How to manage the team well and how to motivate employees

There are mainly the following four points: in-depth understanding of the needs of Fubi Hunger Huihui employees; Create a good working atmosphere; Recognize and praise employees; Promote the growth of employees who are short of shortages.

1. In-depth understanding of the needs of employees.

Understanding the needs of employees can be through regular communication, meetings, employee complaints, questionnaires, etc. Only by having a deep understanding of the needs of our subordinates can we effectively motivate them and fully mobilize their enthusiasm for work.

2. Create a good working atmosphere.

No one wants to work in such a working atmosphere: they make mistakes when they work, and they are blamed when they make mistakes; Ask for instructions on big and small things; The office site environment is messy; The surroundings are chatting, playing private, quarrelling, and not working; Team members tear each other down and are irresponsible; complex interpersonal relationships; The boss always has a straight face. are willing to work in such a working atmosphere:

relaxed, harmonious and free atmosphere; The office site is clean and warm; Team members help each other and cooperate sincerely; Relationships are simple and straightforward; Dare to try and will not be blamed; Small improvements and achievements are recognized and appreciated by superiors and colleagues. Therefore, creating a good working atmosphere is one of the important tasks of the daily management of our middle and grassroots supervisors.

3. Recognition and praise.

Human nature is to like to be recognized and praised by others, and the small progress of employees should be given sincere recognition and praise in a timely manner. When criticizing employees, it is also necessary to pay due attention to skill, not to hurt the self-esteem of employees, and generally criticize in private as much as possible.

4. Promote the growth of employees.

Continuous growth in the work is the expectation of most employees, as a supervisor, to help employees continue to grow is an important job responsibility.

The first point is that the direct reason why employees are not interested in painting cakes is that there is only empty talk and no actual benefits.

For employees in the workplace, the purpose of going to work is to get a salary and make their career continue to develop. It's all about real benefits. However, the painting cake is completely detached from all this, and the painting cake itself is only empty talk and has no practical benefits, and the employees will not get any benefits in the matter of painting the cake, and of course they will not catch a cold.

The second point is that painting cakes too many times will give people the feeling of not being trustworthy, and employees will certainly not be cold.

For a person, it is the most important quality to do what he says and keep his word, and only those who are trustworthy in the workplace can win respect and be recognized, but the number of people who give up those "painting cakes" is precisely in the state of not believing in their words, and the promises they make are not likely to be fulfilled.

The third point is that painting pies itself is an unrealistic existence, and employees certainly don't catch a cold.

Whether employees make work performance or receive salary, they are real. For employees, everything is meaningful only when they are down-to-earth and real, but the painting itself is precisely an unrealistic existence, both in form and content give people an ethereal feeling, and such a state is of course difficult to attract employees. This is the direct reason why employees are not interested in potato tomato pictorials.

As an excellent manager, your "pie" should not be too mysterious, nor should it make you whimsical, but based on objective conditions, make bold predictions. After the goal is determined, it is also necessary to be able to give specific implementation methods and paths, so that the team not only knows what their goals are, but also knows how to do them!