The way of Management (20)--to motivate subordinates with crisis

Story One

Jiang Taigong extinguished the Shang King Zhou, the Zhou Dynasty after the throne, to list a group of talent for the country's effectiveness.

In the state-owned one of the current mad Tangerine, is highly praised by local people. Jiang Taigong attracted, want to ask him out to work, visited three times, all quit cold shoulder.

Jiang Taigong suddenly kill him, Zhou Public want to save all come not anxious, ask Jiang Taigong: "Mad Orange is a sage, do not seek wealth hilltop, humble well and drink, farming and food", is so-called hermit no tired in the world, why kill him? ”

Jiang Taigong said: "Within the Sihai, the King of Earth, Shira, is not King minister." When the world is set, everyone should contribute to the country. There are only two positions, not support, or opposition, there must be no hesitation or neutral thinking, with mad orange this unqualified attitude, if everyone learns him, then what other people can be satisfied with the rates? So he killed him to deterrent! ”

Indeed, after this kill, want to betray the Zhou people are not afraid of white life, continue to seclusion down.

Jiang Taigong's approach is to create a sense of crisis across the country, to obey the Zhou Dynasty, and to serve the Zhou Dynasty well. Again, this can be used in our team development management. When everyone has a certain unforgivable problem, you can exhort employees: "Absolutely can not do again, who will fire who again," and really have a person, you have to implement your policy, let everyone know the system is not to say play.

Whether it is external environmental crisis or internal crisis, it can always make people have a sober mind. A warm blanket can make you lose your fighting spirit, but a bowl of cold water can make you see the world needs to change. When a person is in an environment of non-self-interest, it usually bursts into amazing power. People want to "be in danger", too comfortable life easy to make people degenerate, do not think enterprising. And the ancients said, "Born in sorrow, died of happiness" is the meaning.

People who have a sense of crisis are progressing, and they are going to be overtaken by others if they don't progress. Similarly, a team with a sense of crisis will not be beyond the crisis, the company has positive innovation, and actively explore the power of the market. Rational use of crisis stimulation, let the crisis stimulate everyone.

People should have a sense of crisis. Always aware of the oppression of others, the environment of the crisis, you can continue to make progress to adapt to higher requirements. Ease is the breeding ground of depravity, therefore, as a leader, we can not only bad news, to let every employee know the existence of crisis, give employees a crisis incentive.

Crisis incentives within the staff is the same as competition, so that employees feel that other internal personnel will surpass themselves, then they will find ways to fight back, more than the opponent. And the impact of the external environment on the enterprise generally speaking, employees are not seen, the external environment changes, and the internal but not how to change, so as an excellent manager will be timely to the external environment of the adverse factors into the company, so that both up and down at the same time a sense of crisis, so that all redouble efforts to defeat opponents.

Crisis motivates employees to unite

For the Enterprise/team, the biggest risk is that there is no sense of crisis. All successful enterprises, are focused on crisis-aware enterprises. For example, Haier Group to "forever trembling, always on thin ice" for the generation of ideas to enable enterprises to maintain a vigorous momentum of development. Little Swan Company to implement the "Doomsday Management" strategy, adhere to the "best time for enterprises, that is the most dangerous time" concept, so to be in danger, prevention.

When the team is in crisis, the current crisis situation must be told to the group staff, the purpose is to make employees have a crisis. There must be a concept of non-war and death, which will cut off the employee's luck mentality. Managers want to inspire employees ' emotions, make them fearless, and also make it easy for everyone to work together and play out the potential they don't normally have. At the same time, enterprises to find the breach of the crisis, will be concentrated in this place, so that all staff can bang, common breakthrough.

The team also has its own growth cycle, during which the members of the ripening group may feel that the team is very good and can share the wealth with the team, but not with the team. When a team encounters a crisis, it is feared that it will come to an impasse. Thus, it is very necessary to motivate the employees in the crisis. The bigger the team, the greater the sense of crisis.

While crisis incentives can make employees feel that work is flexible, not all employees are willing to face the crisis. A lot of people are trying to avoid the crisis, especially those with relatively poor ability, the crisis is a thorn rose. Crises often make them feel helpless and incompetent. This shows that managers in the use of crisis incentives to take into account the psychology of these employees, even if they have failed to meet the crisis, but also encourage them not to abandon themselves. Wise managers should not have too much desire for their employees, but will give them the best comfort and encouragement they need, and help them to face the crisis correctly and help them to understand and openly talk about what they fear and fear.

Management experience: How to improve employees ' sense of crisis

first, crisis awareness incentive-work today is not hard, tomorrow to find a job

1, self-competition within the team (skills), self-elimination (product)

2, to instill in employees the enterprise product crisis

3. Instilling their personal future crisis to employees

4. Instilling the enterprise's future crisis consciousness to employees

second, the lowest elimination, the courage to let unqualified staff to pack

As a kind of encouragement means, the bottom elimination law has the positive function under the suitable condition and the environment.

1, can effectively motivate employees, avoid overstaffing, can inspire the enthusiasm of employees.

2, employees are afraid of unemployment, so some companies have adopted the threat of resignation of staff law, to let everyone can not be taken lightly, to each employee form a strong binding force, and strive to work. This is an effective method, because everyone does not want to have something in the business, if it can be done by some simple things, why not do it?

third, the establishment of a fair relative assessment mechanism, punish those who perform relatively poor staff.

Iv. managers should not be too weak, for those who are too self-employed to timely criticism .

The way of Management (20)--to motivate subordinates with crisis