How to do intelligent employee management, and how to use wisdom to manage employees?

As a supervisor, it is important to learn to use his wisdom to manage the company, so that the development of the "inner brain" and "outer brain" is important. Here, the "inner brain" refers to the wisdom of the supervisor himself, while the "outer brain" refers to the wisdom of the subordinates under the guidance of the supervisor. It includes aspects such as creative ability, adaptability, work skills, and more.

Creative ability is the most important tool, and creative ability is also the main asset to invest in one's own business, and modern employees want to express their ability to strive for more responsibility and greater creative opportunities. If you have the freedom to pursue this creative investment, you can achieve more innovative results.

Modern workers will perform best if they are treated as independent and responsible creative workers, with the freedom to take risks, make mistakes, and find their own solutions.

Providing them with workspace is the best way for managers to develop their independence and encourage them to develop their creative nature. With a little bit of material and tools, managers can create a concrete space for their creative process to help them be as productive as possible.

Managers must give them clear goals and hold them accountable for accomplishing the final concrete results. However, to set clear goals, what is needed is the division of rights and responsibilities for the goals. In the initial planning process, the plan should be divided into more specific categories to provide a clear delineation of responsibilities.

This management technique is very useful, as long as the final goal is clear, they can take on large and small responsibilities to achieve the final result. Whether it is a mid-term or initial job, they can handle it easily.

Quoted from Yanbian People's Publishing House's "Management Rules for Highly Effective People".

Speed and knowledge are the competitive tools of the 21st century, and as the Internet matures, there is a better opportunity for companies to combine the two and quickly translate them into more robust strategies and actions, respond quickly to market changes, and become smarter and more agile organizations. There are five basic capabilities for such an intelligent organization:

1. Production ability: In addition to knowing how to produce products and services, it is also necessary to know how to use knowledge and technology to manage production and operation processes more effectively, and provide products to customers in the most economical and efficient way.

2. The ability to anticipate: in addition to being able to respond quickly to market trends, it is also necessary to be able to foresee the general environment and anticipate future changes, so as not to underestimate the overall development, let competitors rise, and erode the market at hand.

3. The ability to create: The improvement of enterprise value depends on the ability to create knowledge. The creation of knowledge can take many forms, it may be new research developments, it may be the innovative application of existing knowledge, or it may represent a deeper understanding of the customer.

4. The ability to learn: the learning organization is no longer a new concept for the enterprise, and the enterprise must create an atmosphere of organizational learning, encourage employees to be brave in innovation, learn from experience and training, and learn from competitors, colleagues and customers.

5. Sustainable ability: Intelligent knowledge workers will have more job choices, and they will no longer stick to the same position. But companies must understand that once a knowledge worker leaves, he also takes the knowledge he has.

Therefore, the biggest challenge for intelligent organizations is how to create a dynamic, knowledge-sharing and continuous growth environment to attract and retain talent.