How do managers

                                                                 How do managers


With the above;

1, the charge must be fair and impartial

      Let me talk about just do not understand as fair and equitable is the big pot, so-called justice is to achieve a degree of reward and punishment, penalties and rewards, performance good employees receive due rewards recognition, poor performance of critical employees to be punished , to be fair to establish a competent authority, but also motivate staff. The so-called selfless performance goals that management must be oriented, not doping of other distractions, not the person, not to employees make trouble, not because they do not like what his staff on the whole, not because staff do not listen to you, and bear grudges, and so selfless can be fearless, be bold to be managed, nor that the work of the "skin" to achieve personal Siyuan's "real." No one is perfect, this I have a narrow-minded, so managers must strengthen the individual's self-cultivation, the principle of doing things must be based on work as the center.

2, are not afraid of offending people

      Dare to discipline erring employees of their own voice, not in charge when the "nice guy", do not think you give mercy, the staff will remember your love, good to work with you, will only make your work more and more passive . Laissez-faire and will make the employees because you ignore your presence, the next time he will continue to make mistakes, and others will imitate, reducing your management more difficult. Only dare tube, competent to be improved in practice.

3, the charge must be measured, to guest,

     No Desire from high, tolerance Germany is large. Competent to face the kinds of people, your supervisor may frequently criticize you, even ruthless, your subordinates may murmured something bad about, tell you, and secretly the whole you, do not put your As leader, you will feel at all satisfied, this measure of many things that challenge you, if you narrow-minded will be unable to move.

4, the head of the defenders of the corporate culture to do well and develop those

       Can become the backbone of the company in charge must be molecules, but with the company's culture, so should pass this culture to their own department, and continue to promote and develop the existing corporate culture is invisible, not shouting out, this culture If you go deep into the hearts of staff, carry out the work for the director will play a huge role. Company culture is evolving, constantly enrich, not the same, the competent have the responsibility to promote corporate culture, to an advanced culture, not backward culture.

5, the staff director of the pressure relief device

     We should let the staff feel the pressure, but also to give employees relieve stress, work pressure of staff is a common, competent to take that pressure into forward momentum. And staff to maintain regular communication, understanding people's thoughts, emotions do not bring their personal staff, staff work to help resolve the difficulties, sincere treatment of employees with a good grasp of the rhythm of work, degree of relaxation.

6, learn to stick-style management Luo Bujia

     To Mathias simultaneously. Completely rational person does not exist, do not think employees will work hard to earn money for course work, thereby relaxing the requirements on the staff and management, this totally sheep-style management is only suitable for those who particularly strong desire to succeed, the average person constraints still need a system, you need to stick in the back beating, of course, can not just beat, that would have antagonistic effects, must always give people eat carrots point where employees feel the work of human touch. Not fully relaxed, full stern does not work, should be strict requirements with Relaxation, only more suitable.

7, the management is from a small start of the

     Matthew will have the same management, and will be Seeing will be better ideas. Long-term view, the little things done, make sure not big. Do not think that is a trivial matter to relax the requirements on the staff, it is wrong. For example, a staff engaged in welding, welding the side of things while listening to MP4, said he was a director, he said, I hear their songs you tube, I live hand Haojiu Hang dry. This is a beautiful lie, you do not have to concentrate to work, how could a good job. Charge of both depends on the result, is more important is the good process control. Grasping small things can also form a management culture, employees will think little things are so strict, major course, is no slack, this matter so strict, that matter of course, can not be sloppy.

8, the supervisor must always pay attention to his words and deeds

     Constantly self-correcting and self-reflection, to accept different opinions, including criticism of the argument to work is advocated. Charge represents the company's words and deeds, always and everywhere have to stand on the side of corporate interests, whether your words and actions damaged the company's image and interests, whether against the enthusiasm of the staff, the staff director of the most taboo before complaining, if the competent all do, and also how to unite the staff, how to make employees work, how the staff perceive the company.

9, the charge should study harder, have a sense of innovation

     Departments are the departments in charge of business elite, the business of the department are proficient, but as a director how to improve the entire business sector is another matter, to keep learning and thinking, and master the business sector, and can grasp the key points to solve the problem. Humanistic knowledge management to strengthen the learning, usually to more than read books, to improve the management is helpful. Have a sense of innovation at work, courage and continue to try some new approaches, dry Do not be afraid to drop a shame, not to mention practice is not always high, management is easier said than done, your line is to practice. Competent to complete the changing role of the individual over the full implementation from the past who slowly changes to the planners, as long as the department can do a good job, a good way to try new approaches will not go care This thing is not company policy, the company's system is the formation of collective wisdom, not the boss of one set.

10, the competent staff to be able to objectively evaluate

     Correctly evaluate personnel can help people make good use of both the length of employment to be able to, but also to guest, the short. Change a person's disadvantage is very difficult, but understanding one's strengths is relatively easy, as long as the benefit of his strengths on the job, we should definitely him. For example, an employee capability, performance is good, just do not know how to respect people, more arrogant, competent can not be denied because of his pride he no longer good staff in the department as long as you have not decided to dismiss him, he is department resources are valuable but not to give up.