Dong Mingzhu of Gree once said: If you want to be fired If there are 10 unqualified employees, the unqualified manager behind them must be fired first.
The head coach of a football team is usually the first person to be held accountable for the poor performance of a football team. The general manager should be held accountable for the poor performance of a company, while the department manager should be held accountable for the poor performance of a team.
Some growth oriented enterprises usually do not pay attention to the comprehensive quality training of grass-roots management cadres. When promoting cadres, they think that an employee has the ability to be promoted, but they do not consider professional training for those promoted.
An employee was promoted to supervisor, but he found that he did not have the ability to lead the team, and even the past glory was no longer visible. This phenomenon appears in many growth oriented companies. Therefore, the company must pay attention to the comprehensive quality training of grassroots cadres. At the same time, if the company wants to manage a team well, it needs to eliminate these ten types of negative energy managers first.
one delay
Managers who have the habit of procrastination are not strong enough in execution, and always do things from beginning to end, which not only affects him, but also affects his department team.
Qualified managers should act vigorously, resolutely and decisively, and pursue speed first and perfection second.
For example, Gree Company attaches great importance to the pursuit of results and mission. In the process of pursuing speed, we gradually make the results perfect, just like the mobile phones launched by Apple, which are more and more perfect in the process of updating. Therefore, qualified managers should get rid of the habit of procrastination and cultivate themselves to be resolute and resolute.
two Prevarication
Managers who do not take the initiative to take responsibility prefer not to reuse, because employees under such managers will not have a high sense of responsibility. In some growth oriented companies, there is always a phenomenon of shifting responsibilities between departments. In meetings, the problem is always pushed to other departments, which makes it difficult to solve the problem quickly.
Li Ka shing believes that the most basic condition for measuring a management cadre is his responsibility. When he was an apprentice, he accidentally broke a clock. He immediately admitted his mistake to his master, who did not mention Li Ka shing's problem when reporting it to his master, but said it was his own responsibility.
Li Ka shing was very grateful to Shifu, who said to him: "The biggest difference between master and apprentice is to be responsible." He was deeply inspired and took this as one of his ideas. Therefore, after he created his own business empire, he put responsibility on management cadres at all levels, which shows that people without responsibility are difficult to be reused.
three apathy
Many managers do not know how to motivate employees in a timely manner, cannot find the value of employees in a timely manner and are not good at praising employees, but the essence of management is to stimulate people to be good.
U.S.A All managers of IBM must learn how to praise others. When Hillary Clinton, the former Secretary of State of the United States, was a child, she saw a person in the street who was dressed sloppily and pointed to him and said, "This person's clothes are so dirty." At this time, her mother said to her, "It's a kind of ability to appreciate others. You see his clothes are dirty but you don't see how warm the smile on his face is." Her mother's words were very useful to Hillary, Mother is training her to discover the highlights and brilliance of others.
It is very important to praise and discover the value of employees in the workplace in a timely manner. Some indifferent leaders think that it is right for employees to work well and do not need to praise them. However, if there is no such thing, the team's performance may decline and employees' motivation will be affected. So unprofessional leaders usually focus on employees' mistakes and make destructive criticisms, but excellent leaders know how to find the value and contribution of employees in a timely manner and encourage them in a timely manner.
four waste
Some people, as managers, spend money without restraint in the company. They will think that since the money is not their own, they need not be so cautious.
Excellent management cadres know how to reasonably use the company's budget and even save costs for the company, and try not to spend what should not be spent.
An entrepreneur once said: "The prosperity of a company is related to whether the company is industrious and thrifty." The industrious and thrifty company is thriving, on the contrary, the arrogant and extravagant will gradually degenerate, so it is very important for a company to overcome the waste habit.
five corrupt
Corruption means that some management cadres take advantage of their own positions to collect illegitimate interests. It also means that leading cadres require employees to do things in the system, but they do not set an example by themselves. They are strict with others and lenient with themselves.
Although the leading cadres did not damage the interests of the company, it was a bad phenomenon of self privilege. Therefore, corrupt people should be dealt with in a timely manner to clean up the team.
six selfish
Unprofessional managers are usually small teams with no value of altruism and win-win. They will only safeguard the interests of their small teams, or even expand their small teams into small groups.
Professional managers should consider problems from the perspective of the company and become leaders in a large pattern.
seven Conceit
The conceited and complacent people always think that they are always right. They will not listen to other people's opinions. They are usually complacent and do not keep pace with the times. Such arrogant and complacent leaders will encounter bottlenecks in their career to a certain extent. If they do not change in time, they can only stop there.
These types of personalities not only affect the growth of management cadres themselves, but also affect the whole team. Therefore, the company and its dismissal For 10 employees, it is better to dismiss one of the above department managers.
