Workplace Secrets: How To Be A Competent Department Boss

Department managers face most of their subordinates, so communication with their subordinates is particularly important.

It can be said that effective communication with your boss determines your future, and effective communication with your subordinates determines your current situation.

If you haven't done all these things, you are not a qualified leader.

Let's talk about what we should pay attention to in the above scenario and department staff communication from these four aspects.

First of all.

What should subordinates pay attention to? First, there must be evidence.

Criticism should be based on specific goals, requirements and systems, so that employees can be convinced, and let employees realize the seriousness of the problems. These requirements and objectives are clearly defined in advance. An important role of leaders is to help employees set goals, not just to see the final results, but the staff do not play well.

Second, give the full face.

There are two meanings to face. First, we should not criticize employees in front of other employees. It is better to criticize individually.

In addition, when we criticize, we should pay attention to methods and step by step. The so-called sandwich communication method is to praise and affirm the good performance in the work, and then point out that there are still some problems and shortcomings. Finally, we discuss with him how to correct and prevent.

Third, we must play a guiding role.

Criticism is actually a kind of work guidance. You should use your experience and personality to infect your subordinates, so that he can understand his mistakes in what they do and how they should be done. As long as you genuinely teach, most subordinates can feel your concern for him, and at the same time, you will have an admiration for your professionalism.

Drucker once said that the way of management is not much command but guidance.

Manager pair

It is "guidance" rather than "command".

What should we pay attention to motivating subordinates? This should vary from person to person, but there are two general principles. First, incentive must have the threshold to play an exemplary role.

As the head of the Department, you must be fair and just, rewarding diligent and lazy.

Let subordinates see your benchmarking and strive for good benchmarking.

The purpose of inspiring advanced must be to encourage others to work according to the best people.

Second, moderate incentives should not be excessive incentives.

What is appropriate? It is in line with the psychological expectations of employees, how to understand the psychological expectations of employees, it depends on your understanding of employees.

To put it simply,

It is no more than three kinds of "promotion, wealth and skill".

Moreover, excessive motivation can cause employees' illusions, breed pride, and finally affect the development of employees.

Just like the lottery winners in history, the ending is always miserable.

Third, after celebrating a success with employees, ask employees to reflect on them so that employees can think about how they can do better.

What do we need to pay attention to?

In fact, this is a manifestation of inconfidence. In the information age, if we do not make efforts to enrich ourselves, we will not be overtaken by our apprentice.

On the contrary, if you achieve others, you will accomplish yourself, and make your career development more smoothly.

Many excellent managers believe in this philosophy of Leadership: "always in the middle of someone who is more talented and competent than you."

We should pay attention to two points to promote subordinates. First, we must be accurate.

This man must be a material that can be made, otherwise bean sprouts will never grow into a towering tree.

In addition, moral behavior is the first, otherwise the stronger the ability, the greater the destructive force will be in the future.

Second, we must give him the platform and opportunity to let him stand alone and think independently, not just one executor.

Smart leaders often create an environment that encourages moderate risk, a safe environment for making mistakes.

As Wang Shi said, "what is to raise is to give him the chance to fail and give him the chance to succeed. You must look at him and not let him get hurt and hurt his life."

Finally, what should we pay attention to after dismissing employees? After staff dismissal, they should pay attention to several points. First, when a person leaves the company, no matter what kind of problems he has, don't speak ill of his employees.

If you talk with other employees about the problem of an employee leaving, employees will imagine how they will leave their company one day, which is not conducive to building your prestige and trust.

Intelligence is a gift, kindness is a choice.

As the head of department, we should first choose to be a good person.

Second, there are employees voluntarily leaving, to do a good job of other people's comfort, do not let large areas of staff leave things happen.

Analyze the reasons for employee turnover and see what improvements the company and department need to manage.