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When employee performance is poor, leaders should not complain about the incompetence of employees but should reflect on themselves. The usual mistakes are:
1. Mistake in selecting the wrong people;
2. Mistake in how to lead people;
3. Mistake in not establishing standardized systems, processes, and standards.
4. Mistake in not being good at cultivating employees and not empowering them to develop their abilities;
5. Mistake in not establishing a competitive mechanism and not daring to eliminate underperformers.
As a leader, one must understand the following concepts to simplify management!
1. What is the company asking you to do?
1. You are here to solve problems, not to create them;
2. If you cannot identify or solve problems, you yourself are a problem;
3. The bigger the problems you can solve, the higher your position;
4. The more problems you can solve, the more salary you can earn;
5. Promote those who solve problems, let those who create problems step aside, and dismiss those who complain about problems!
2. Problems are your opportunities
1. Company problems are your opportunities for improvement;
2. Customer problems are your opportunities to provide services;
3. Your own problems are your opportunities for growth;
4. Colleagues’ problems are your opportunities to provide support and build cooperation;
5. Leaders’ problems are your opportunities to actively solve and gain trust;
6. Competitors’ problems are your opportunities to become stronger.
3. Who can stay with the company until the end?
1. Those who can grow together with the team.
2. Those who always have a positive outlook on the team’s future.
3. Those who can find their place in the team’s continuous exploration.
4. Those who continuously learn new things for the team’s new goals.
5. Those who are resilient and patient.
6. Those who are united with the team, sharing joys and sorrows.
7. Those who do not focus on personal gains and losses but consider the overall situation.
8. Those who are ambitious, talented, and willing to contribute!
4. For leaders: If you love them, set strict requirements!
1. A leader who has strict requirements for you is a good leader who can truly help you grow; what makes me suffer will make me strong!
2. No strong company will give subordinates a sense of security; they will stimulate everyone to become strong in the most ruthless way, striving for self-improvement!
3. Any company that tries to provide a sense of security for subordinates will be destroyed because even the strongest person will lose their wolf-like nature in a gentle environment!
4. Companies that find ways to push employees’ capabilities and develop their potential will rise continuously because in such an environment, one will either become a wolf or be eaten by wolves!
5. The companies that give the least sense of security to employees actually provide real security because they force them to become strong, to grow, and thus have a future!
6. If you truly love your subordinates, assess them, demand from them, set high requirements, high goals, and high standards to force them to grow!
7. If you are constrained by personal feelings, setting low goals, low requirements, and low standards, raising a group of sheep, old hands, and little rabbits, this is the greatest irresponsibility to subordinates! Because this will only encourage their willfulness, jealousy, and laziness.
5. Integrate into the team, do not be a lone wolf:
1. Do not always think about giving up when things do not go smoothly; every team has problems, and every team has strengths.
2. It is important to follow the right leader, cherish those who are willing to teach you and let you do things.
3. The problems of the team are your opportunities to stand out; complaining and blaming the team is like slapping yourself, saying you are incompetent, and is even more of a way to give up opportunities!
4. Be grateful, thank the system for providing you with a platform, and thank your partners for their cooperation.
5. Never be a lone wolf; integrate into the team, build personal brand credibility, so that wherever you go, people are willing to cooperate with you.
6. When encountering problems, think first; merely reflecting the problem is a basic level (mover), thinking and solving problems is a higher level (architect).
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