The previous notion of regarding governance positions as official posts, treating employees as objects, and the feudal patriarchal style should be abandoned. Instead, Inner Mongolia talent recruitment should respect the personal value of employees, understand their specific needs, adapt to the supply and demand mechanism of the labor market, and reasonably design and implement a new employee management system based on the principle of mutual selection. Regarding people as the main capital of an enterprise, which is the basis of competitive advantage, and implementing this concept in the company's systems, leadership methods, employee rewards, and other specific management tasks.
Tips Five: Nurture employees' personal careers.
Tips Two: Set high goals.
Tips One: Focus on concepts.
Tips Four: Delegate, delegate, and delegate again.
If you must change your plans, you need to clearly explain the change to your employees. If you can't or don't clearly express the reason for the change, they will think you are breaking your promise. If this happens frequently, employees will lose trust in you. Losing trust usually...
Each employee will have ideas about their personal growth and believes that their own ideas are correct. The wise approach is to create a personalized growth plan for each employee. We recommend that in daily conversations, when evaluating employee performance, often ask employees what their career growth goals are, help them recognize their strengths and weaknesses, set realistic goals and methods to achieve those goals to support the employee's career plan, and then strive to cultivate and develop them. The practice of not targeting the specific ideas and needs of employees and dumping education and training indiscriminately on them is not reasonable.
Delegation is what we consider the most effective motivational method in management. Delegation means allowing lower-level employees to make the right decisions themselves, meaning you trust them, meaning they share responsibility with you. When a person is trusted, they will unleash more work enthusiasm and creativity. Therefore, we suggest that not every decision should be made by the manager; if it can be delegated, do not do it yourself. The role of the manager should be a supporter and coach.
Tips Three: Frequent communication.
Tips Six: Involve employees.
Perhaps you don't remember making any promises to someone unintentionally, or you think that promise is not important. But you need to remember that your employees will remember everything you promised them. As a leader, any seemingly minor action can influence others in the organization. You need to be cautious about these influences. If you make a promise, you should take responsibility for it.
We increasingly find in practical work that people with the best ideas are often those directly involved in task execution. Involve frontline employees, let employees know that you value their opinions. Employees do not want to be simply commanded and instructed; they want to play a more significant and meaningful role in their work. They want to participate in decision-making. When employees want to participate but are not given the opportunity, they will distance themselves from the management and the entire organization. If you can respect employees' opinions, even if their suggestions are ultimately not adopted, you will find that they are more willing to support your decisions.
No one likes being kept in the dark. Employees will have many grievances and insights, some of which are correct, and some are not. Therefore, there needs to be frequent communication between employees and between employees and leaders. Consult employees on the company's development, listen to the doubts they raise, and discuss your own views on these opinions and doubts - what can be accepted? What cannot be accepted? Why? If the company is facing difficulties, these difficulties should be disclosed openly, while also informing employees that the company hopes to receive their assistance. Remember, paper cannot wrap fire, employees want to understand the truth.
The key to retaining talent is: continuously raising the bar and providing them with new opportunities for success. Everyone wants to win, and loving challenges is a common trait among excellent employees. If the company can continuously propose higher goals, they will stay. As a manager, you need to realize that as employees grow, they need more opportunities to use their minds to help the company and be recognized. Therefore, you must create and design some challenging opportunities to stimulate employees to pursue higher achievements. Only when employees feel that they can continuously receive support in their work and continuously learn new things will they stay and become more loyal to the company.
Tips Seven: Keep promises.
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The growth of a company is limited by the thoughts of its boss.