"Kugua Zi theory"-employee incentive and Management

Why? To sum up, I think there are three reasons:

1. It is very simple to take a look at the behavior of the melon seeds;

Because it is simple, it is easy for people to start this kind of behavior. Because it is simple, people are easy to master skills and become skilled. And they are constantly improving the method of the melon seeds. This process enhances people's self-confidence, in the subconscious, people expect to enjoy this process.

2. People will enjoy a grain of melon seeds right away.

This is crucial. After the melon seeds are cut off, they will immediately enjoy the fragrant melon seeds, which is a real-time return for the melon seeds; it is this kind of real-time return that plays a subtle role-it inspires people to continue licking the next melon seeds.

3. One dish of melon seeds gets high one by one. After a while, there will be a pile of melon seeds-you can see the achievements of the melon seeds:

As a manager, if anyone can make his subordinates finish their work as happily as they eat melon seeds, then he will succeed. Through the above analysis, we have found that it is not difficult to achieve this.

First, we need to learn how to break down tasks and break down complex tasks into several simple and easy-to-do small tasks.It is as easy to do as it is to put these easy-to-do tasks into the hands of employees. Employees will be willing to accept such tasks;

Second, we should promptly urge our subordinates to start their work.For example, give him a clear goal, provide work conditions, and specify the start time. When a subordinate is enthusiastic about the task, let him start his work.

Third, employees should be promptly motivated to complete each task.Such incentives should be timely. That is to say, after an employee completes the task, the employee must be motivated first, and the employee should be immediately motivated.

For example, your assistant just refreshed a lecture and handed it to you. If you are satisfied, you will immediately tell her "Awesome! Fast and good ." You can never say anything without saying "okay, I have read it ." For example, if one of your subordinates completes the task well this month, you should pay the bonus in the current month according to the system, and do not drag it to the next month. We should not talk about cash prizes. If an employee's outstanding performance cannot be promptly affirmed or rewarded by his/her superiors, his/her enthusiasm for work will be diminished. If your assistant spent half a day organizing the materials you asked for, you would not praise him, but instead criticize him for some small mistakes. Will he consciously and happily complete other tasks that can be done or not? It's like when you eat melon seeds, if you eat a stinky melon seeds, you will have a lingering worry about eating the next melon seeds. If you eat two Rotten melon seeds in a row, you may stop eating them. As a boss, you give your subordinates a task of cutting seeds, and your attitude towards subordinates is melon seeds. If you let your subordinates eat rotten melon seeds twice in a row, I am afraid your subordinates will no longer be willing to lick your melon seeds.

4. Show your subordinates his achievements.And let him know that you are very happy to see his achievements.

Managers often make the following mistakes:

• 1. Not good at splitting tasks;
• 2. failed to get subordinates started to work in time;
• Third, praise.
• Fourth, I like to be greedy. Savor the process of eating melon seeds, review your behavior, and I believe you will gain something.

Source

Link: http://www.lztopic.com/archives/4698/