How To Manage Old Employees In Enterprises

Not long ago, I was giving lectures in Hangzhou, Zhejiang.

After class, a business across three provinces, the annual sales of nearly 200 million of the old employees found the author, complained to the author: it now has more than 200 people.

I believe many walks.

Establish rules and regulations, standardize behavior.

The old employee enterprises will face a bottleneck when they break through the entrepreneurial period or the life cycle into the development period. This bottleneck is the disconnection or disconnection between the rapid development of the enterprises and the staff management, and finally what kind of ending will it cause? Because the boss of the start-up period is mostly staffed together with the employees, and the boss and employees are brothers.

Delegate responsibility and bind interest.

The reason why many old employees make trouble is that they may be really "stuffy", so they need to stir up some mistakes to remind themselves of their existence.

在這種情況下，作為老員工老板，一定要轉(zhuǎn)變“大當(dāng)家”的職責(zé)定位，要成為一個(gè)戰(zhàn)略家、規(guī)劃家，更多的具體事務(wù)要交給這些老人去打理，讓他們“連軸轉(zhuǎn)”，要實(shí)現(xiàn)這個(gè)目標(biāo)，老板就必須學(xué)會(huì)授權(quán)，對(duì)于跟著老板一起走過(guò)來(lái)的老員工，由于老板知根知底，不用擔(dān)心會(huì)出現(xiàn)很大的風(fēng)險(xiǎn)，因此，有必要大膽地給予授權(quán)、授責(zé)，當(dāng)然還有受控，通過(guò)給予其更多的責(zé)任，讓其承擔(dān)更多的工作職責(zé)，讓其充分地發(fā)揮其能力，當(dāng)然，責(zé)任大了，自己的收益也應(yīng)相應(yīng)擴(kuò)大，不能抱著“還想讓牛跑的快，還又不想讓牛吃草”這種思想，只有給其提供足夠的有挑戰(zhàn)力的薪酬標(biāo)準(zhǔn)，他們才能更安心而得到一種心理平衡，才能讓他們與企業(yè)捆綁，而一直走下去。

When I was teaching in Erie, Xinjiang, an old employee shared the annual profit of 30% with the "old staff" in the management team, and solved the unstable mentality of the old employee looking at the mountain high, and received good results.

Strengthening examination and survival of the fittest.

Process, the old staff enterprise is no exception, excessive tolerance, tolerance and tolerance of those "old" employees, is a blow to and exclusion of other excellent employees. Therefore, the old employees must speak according to the assessment system and speak for their performance. For poor performance and for a period of time, they can not get promoted or improved. They must be punished according to the assessment system, such as their duties and their salaries, bonuses and so on. For the poor performance, bad attitude, and no enterprising and repentance, the "stick" must be lit up, decisively demoted, demoted, laid-off or waiting for post, and seriously need to be expelled to "kill the chicken and frighten the monkey" to play a warning role. The process of developing an enterprise is to constantly eliminate backward employees.

At the same time, this assessment must be aimed at all people, and can not give any exceptions or discounts to the old employees. Once the old staff boss is too lenient or indulgent in the old employees, they will inevitably face all the rules and regulations that may become a mere formality, which will make the company management more than "empty shell", and let the enterprises fall into a vicious circle. Only by "carrot and stick" can the boss regulate and restrain the behavior of the old employees, so that they can converge in front of the examination, so that enterprises can move forward according to the flow and institutionalized track.

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Training new people and deterring the elderly.

Some old employees are only afraid of managing old employees or even worrying about "losing control" or "job hopping". Perhaps one reason is that the team echelon construction is not enough and the talents are lacking, so that the old people feel that no one can replace them and behave in an aggressive way. Therefore, the old employees need to constantly introduce new managers who are suitable for their own development stages according to the needs of business development, and constantly train some reserve talents.

In short, the old staff can not "kill a stick" in the face of the old staff, should fully affirm their contribution to the enterprise, implement humane management, give their due benefits and concerns, and give them the corresponding "magic spell" to make it a member of the enterprise instead of being away from the enterprise. Only the old employee boss has changed the way of management, changing command and order into streamlining and institutionalization, and constantly introducing excellent talents, so that the old employees can not fear the old employees' "rebellion", so as to break through the difficulties of development and make steady progress.