From programmers to project managers (19): it is futile to change anyone.

Everyone has shortcomings and shortcomings. As a manager, if you always want to transform its employees, this is an unrealistic approach, because everyone is an individual with ideas, only internal and external changes are allowed. Everyone has a place to use. It is better for the project manager to think about how to use the current employee instead of making efforts to transform the employee.

1. Each person can only change from the inside out

There are no perfect people in the world, and so are programmers. It is not easy for a project manager to find someone who feels "useful". It is a question that every project manager must think carefully about how to treat the shortcomings of programmers.

Some project managers may be too impatient to hate the disadvantages of programmers. Some programmers are slow in thinking and need to repeatedly communicate and confirm any problem. The Project Manager criticized them: "How do you understand the problem? How is it so bad! Go back to the logic book ." Some people are slow and slow, so they are not in a hurry. The project manager can't help but say, "Why can't we do this simple job? No .... Is it so simple? "; some people have to raise a bunch of questions about everything, and the project manager has to say," Why are you so annoying! Think about it. After thinking about it, let's ask ". Some people talked to the customer for a long time, and they couldn't say anything about it. The project manager was so anxious that the project manager was not so angry as to face the customer.

The project manager is anxious to understand that he wants to put pressure on the employees through criticism to give them the motivation to grow. However, we finally find that this method does not help.

In the face of the shortcomings of employees, many managers give too many reminders, instructions, criticism, and even temper for the purpose of loving talents and cultivating talents. In fact, it is very difficult for a person to change himself. It is futile to change others.

Think about what our parents teach us. When our parents tirelessly teach us all kinds of knowledge and principles of being human, they will become nagging and will have no influence on the individual. This is because other people's experience cannot be their own, and a person's experience must be obtained by his own experience. When someone tells you that the roses are delicious and fragrant, your understanding of Roses can be your own experience only when you see it with your eyes bright, smell it with your nose, and touch it with your hands, internalize your knowledge.

Most people can really grow up only after they have experienced setbacks. Everyone's growth is a process of making mistakes constantly. As a manager, although there is a need to remind and teach, there is no need to hurt this. If you are too impatient and want to quickly transform your employees, this will only make you lose patience, which will further lead to employees getting bored and even deliberately avoid embarrassment. Therefore, the project manager must learn to tolerate employee errors appropriately. In fact, this is the real opportunity for them to grow.

Let's take a further look at the fact that employees only work in the company, rather than making changes to themselves. The project manager has no obligation or right to ask a person to change, but can only make good use of the current person. If it doesn't match, it's that simple. Growth is the internal requirement of a person to achieve development, rather than the external requirements of managers.

American writer Ferguson has a famous saying: "No one can persuade others to change. Each of us has a door to change that can only be opened from the inside. No matter how emotional or rational we are, we cannot open the door for others ." The project manager should never change your employees in a desperate way. Otherwise, as the story tells, the good intentions may hurt others.

2. How to Train employees

Everyone can only change from the inside out. It does not mean that managers ignore the problems existing in their employees, but should adopt a more scientific method to train employees.

(1)Train employees like educating children

There are two important mistakes in the traditional ways for Chinese parents to educate their children:

First, mold education. A consistent approach for Chinese parents to educate their children is to stipulate that they must do this, or that they cannot do this, that they cannot do it, and that their parents have defined various boundaries for their children, just like a mold, the child can only grow according to the shape of the mold. This will only make the child unable to exert its nature, and eventually lead to the child's reverse psychology.

Second, cramming education. Parents ask their children to attend various training courses to instill scientific and cultural knowledge day and night, regardless of whether the children can accept it or not, or whether the children are interested or not. This kind of education means that the children will inevitably suffer from "Indigestion", but may eventually be "weak ".

Both misunderstandings are manifestations of disrespect for human nature and growth patterns. There is a widely recognized concept of education in the world, called Waldorf education. In this philosophy, every child is like a small sapling. He is capable of self-growth. what his parents should do is not to pull sapling or cut branches, it creates a good growth atmosphere for the child and provides a suitable soil for the child's growth.

Although we talk about children's education, we can use the same philosophy to cultivate employees. In a company, if a manager wants to make employees grow, the primary task is not to mechanically tell employees how to do it, but to create a good team atmosphere and a suitable environment for employee growth, let employees grow on their own.

The team has a positive atmosphere, which can stimulate the vitality of employees. Knowledge is like nutrients in the soil and can flow in it. Every employee can receive this kind of maintenance. In a dead team, every employee is a closed body of energy, and knowledge is closed. It is hard to come in outside, and there is no way to go out. The main task of the project manager is to connect closed and mass bodies so that energy can flow freely, so that everyone can achieve maximum growth.

(2)Lack of differentiated treatment of employees

Creating an atmosphere is important, but we cannot turn a blind eye to the shortcomings of our employees. Different measures should be taken for different types of employees.

● Insufficient skills

For the construction of the talent echelon, the company will often recruit new employees who lack experience, and they will often be arranged in the project for training. Even an old employee, facing new businesses or new technologies, is also incapable of being competent for the moment. In the face of such problems, the project manager should take the initiative to face and strengthen the training and counseling for employees. If necessary, the Project Manager can hold regular internal technical exchanges. through mutual learning, not only can the skills be greatly improved, in addition, the team atmosphere is more active, employees are more active, and the project team is more cohesive.

● Personality and Attitude problems

Employees with bad personalities or attitudes often lead to improper behaviors. This is the most painful place for project managers and the place where project managers want to transform their employees. But as the saying goes, you don't have to repeat the drums. It's useless to break the drums. Rather than strict preaching and criticism, it is better to give a proper mention and leave room for both parties, which may be more effective.

As the name implies, the pull points are reminders and dial points. In general, you can just remind me of important issues. If you need to do so, the project manager should fulfill his or her responsibilities. The Project Manager does have the responsibility to lead employees to make progress together, but it is not necessary to transform them.

We need to conduct targeted Analysis on the Cause of improper employee behavior to identify whether it is an external factor or its personality, that is, to identify who the problem is, and to find a solution based on the actual situation. For example, some people like to confront the project manager, which may be the reason of the Project Manager. For example, the project manager is too stubborn, self-righteous, and does not care about the employee's feelings. In this case, the project manager should self-review and change. There may also be a comprehensive cause, for example, the employees are not well-intentioned, and they are vented in the form of a negative confrontation with the project manager. At this time, the project manager needs to analyze and evaluate employees' abilities and salaries, put themselves in consideration of employees' feelings, and help them seek reasonable benefits.

● Correct view of employee Characteristics

There are thousands of people, and there are no right or wrong things. Some problems seem to be the shortcomings of employees. In fact, from another perspective, they are just the characteristics of a person. We should treat them with peace of mind. For example, if an employee is not good at words or understanding, it seems to be a defect on the surface. In fact, it is a feature of the employee. This is like the design feature of the software. It cannot be regarded as a Bug. A person is characterized by God's design, which cannot be transformed by a project manager.

3. Everyone has a place to use

Li Bai has a poem: "I am born to be useful." This is not only an encouragement to each of us, but also a reminder to the project manager to learn how to use people.

A good manager will apply materials. Since everyone is useful, we should adapt to his characteristics and give full play to his strengths. Why should we keep an eye on his shortcomings?

I believe everyone has seen the root carving. Good root carving works should be designed and carved in the shape of roots, which are often surprising to the magic of nature and the imagination of artists. Imagine if you cut down the roots of a tree, flatten the edges and corners of the tree, and make it smooth, you can feel comfortable, but it will lose its artistic nature.

I also once saw this introduction. The Painter poured a piece of ink on the paper, followed the ink to design the work, painted freely, and finally integrated the whole work into a beautiful work of art. In fact, everyone is like a white paper with ink. If you want to erase the ink, the final result is that the White Paper is wiped out with an irreparable hole.

It can be seen that no matter whether it is the root of the tree that looks like a tree or a strange ink drop, it has its unique value in the eyes of an artist.

Is that true for humans? Everyone has their own characteristics. No matter what kind of talent, they can make corresponding contributions to the Team by making talented people and managing managers. This is also an art.

There will also be people with different personalities and characteristics in the project. Instead of focusing on improving employee deficiencies, we should use our strengths. You don't need to change him, you can also use them well.

Management Expert Yu Shiwei once gave a very incisive example of how to hire a director:

If he is very fond of money, let him do sales. If he is very careful in his work, he can do design work. Looking at things, he can only look at the people on the ground, and he is suitable to keep the warehouse; people who use calculators for meals should be accounting; those who work with mother-in-law are engaged in customer service; people who cannot sit still are allowed to do field work. This is called the strengths of employing people. The worst thing is to regard people as the same. Different families and schools cultivate different people. Each place has different cultures and sub-cultures. As a supervisor, you should pay attention to these issues. I have a manager under my account. He regards the right as important and has no requirement on money. I will give him the company seal, every day in the office, he stamped his position in the middle of the Office, let everyone look at him, let him have a sense of power, he was very happy.

Inspired by Yu Shiwei, we can also apply materials in projects, for example:

● People who like to give comments can also be responsible for quality management.

● A speaker can be responsible for communicating with the customer;

● The Silent speaker is generally careful and can be responsible for technical work;

● For a stubborn person, he should arrange deterministic and uncontroversial work for him;

● For slow-handed users, they should arrange work with a large amount of buffering time, rather than work on key paths;

● An agile person can arrange urgent tasks for him.

In short, the project manager should adapt to the characteristics of a person to arrange work, rather than being difficult, in order to maximize the strength of the team.