Enterprise Management is not a one-stop solution. The road to management is to be successful only after multiple tests. However, enterprise managers must master the management methods to better follow the management path. Here, we have summarized the following eight points on the Management of Small and Medium-Sized Enterprises: 1. fully understand the employees of the enterprise. Everyone is so simple to themselves, but so complicated to others. As a manager, it is not easy to fully understand your employees. However, if managers fully understand their employees, their work will be much smoother. As the saying goes, "let's die for ourselves", a manager who can fully understand his employees will be a top-notch manager in terms of work efficiency and interpersonal relationship. To understand employees, there is a difference between the initial and advanced stages. There are three stages: the first stage: understand the background, education, experience, family environment, background, interests, and expertise of employees. At the same time, we also need to understand employees' ideas, as well as their enthusiasm, enthusiasm, sincerity, and sense of justice. Stage 2: When an employee encounters difficulties, you can anticipate his response and actions. It also gives your employees an opportunity to learn from each other. Stage 3: knowledgeable and benevolent. Each employee can maximize his/her potential in his/her position. Give your employees a challenging job that is sufficient to test their abilities and give appropriate guidance when they are faced with such a dilemma. In short, managers and employees should understand each other and communicate with each other in the spirit. This is especially important for managers of small and medium-sized enterprises. 2. listen to the voices of employees. Managers of small and medium-sized enterprises all have strong self-opinions. This kind of tendency helps to solve problems decisively and quickly. On the other hand, it also makes managers unable to listen to others' opinions and lead to wrong decision-making. Listening to employees' voices in enterprise management is also an important way to unite employees and mobilize their enthusiasm. In addition to problems, an employee's thinking will lose his enthusiasm for work. It is impossible for him to accomplish the tasks you have handed over to him with excellence. At this time, as a manager, you should patiently listen to his voice, find out the crux of the problem, solve his problem or patiently enlighten, in order to help you achieve your management goals. People who make mistakes should also adopt listening methods, rather than simply blaming them, rather than giving them an opportunity to explain. Only when you know specific situations can you take the right medicine for them and properly handle them. 3. management methods are often innovated. The management staff is like driving a car. when driving a car, the driver needs to watch the indicator and road surface carefully. There are new changes on the road surface, and the indicator pointer changes, so he should turn the steering wheel to prevent the car from hitting people. This is also true for management employees. To allow their employees to run on the formulated track, they must carefully observe and adjust frequently to prevent their mistakes. In stable large enterprises, managers should pay more attention to the changes of employees and use various skills to manage subordinates flexibly within the basic management framework. For active small and medium-sized enterprise managers, their responsibilities are even heavier. They cannot manage their subordinates in compliance with regulations, nor use the crying model to involve the enterprise blueprint. To constantly adopt new methods to deal with new situations in employee management, managers must have a one-year and ability beyond the conventions. At the end of 1970s and the beginning of 1980s, Ford's business philosophy grew increasingly conservative. Its performance declined step by step and finally slipped to the edge of losses. After taking over as the president of Chrysler, Akoka actively innovated and inspired the enthusiasm of its employees. In less than two years, it finally brought the companies on the verge of mass production to a miraculous life. 4. both ability and political integrity can be used only by quantity. Each person has strengths and weaknesses in terms of ability, character, attitude, knowledge, and cultivation. The key to employing people is applicability. Therefore, when using people as a manager, you must first understand the characteristics of each person. There are 10 employees, some of which are neat and fast; some are careful; some are good at dealing with interpersonal relationships; some prefer to work quietly in the statistical data. In the Personnel Assessment Form of many enterprises, there are some evaluation items on the correctness and speed of the transaction processing, which can be called a good employee to obtain full marks. As a manager, you should not only view the score on the person's examination form, but also observe in practice and give it to others based on the strengths of each employee. Observe their attitude, speed, and accuracy during their work, so as to truly measure the potential of their subordinates. Only in this way can managers manage their employees flexibly, effectively, and successfully, and make their careers flourish. 5. Remove rights and strengthen authority. The management of employees should ultimately be implemented to the obedience of employees to managers or subordinates to superiors. This kind of obedience relationship can come from two aspects: rights and authority. If a manager is in a high status and has a high level of power, then anyone who does not obey will be sanctioned. Such obedience comes from power. A manager's virtue, temperament, wisdom, knowledge, experience, and other personality charm make Employee resources obey his/her leadership. This kind of obedience comes from an enterprise's managers who want to manage their employees successfully, especially for employees with better management than themselves, the Authority formed by personality charm is more important than administrative power. 6. Employees are allowed to make mistakes. The real world is full of uncertainty. In such an environment, it is naturally impossible to succeed in everything. One person can do more correct things and do less wrong things. He is a good person. As a manager, if a subordinate is asked not to make any mistakes, it will suppress the adventurous spirit and make it contract, so as to lead to successful business opportunities. The adventurous spirit is a valuable entrepreneurial quality, which requires courage and capital. In an uncertain spirit, taking risks with some inspiration may lead to a chance of success, but may also lead to failure. If the manager does not allow employees to fail, the risks and failures will be severely punished by the boss, the employees will return the idea of not doing well, so that the enterprise is an important driving force for development. Therefore, as a manager, employees should be encouraged to take risks, innovate, and seize business opportunities rationally. Employees should be allowed to fail. When your subordinates take risks and make minor mistakes, you should not take too many responsibilities. When the risks are successful, you must appreciate them and reward them accordingly. 7. guide employees to reasonably compete. In small and medium-sized enterprises, employees are also competitive. There are differences between legitimate competition and unfair competition. Legitimate competition is a positive comparison by legitimate means or positive means. Unfair competition means to restrict, suppress, or combat competitors by improper means. As a manager, it is important to pay attention to the psychological changes of employees and take appropriate measures to prevent unfair competition and promote legitimate competition. To this end, personnel management has a set of correct performance evaluation mechanisms. It is necessary to evaluate the ability of personnel based on their work performance. Do not evaluate employees based on their opinions or preferences or interpersonal relationships of superior leaders, in this way, the evaluation of employees should be as fair and objective as possible. At the same time, an enterprise should establish normal open information channels to allow employees to have more contact, communicate more, and communicate positively. 8. motivate employees' potential. The potential of each person is different. Different ways of stimulating people with different characteristics can achieve good results. Medical research shows that human thinking and action army come from cerebral cortex activity, and cerebral cortex has the inner and outer sides, which have different functions. Managers should apply this principle to enterprise management and adopt different incentive methods based on the characteristics of different people. I hope the above suggestions can help you with the Ultimate simplicity of enterprise management systems. The management path is full of various challenges and challenges, and enterprise managers have a long way to go. Zhijian technology Official Website: www.zhijian66.com
