ecosystem, every reporter is automatically asked to do his best to manage the functions required by the supervisor: Incentive, coordination, training, etc. The reporter will automatically complete the tasks without worrying about the "supervisor.

It wasn't until I started my own business that I felt very difficult. I didn't know how to build a team, how to select people, how to train, how to motivate, how to coordinate and communicate, and how to evaluate. I don't even know how to scold anyone. Once I tried to teach and correct a subordinate. After half an hour, this person went happily.-He thought I was praising him!

I know that my problems are too high. I started to work hard to become a supervisor. I also learned that subordinates are not necessarily automatic. They need education, training, regulation, and encouragement, there are countless problems hidden in the Organization team, which all need to be done by the supervisor.

After five years of hard work, I paid countless tuition fees due to my mistake. After 1.1 drops, I finally learned how to be a supervisor. I learned the difference between a job and a supervisor, my startup company, also from the collapse sink edge, slowly floating on the water, gradually improved. Afterwards, I know that it is because I am not a supervisor or a manager. I have hurt myself, my organization, my company, and my money, I missed my youth and wasted time!

First error: work hard

The first mistake I made was to work hard and forget to let my subordinates do things.

I am a Competent Person. After I become a supervisor, I misunderstand the principle of "taking the lead". I always take the lead and continue to work hard on my own. I think I have a high efficiency and 10 things, I have made five pieces, and only five others are left. Everyone should be grateful to me. In addition, there are some things that others do not really want to do. I also think that, instead of handing over to them, it is better for me to do it right away. In this way, I am very busy like an ant in a hot pot, but it is still not good.

Until I figured out that the supervisor was asking everyone to do things and achieve the success of the family, I made up my mind that things would change unless I had to do anything and never did it myself. I got a conclusion, I have also become the new Director of Education. I want to ask others to do things and do not do things on their own. Good supervisor is: drinking tea and reading newspapers, governing large countries such as cooking small fresh food, gathering efforts to complete the work.

Second error: think that everyone is automatically spontaneous

The second mistake I made was that I am a self-loving person. I hate people talking about me most. So I assume that others will automatically and spontaneously do everything well, so I will not swear, I don't want to swear, but at most it's just a roundabout hint.

This is the cause of the previous joke. I made up my mind to talk to his subordinates about his problem. I also said a lot of affirmative words later, so I was afraid that he would not be comfortable with him, but the problem was underwritten, as a result, he thought that I was affirming him, but I still don't know how to be good.

The truth is that some people are automatically spontaneous, some are not self-disciplined, others are not correct, and they need to be guided by proper standards. My friendliness is regarded by the subordinates as a "good man 」. The good guys are dead and resentful, and the bad guys are lucky. They still pretend to be me. The result is that the bad coins evict the good coins.

After my epiphany, things were completely changed. I remember reading the "Kangxi Emperor" of the river in February, and I learned the following sentence: "thunder, rain, and everything is King's Grace." I know that rewards and punishments are important tools for supervisors. Now, I want to standardize my subordinates and be proficient in not doing anything. From simple suggestion, to explicit and serious remarks, to angry remarks, there is nothing to do.

Third error: I don't know or give incentives

My third mistake is that I don't know and don't give verbal encouragement. This is also related to my "don't like others to say me" personality. I am super confident in myself and don't care about others' affirmation. The problem is that I also assume that others do not need to pay extra fees, as long as the salary evaluation is fair.

One time, a very competent colleague told me that I was never sure of what he was doing, and I was surprised. Because this is not the case, he had too many things to be affirmed, I have never said anything.

From then on, I know how important the supervisor's mouth is. "Love him to speak out." It's not just a good thing to be sure. Even if it's only progress, but it's still not good enough, you must be sure, because people are motivated to learn and grow quickly, isn't Carnegie al training the core spirit?

Fourth error: Ignoring assessment and annoying Assessment

I do not like to be evaluated, especially when a worker is always unfairly treated. Therefore, when I become a supervisor, I hate the assessment and deliberately ignore the assessment.

I believe that what I have seen in both eyes is as much as possible to make a correct relative evaluation of all the workers. The problem is that when I am busy with my work, I will forget a lot of things to do, especially when there are more and more people (more than 20 people) to manage, in fact, the comments you have seen have begun to be distorted, and you will not see many silent and inconspicuous workers, at this time, an objective assessment method is required.

Do not treat smart people by yourself, especially those who work hard but are not smart.

Fifth error: no referee

A good supervisor needs to allow its subordinates to make full use of the benefits of "One plus one or more two". Therefore, it is very important for the team to be harmonious. The first step of harmonious coexistence is not to make the internal team not arguing, but to develop good rules, let the dispute be restrained and guided, and the supervisor is the lawyer and the referee.

During my start-up, I usually use less human resources, so I am not doing well. Insufficient human resources are the biggest excuse. I seldom think of performance degradation caused by poor internal interactions. It is also the key reason.

"Three-pronged and three-pronged, unreasonable, and three-pronged" is what I used to do in the past. When a dispute arises, I always hope to be harmonious, and I cannot bear to blame the wrong person, of course, it is unfair to the right people. The result is of course a frequent internal problem. How can we achieve good team coordination?

It's my current style of work. I will never hesitate when the referee plays a whistle!

Sixth error: Like smart people, high team Architecture

My colleagues all know that I hate three kinds of people: "stupid, lazy, and slow". Theoretically, these three kinds of people are hard to survive in my organization, which also leads to imbalance in my organization, the team members have a high configuration and an unbalanced ecosystem.

In fact, an efficient team should be a multi-element combination, with many employees working hard and some smart methods used. I expect everyone to be smart and take quick actions. The result is a bit thoughtful, it was the sixth mistake I made.

Seventh error: Caring for subordinates and forgetting the boss

Maybe I am sympathetic to the weak. During my career as a supervisor, I have always stood on the employee's side and lived on my own with their roles and positions, forgetting the existence of my boss and organization.

Once the boss conflicts with the subordinates, I usually defend the interests of employees, especially in the early stages of my business, I even forget that I am an asset, as long as I cannot give workers better treatment, I am suffering, and the result is that the company's operational burden is heavier.

This should also be a common problem of most supervisors. They live on their own, take the interests of workers as the first, and ignore the burden on the Organization's operational ability.

Later, I made some adjustments. The supervisor is a "representative of both parties", and sometimes the labor is the capital. In your heart, you must make the right choices to maintain a balance between the upper and lower balances. Neither the foreman nor the boss's dog are in the correct position.

Eighth error: I don't know if my supervisor is a professional, and I forgot to study modestly.

There are still many mistakes I made when I was a supervisor, but I used to summarize the last mistake: "I think my supervisor is good at knowing and learning with no hope.

In fact, the supervisor is a major. He needs different professional skills. He needs a correct attitude. He is responsible for success and failure, and affects the fate of the workers. However, most supervisors are promoted for professional skills, finance, or business ......, However, once promoted to the supervisor, all difficulties will occur. Unfortunately, there is a lack of supervisor development training in the enterprise, and there is no "supervisor" in the school. Everyone completes his or her learning by groping and making mistakes.

It took me 14 years to learn, and I learned the depth and depth of my professional division of work after completing the course. However, if I had known it, I could have achieved minor success in a year. I could have graduated two years ago, and I didn't have to take this trip.