As a manager, are you so competent that you often instigate conflicts among employees?

As a manager, are you so competent that you often instigate relationships between employees?

For example: If you are a manager, and only A and B under you are not working hard, When you have no way to apply for new key personnel, in order to maintain your own interests, you can only sow discord between A and B and make them discord. The loser will leave the workplace, so you can recruit new blood to supplement your strength. .

To sum up, it must be driven by interests, but you just don’t know some of them. People are selfish. From this point of view, he has nothing wrong. The workplace is so cruel, and the fittest survive.

Therefore, for the sake of profit, as long as it is not illegal or disciplinary, it is necessary to use appropriate means to protect yourself. How do managers coordinate the relationship between themselves, members and customers?

1. Familiar process

Before this, personnel were generally applied by you or assigned by superiors, then You must already know which department he comes from. When you meet for the first time, you need to get familiar with each other. This familiarization process is a process of getting to know each other. As a project manager, you need to understand each person's temperament, expertise, and working methods. And also pay attention to whether there are any personality conflicts between everyone, so as to nip them in the bud.

After the personnel are identified and familiar with each other, as the project manager, you have to tell everyone that they will work in this project team from now on. I hope that everyone can work together and cooperate sincerely. Everyone must maintain a united mentality and let everyone work together. Everyone understands that the success or failure of the project is related to everyone. The responsibility is everyone's and the honor is everyone's, so appropriate encouragement is still needed.

2. Discuss the project

After everyone is familiar with each other, you need to discuss the content of the project, including the background, goals, difficulty, currently available resources, etc. , requiring everyone to speak and analyze the project based on everyone’s experience and opinions. Let everyone have a more comprehensive understanding of the project instead of going directly to the third step of work allocation. General project managers are prone to make mistakes. This is where your mistake lies. You assign work to project members based on your own understanding of the project situation, and require that their understanding of the work be consistent with your understanding of the work. However, this is unrealistic, because the members of the project team are the same as you. The understanding of eye-catching information is asymmetric among the members of the project team. Therefore, only when the members of the task force have a clearer understanding of the project, the more comprehensively can they view their work and see the impact of their work on the upstream and downstream, and can they handle it better. own work tasks.

3. Issues of assignment of work and responsibilities

After the basic situation and significance of the project are clear, it is necessary to decompose and assign the assignment of project work, as well as the issue of assignment of responsibilities, which will Will be described in detail in a future article. This step should be allocated based on the strengths of each person and the situation of the project work itself that we learned earlier. Try to allocate according to your ability. It is also best for everyone not to have any objections, and if they do, they should speak up in advance.

4. Determination of communication methods and conflict handling methods

Before the project is officially implemented, the communication methods and conflict handling methods need to be stipulated, and if they are settled, Everyone must follow the team's charter.

Because if the project cycle is relatively long and the personnel are temporarily transferred, in the process, conflicts among members may occur due to unsatisfactory work or personality conflicts or other reasons, so it is necessary to According to different problems, some handling methods are prescribed in advance and treated separately.

Discuss work issues openly and don’t express dissatisfaction in private. Even if you are dissatisfied, don’t suppress it, because although you are angry, others don’t know why, so you can only sulk yourself. The working state is very bad. As a project manager, you must grasp these mentality in time.

Personal issues can be handled in a relatively implicit way through emails. During work, I ask everyone to write an email if they find that they are very dissatisfied with someone and want to quarrel, venting all their dissatisfaction. , and then send it to yourself, and then read it again the next day. If you think there is no need to modify it, continue to send it to the other party. As a result, not many are actually sent to the other party the next day, so angry decisions are generally wrong. Avoid making incorrect decisions when angry.

5. Problems with work inspection and assessment incentives

As a project manager, you should have the rights to personnel and bonus distribution. If not, you should not do it. Only if you have these two Right, you can assess and motivate everyone with confidence.

First, let’s take a look at the work inspection. After the work tasks are assigned, you, as the project manager, must be responsible for the work of the project. You must inspect and evaluate everyone’s work, and the results must be notified to everyone in a timely manner. Everyone has a different way of working on a project, but progress reports, problem summaries, meeting minutes, memoranda, requirement changes, acceptance reports, etc. are still necessary. These documents need to be organized and checked in a timely manner. The checkpoints must be detailed and not too rough. If If you ask the members of the project team: "How is the work going?", you are not a qualified project manager, because they can answer "It's okay". What's the point of being empty-handed? Therefore, the inspection must be meticulous, and after the inspection is completed, any problems that arise must be dealt with in a timely manner, and the handling opinions must be fed back to relevant parties.

Let’s look at incentives again. There are many ways to motivate. Bonuses are one aspect. In addition, timely notification of results to individuals is another way. There is also the best way to notify assessment results better. The person in charge of the corresponding department is also a good way to motivate; you can also motivate them through entertainment, and you can choose an activity they are best at and invite them to participate. These will help improve the fatigue during the project process. , giving them incentives. As for myself, I am quite fond of billiards, so I often invite everyone to play together during the project, and the project manager may not pay for it. If they can beat you, it is also a very happy thing for them.

6. How to evaluate the project after it is completed

Regarding this issue, many project managers have not done it. After the project is completed, everyone disperses and even has no time to say goodbye. No, let alone an evaluation of them, but this evaluation must be done because it is not only responsible for them, but also for the company, and even more importantly for yourself. Through the assessment of their work, give correct evaluations. Some suggestions on the work can be sent to themselves, and written evaluations can be sent to the heads of the corresponding departments. At the same time, you must have a clear evaluation of the members of the task force, because Maybe we will work together again sometime. As a manager, how do you reconcile conflicts among employees?

1: Shape the personality charm of managers (so that employees can admire them);

2: With the above as a foundation, carry out various forms of team spirit training;

3: Pay more attention to whether there is friction among your subordinates at work; find out and deal with it promptly (different situations have different handling methods; you need to deal with the experience you have accumulated in daily life; if you don’t have experience, just accumulate it slowly)

I hope the above can help you! As a key manager of a private enterprise, how should you balance the conflict of interests between the boss and employees?

You have to understand that the boss values ????interests, while employees value salary, training and promotion. Chance.

As a department head, it is indeed difficult to take into account the interests of the boss and the brothers. My advice to you is: the company's treatment of employees must be legal and in line with the market conditions around the company. In this way, the interests of the employees are guaranteed, and the boss knows the benefits. It can also be passed; improve efficiency by improving management level instead of reducing staff or reducing salary; when safeguarding the interests of brothers, you must based on the company's system, regulations or laws and regulations, and argue with reason, even if you If you leave, your subordinates will be willing to follow you; when the boss punishes employees, you must be able to take the initiative to take responsibility. Many bosses value this. What is it like to be a high-level manager?

The quality of a manager includes the manager's thoughts, moral character, temperament, character, ability, knowledge, demeanor, etc. It is a comprehensive reflection of the manager’s memory character and external abilities. The basic qualities that an excellent manager should possess are as follows:

1. Quality: Politically strong. There must be a high degree of professionalism and a high degree of lofty spirit of dedication to the cause. Maintain your own personality and national integrity, and do not deliberately damage others. Do not intentionally set things back for peers or competitors. Work hard. Be fair and decent in your work, do not seek personal gain or favoritism, and do not take advantage of work to make personal calculations; adhere to the principles of truth and accuracy, and do not spread false information that can lead people astray and that can easily lead to misunderstanding. . The moral character must be noble. Managers must treat their publics equally regardless of their status or financial resources, treat past and present customers fairly, and treat subordinates, colleagues, peers, etc. fairly; everything they do must be in the interests of the enterprise, the public, and society. .

2. Knowledge quality is too broad and mainly consists of the following parts: (1) Relevant subject knowledge. Including political and law enforcement, sociology, psychology, advertising, management, marketing, economics, interpersonal relations theory, mass communication, journalism, corporate culture and other subject knowledge. (2) Basic theoretical and practical knowledge of management. Including management principles, corporate image design, market research and forecasting, communication effect evaluation, crisis management, business negotiation, presentation skills, conference organization, etc.

3. Ability and quality. Ability refers to psychological factors that can positively influence people's behavior. Must have certain organizational skills, communication skills, expression skills, adaptability, innovation ability, analytical judgment ability, employment ability, etc. (1) Organizational ability. Refers to the ability to plan, direct, arrange, and schedule. Including organizing individuals into groups that are good at fighting. (2) Social skills. Specifically in social interactions, one must be good at dealing with others, be good at understanding other people's wishes, know oneself and the enemy, be objective, fair, and decent. (3) Decision-making ability. Refers to the decision to choose the direction, goals, principles, as well as procedures, approaches, means, and measures for future activities. You must be good at judgment, analysis and creation. (4) Innovation ability. It refers to managers observing and thinking about problems with extraordinary or unconventional vision and methods, proposing unique solutions and programs, or recombining existing knowledge, technology, and experience to obtain creative thinking results. (5), employment ability. It is the ability of managers to organize human, financial and material resources according to decisions and their implementation plans, coordinate the relationships between them, and achieve management goals. There are three main aspects: a. Recruiting wise men. b. Employ the director’s strengths. c. Appoint people on merit

. 4. Psychological quality. Mainly include: A, a more complete personality. Performance is as follows: a. Having keen and accurate observation; b. having a correct understanding of oneself and life. c. Have strong tolerance; d. Respect others; e. Don’t be jealous of others’ success. Don't laugh at other people's failures. B. Good at changing roles. C. The defensive psychology of being tight on the outside and loose on the inside. D. Have a sense of mission and compassion. A modern manager should be able to cope with the changing external environment and the increasing business burden. Therefore, he must also have a strong body, abundant energy, and the courage to take risks.

As a middle-level manager of a catering company, how to communicate well with employees

Middle-level management is a management job that connects the upper and lower levels, and it is also a job that is difficult to grasp the scale, because it is not only necessary to communicate from top to bottom. , you also need to report the situation, so you must have some management skills. First of all, you should try your best to let your subordinates understand and implement the situation. If there are problems with your subordinates and work, you should deal with them yourself first, and try not to report everything (but you can Reporting results), the above problems are all based on effective communication. At least employees should support your work, leaders trust your ability, care for your subordinates with heart and affection, and do your work with sincerity and loyalty. The four functions This is the best way for you to develop your communication skills. Is it normal for a factory to have more managers than employees?

Different industries have different management methods. The ratio of employees to management is also different. With the development of modernization, the quality of employees continues to improve, and many employees have entered senior management. What is lacking in many industries is management. How to resolve the relationship between managers and employees?

Chinese and foreign companies handle employee relations in very different ways

Regarding the employee relationship management model of local companies, Lan Guoqing, deputy director of human resources of Asia International Hotel, believes that the employees in HR management of local Chinese companies Relationship management mainly includes four aspects: talent introduction, talent utilization, talent retention and talent cultivation. The communication methods between employees are mainly company regular meetings and conferences; company publications and reports; internal network and employee communication system. On the surface, China Companies also attach great importance to employee communication, but the effect is often not great, mainly because their communication methods are mainly mixed, often based on personal feelings, and have different goals. The main purpose of communication between bosses and subordinates is to let subordinates The subordinates listen to me and communicate with the superiors in order to keep their "jobs." From the perspective of behavioral performance, bosses and subordinates often have this idea: You are my people, you should listen to me! I will do whatever the boss wants me to do! They maintain the normal operation of the company with their personal feelings. The employee relationship of an enterprise is mainly expressed as the relationship between employment and employment, and the relationship between management and being managed. They only care about the realization of the enterprise's goals and only emphasize the growth and development of the enterprise.

In terms of enterprise systems, Lan Guoqing believes that the establishment of local enterprise systems in China is often in the early stages of enterprise development, and most of them are hurriedly drafted and implemented after problems arise. Therefore, there is a gap between the system and enterprise goals. , there will be deviations between the system and corporate values, it does not reflect the concept of humanization, and it is out of touch with actual management needs. There is often a lack of overall thinking, systematization, and foresight. There is a lack of internal connections between articles, the inability to form consistent values, and even conflicts, which is not conducive to employee relationship management. As an enterprise trade union that is supposed to safeguard the interests of employees and strengthen communication among employees, its role is more focused on safeguarding the interests of the enterprise than the interests of employees. It carries out employee recreational activities more than seeking benefits for employees, mediates labor disputes, and participates in democratic management. They do not play a big role in supervising the company's implementation of labor laws and regulations, and they have not become the "native family" of employees. Under such circumstances, the employee relationship management of Chinese companies will inevitably encounter a hard ice.

Regarding the employee relationship management of foreign-funded enterprises, Cen Dajin, employee relations manager of Avon (China) Co., Ltd., introduced the four communication channels of foreign-funded enterprises to the participants. He believes that the communication channels of foreign-funded enterprises mainly include regular meetings between management and departments, employee mailboxes/hotlines, company publications and the company's internal network. The specific form mainly emphasizes two-way communication, and provides timely communication and feedback. The main content It provides reference opinions for company policies, activities and personnel recruitment and promotion. The company will promptly investigate and resolve employee complaints. The purpose of employee relationship management is to serve as a bridge between company management and employees.

When formulating policies (rules and regulations), they often consider the following factors: treating people as a resource, formulating detailed plans at every stage from recruitment and screening, to training and development, performance management to resignation; emphasizing personal and Enterprises develop together; rules and regulations not only restrict the behavior of employees, but also regulate the behavior of the company, such as salary payment, etc., but only restrict the behavior of employees in or related to the enterprise.

Regarding the performance management of foreign-funded enterprises, Cen Dajin said that foreign-funded enterprises will set clear and quantitative goals and review them regularly. Superiors will provide timely guidance and feedback to subordinates. They will adopt step-by-step discipline for employees who violate disciplines. management, but emphasize that punishment is not the purpose.

D Difficulties in employee relations-how to dismiss employees skillfully?

For HR, dismissing employees is a very troublesome problem that they have to face. Once it is not handled well, it will not only bring troubles and even lawsuits to the company, but also other employees of the company. Relationship management will also face cracks, which will ultimately bring hidden dangers to the company's development. How to dismiss employees skillfully and let them go away quietly has become a skill that HR must learn to deal with employee relations.

Regarding this issue, Cheng Xiangyang, general manager of the China Labor Disputes Network, said that the personnel department does not need to put too much pressure on dismissing a notorious employee, and it only needs to follow certain procedures. He believes that the pressure on HR often comes from dismissing those who work long hours, follow the rules every day, do not seek merit but seek no faults, and some employees who are like old scalpers. After all, this is a harmonious thing, so this This requires HR to have very high dismissal skills.

Cheng Xiangyang believes that when dismissing employees, we should pay attention to two aspects. First, there must be reasons for dismissing employees, and at the same time, it should not affect other employees of the company. Secondly, employees should be dismissed in a dignified manner to reduce the discomfort caused by being dismissed and at the same time reduce potential threats to the company. The following five points must be considered for a decent dismissal: first, choose a favorable time; second, hint at his resignation; third, let others "poach" him; third, express the company's position resolutely and bravely, without beating around the bush; Finally, once the decision to dismiss is made, it should be implemented resolutely.

Cheng Xiangyang believes that this is indeed a problem when it comes to dismissing those employees who work long hours, follow the rules every day, do not seek merit but seek no faults, and some employees who are like old scalpers. When meeting an employee, you should first express your gratitude for his years of work, and secondly, tell him about the changes the company is taking and the requirements for personnel. Make it clear that he is currently unable to accommodate this requirement. Finally, make it clear that if the situation cannot be improved, ask him to resign himself, but the company will provide corresponding compensation according to the treatment method for dismissed personnel.

As for employees in sensitive positions such as finance, sales, masters of company secrets, and senior positions, Cheng Xiangyang believes that their dismissal methods are also different. He said that the reason why sensitive positions are sensitive is that there are different methods for dealing with the issues of personnel in this position compared with personnel in other positions. Generally speaking, changes in high-level positions are carried out through negotiation, and the company and relevant personnel usually reach an agreement (mostly verbal). In addition to expressing gratitude for their past contributions to the company, the company generally also needs to provide a substantial compensation (some require early retirement and provide a pension), while the individual promises not to join a competitor or harm the company's interests. Dealing with those in important positions should be discussed personally by the general manager or chairman. On the one hand, it expresses gratitude for its past contributions. On the other hand, we need to clarify the company's current situation, as well as the company's next plans and actions, and hope to gain understanding. At the same time, the company will give them generous compensation. Of course, the company will announce that he is leaving the company in the name of resignation. Finally, give him a few days to think and sincerely hope that he will put forward his own opinions and requirements for the company. If the company can meet his request, it should be granted. How to enhance cooperation among distribution managers?

First of all, always hold hands. Hand in hand means cooperation and unity! The increasingly professional division of labor in society increasingly requires everyone to cooperate to achieve success.

When all members are striving for a dream, everyone should give more support to your companions, hold hands, connect hearts, and use the power of collaboration to overcome the wind and rain! Of course, unity and cooperation must be achieved , members also need win-win awareness, service awareness, and confusion awareness!

Secondly, use 100 *** to do 1 thing. Everyone knows that any job is composed of many small things, so only the Only when everything is done well can the entire project be successful! However, if different people execute the same thing, or the same person executes it with different mentality, the results will be very different! Therefore, the same execution, If you want to achieve good performance, each member must use 100 *** to work. Only in this way can the entire team be full of energy, vitality and confidence, overcome the difficulties on the road, and achieve high performance!

There is also eternal praise and gratitude. With communication, it just eliminates Misunderstandings have improved understanding! To make the team more cohesive and to get more help from partners, you must learn to praise and be grateful! Praise is affirmation, encouragement and support for partners. Gratitude is also an affirmation, which is gratitude to others from the bottom of my heart. In fact, each of us has been receiving encouragement and care from others throughout our lives, whether we know it or not, there are people dedicating love to us every day! According to data, a person can only exert 30% of his potential without encouragement. potential, and once encouraged, 80-90% of the potential will be achieved. Therefore, sincere gratitude and praise are a kind of lubricant, a kind of wealth, and a kind of accelerator to achieve high performance!

The Rishiqing I am currently using provides a good planning template. , Rishiqing provides a four-quadrant schedule table. You can organize the schedule into different quadrants according to importance and urgency, so as to prioritize the schedule more intuitively and reduce the waste of time in connecting schedules. Tasks created on the Kanban board will be assigned to people, and these tasks will be automatically broken down into the personal schedules of relevant team members, allowing personal schedules to be connected with the team's work arrangements for real-time follow-up. What is the relationship between managers and employees?

Management and being managed, supervision and being supervised

Friends can also promote each other