How business leaders manage new employees

One of the most important things a company can do for a new employee is to make it challenging to get their first job.

Pick a good supervisor belt.

There is often a "Pygmalion effect" between a new employee and his or her superiors, where the higher your expectations are, the more trust and support you have in your new hire, the better your new hire will do. So, "don't put a new employee with a supervisor who is stale, undemanding, or unwilling to provide support." Instead, during a new employee's first year of exploratory work, a specially trained supervisor should be found who has high job performance and can provide the necessary support to his new employee by setting high standards of work.

Provide periodic job rotations to new hires.

One of the best ways for new employees to test themselves and make their career prospects more concrete is to try a variety of challenging jobs. By rotating between different areas of expertise, such as from financial analysis to production management to human resource management, new employees have a good opportunity to evaluate their abilities and hobbies. At the same time, the company also gets a future manager with a broader vision and ability to manage the company's affairs.

Establish career-oriented job performance evaluations.

Edgar Scheon said managers must understand that in the long run, it is necessary to provide effective information to superiors about the job performance evaluation of their new employees, and not to provide false information to protect the short-term interests of their direct reports. Therefore, managers need to concretize information about the potential career of the person being evaluated, i.e., they need to figure out what kind of work they are evaluating the performance of their subordinates and what the needs of the new hire are.

Encourage new hires to engage in career planning activities.

Some companies are trying to run activities to make new hires aware of the need to plan their careers and improve their career decisions. In these activities, new employees can learn the basic knowledge of career planning, what basic stages a person's career can be divided into, and have the opportunity to participate in various activities aimed at clarifying their career prospects, so as to form more realistic career goals. It is also necessary to hold career counselling sessions (sometimes as part of job performance appraisal interviews) in which new employees and their supervisors (or HR managers) evaluate each new employee's career progress separately based on their career goals and identify areas where they need to carry out career development activities

A good leader, his subordinates do not feel his presence (the leader does a good job in the same way as in and without it); the second leader, whose subordinates are close to him and praise him; Again the leader, his subordinates fear him; Even more subordinate, his subordinates despise him. The integrity of the leader is insufficient, and the subordinates certainly do not trust him. The best leaders are calm and calm, rarely give orders, and when things are done, everyone says, "We are like this (success belongs to people who work cautiously, know how to (reflect) and make progress, do not sweat, and have solid brains". ”

Business leaders must follow this, and if you don't manage well, there will be big problems!

1. Assigned tasks, no feedback. Many managers don't get feedback on the assignment of work or tasks. Managers need to take the initiative to find subordinates to communicate the progress of work.

2. I don't know how to talk back.

3. I don't know how to pretend to understand, and I like to argue with others, and I can't say why. Not knowing how to pretend to understand is a major disadvantage of human nature. Many people are like this, for the sake of their so-called face, they don't know how to pretend to understand, and criticize everywhere.

4. Not modest, not with a proper attitude. Humility makes people progress, and pride makes people lag behind.

5. I feel very aggrieved and cry at every turn. The glass heart is heavy, and he can't admit the slightest grievance, so he cries at every turn, and uses crying to win sympathy.

6. I don't like to study. Learning is really important. As the saying goes: live to be old, learn to be old. If you don't know how to do it, you must study more.

7. There is no habit of taking notes. The newcomer entered this industry for the first time, was very unfamiliar with the industry, and did not do his homework in advance, and then, when he told him about the work content and work precautions, he actually did not take notes. It's okay if you don't take notes, you don't even know how to take a notebook, and you don't want to leave after the scene.

Introduction: Managing employees is not a simple matter, and all aspects need to be taken into account. As a leader, you should fully consider the characteristics of yourself and your employees, analyze specific problems, and be flexible in order to manage employees well.

Lead by example as a leader.

To manage employees well, leaders must first set a good example so that they can be authoritative and persuasive when managing employees. For example, to manage employee attendance, leaders must first strictly abide by the commuting time, punch in and out on time or swipe fingerprints, etc., so as to further standardize the attendance of employees.

Establish a sound reward and punishment system.

Employees can't pay more attention to salary, so to manage employees well, they need to work rewards and punishments. If the work is proactive and efficient, a certain bonus will be given as encouragement; Those who are passive in their work and often arrive late and leave early should be deducted from their wages as a warning. Rewards and punishments should be institutionalized, and the specific content should be listed for each employee to understand carefully.

Pay wages, bonuses and benefits on time.

To manage employees well, it is important to pay wages and benefits on time. In this way, the enthusiasm of employees can be mobilized, otherwise the deduction of wages will make them unmotivated to work, let alone obey the management.

When it should be strict, it is serious, and it is homely in leisure time.

This is also very important, and the management staff must first understand them deeply, and not always have a straight face, a picture that is difficult to approach. This will only make the employees reluctant to listen to you. Instead, you should treat your employees as friends, chatting and talking in your spare time, and easing the tense working atmosphere.

Of course, when an employee does something wrong or has a problem at work, he must be serious, reprimanded when he should be reprimanded, and fined when he should be fined. In this way, employees will be convinced, and it will be easier to manage.

Carry out more humanized management.

Nowadays, the pressure on people to survive is increasing, the wages of light and brisk work are less, and the work of high wages is too tiring. As a leader, take this into account when managing your employees. Understand these workers more, and when they are unwell one day, they should appropriately reduce their workload, and then give more condolences.

Regularly deliver towels and drinking glasses to hard-working employees. Let the employees feel the warmth of home, so that the management of employees is also very easy.

Trust your employees.

Trust is very important to a person, when an employee has a problem with a certain job, don't rush to reprimand and punish, you can give him another chance, believe that he can do better, so that the employee will be grateful to the leader and will work hard to do a good job.

1. Be patient: It is normal for newcomers to arrive at the company and not understand anything. It doesn't matter what role you are, don't shout, don't be impatient, you can not do these jobs, but to do it, you have to be calm, you have to be patient, and you have to encourage new people.

2. Communicate more and communicate more: communicate more with newcomers, because newcomers are in a strange environment, if they are ignored, I believe that many people will have resistance, so communicate more, so as to calm people's hearts, people's hearts are unstable, and all the work is in vain.

3. Be strict and strict: for some people who have been persuaded repeatedly and naughty, then you don't have to be polite, clearly tell him that today's work can only be done to leave, the company will pay you a salary, you have to be worthy of this salary, if you have other opinions and ideas, welcome to put forward, but can not damage the interests of the company, this is the bottom line.

4. Emphasize win-win: many people are carried out to a new environment for a variety of reasons, whether you are said openly, or darkly, you must point out that you come to work for your life, and the company uses you, and the travel is also to create value for you, which is a win-win situation.

5. Don't say too much: If you talk too much with new employees, everyone will be more blind than Bu Zhen, which is very resistant to some newcomers who are just starting out, for these people, you can teach him the content of the work and the focus of the work, if he wants to learn, he will look for you, if you don't want to, you can't force it, so don't say too much, just stop in moderation.