IT management insights: special talents, special management

Writing a blog seems to have become a habit. If you do not write it for a long time, you will feel uncomfortable. It seems that you have not finished anything. Even though Amon knows that his thinking and writing are very general, sometimes there is a little bit of dogma that has a little bit of nothing, but the starting point is good, always trying to find some real things and words, to let the reading peers have a little inspiration and a little gain.

 

After many years of management work, although it was just a small fight, I thought I had a lot of experience, and one thing always made me feel sad when I thought of it, that is, it is easy to automatically propose to leave me or my team's colleagues who are usually some special talents, such as technical geeks who like to study technology, but lack cooperation, communication, and communication skills, I also often make reflections and try to find various possible causes.

 

I am a technical person, and I really appreciate technical talents. However, no matter what kind of talent, he always needs to integrate into a team to do things, and then the problems may easily arise, he always seems out of fit and finally chooses to leave. This is one reason. Of course, there will also be other reasons, such as the problems of the enterprise itself. The enterprise is pursuing efficiency and benefits and paying too much attention to technology, sometimes it will affect our goals. What's more, the so-called information application software we have actually needed is not too much technology. Therefore, our direction is to focus on progress and goals, technology is placed in the second place or even later, which will lead to conflicts with them. Of course, the result of resolving the conflict is that they have to obey the management, but I think they are not satisfied or uncomfortable. This is an enterprise, especially a self-developed company like ours. It is difficult for us to calm down and study a certain technology. First, we do not have much money to support it, second, in this environment, we do not dare to take a risk for the moment. Our goal is to use the mature technologies we have mastered to produce economic benefits in the shortest time, it is estimated that many enterprises share the same goal.

 

These special talents are usually divergent in thinking, have the ability to innovate, like new things, and are against the traditional customs. This determines that they do not follow the rules in their behaviors, unwilling to be bound by rules and regulations, they are a kind of talent with both skill and temper (the best talent with skill and temper is not desirable ), if the traditional management method is used, it will undoubtedly make them very disgusted and even kill their talents. How can we achieve special management for special talents?

 

1.Money is not omnipotent, but it is impossible to have no money;

When talking about money, it is often easy to feel sad. If the desire of employees is not well controlled, it will flood the disaster, resulting in a passive management situation, like a self-built enterprise like ours, money is not our advantage. If you only pursue money, we are not a good target for the moment, but we can't help but talk about money. We can offer a price similar to the market, we are also pursuing a good mechanism. For example, as your ability and contribution continue to improve, your position and treatment will also be continuously improved. For technical geeks, he may not be suitable for management positions, but we will also develop corresponding technical positions, that is to say, department managers are not necessarily treated as much as technical positions.

2.Special Use of special talents;

This reminds me of the five special economic zones in China. Amon had the honor to live and work in the Zhuhai Special Economic Zones. Previously, this "special" was very obvious, such as the need to provide border guards in the city, it is also manifested in other policy aspects. In short, compared with other cities, he has special policies and special treatment. Back to special talents, we also need special treatment. The most important thing for us to manage companies and managers is to find and give full play to their advantages, so that we can quickly produce efficiency and results with good advantages, instead of having to correct his shortcomings, it takes time and energy to try to correct others' shortcomings. This is a management method that outweighs the loss, only the revolutionaries of the older generation and the stubborn school will do this silly. For a special talent, we need to find out his special location, analyze the special value, and finally assign him to a suitable position to do the right thing. This seems a bit false, in practice, there are different methods and actions, so you don't have to worry about them here.

3.Do not care about the shortcomings or mistakes. Enterprise personnel are not seeking for saints, but looking for people useful to the Enterprise.

A little bit, that is, the manager needs a tolerant heart, which seems to have been mentioned in the previous article.

4.Respect human nature and listen to their opinions frequently to meet their psychological needs for being respected;

We should do this for everyone, but we need special respect for special talents. Since he is a special talent, he has special characteristics and uses traditional methods of respect, he may think you are fake, so he needs to find his special method.

5.Bold decentralization can satisfy the psychological needs of self-realization, and they will report their kindness;

You need to trust him in his position and work, and boldly delegate power to him. The effect is often immediate. Technical geeks sometimes like suspicion. They always think that you or the company doesn't know him, don't trust him, because of some bad habits in life, such as not building borders and not shaving, some management may even dislike him and reject him. This is absolutely unnecessary. As mentioned just now, we only need to use and give full play to his advantages, and there is no need to correct his weaknesses.

6.If they have the opportunity, they must send a message in the snow, so that they can use the spring to report this grace in their future work.

Well, we don't need to say much about this article. As we all know, Chinese people are very human-oriented and have good human feelings. It is a good thing and a bad thing, not a few people are trapped by human feelings.

 

Someone once asked Bill Gates what is the key to success. He always replied, "I invited someone better than me to join Microsoft. This is enough to make the younger brother Amon admire me. Although the bosses of many Chinese software companies know this truth, have you done it? Can we retain it even if we have talent? How long can I stay? You need to think deeply. Recently, while reading the books of Bai Yang and Li Yun, ameng thinks that Bai Yang is a great writer. He is realistic and can dare to say what he dares to do. Li Yu is an impulsive person and may even be narcissistic, but in front of Bai Yang, I think Li Yu is like a clown. Both of them should be special talents and have been specially "treated". For example, they have all been in the text prison, there is nothing wrong with the text itself. In fact, the biggest problem is that they have made a mistake and found the wrong leadership.