Managers have strong work ability but mediocre performance, why

The improvement in performance is caused by a variety of factors, such as the trough of the product in the market cycle, which cannot be solved by individual ability. Excellent managers are manifested in the ever-changing market changes, analyze the problems of the enterprise, the advantages and disadvantages of the enterprise, the advantages and disadvantages of competitors, and accurately grasp the market opportunity, so that the enterprise can get rid of the predicament and continue to develop.

Hello, happy to answer for you, you want employees to use their skills to solve problems. However, while this approach is okay for competent employees, there are still some employees who need some guidance. In this case, the manager should guide these employees back on track:

1.Explain the situation: Praise her for her positive efforts, but point out that her performance is still not up to par and that you are prepared to help her improve.

Give the employee an opportunity to explain his or her problem. There may be legitimate reasons for an employee's poor performance, such as a lack of time, resources, or training. Of course, there may be an element of exaggeration in these questions.

Say no excuses. Many times, underperforming employees are able to avoid work because they are allowed to do so. Now it's time for them to take their part and agree to improve their performance.

Agree to an improvement plan. Managers can provide a performance improvement plan to underperforming employees. But this kind of plan must contain the word "deadline", which means that you will pay attention to the employee's performance from now on, and he and she must make improvements within a certain time frame, such as 90 days.

2.Managers must provide clear guidance to underperforming employees as much as possible. They should tell the employee how to do his or her job, because up to now, these employees have not done the right thing.

Clear guidance can help employees understand what needs to be done. Managers who avoid dealing with such employees also run the risk of alienating other members of the team. Their employees are often lazy and discouraged when they see that underperforming employees are able to successfully evade responsibilities that they should have shouldered.

This creates resentment. So when an employee who doesn't perform well is fired, the manager is usually remarked, "Why is it taking so long to take action?" "Managing employees is not a simple task.

While you have to strike a balance between meddling and non-intervention, you should never let it go. A manager must be actively involved in the work to help the team succeed when necessary, especially when it means actively helping employees improve their performance.

The managerial level of the manager is one of the many factors that affect the performance, and the change of manager does not necessarily improve the performance.

Everyone who is new to the leadership position thinks "I've made it." But in fact, this does not mean that it has been successful, it is just the beginning.

Being a leader doesn't mean you can sit back and relax, because once you're a leader, you have to commit to winning acceptance with your group members and using your potential impact. "A flock of lions led by a sheep is no match for a flock of sheep led by a lion. A classic business quote almost hits the nail on the head of how important leadership is to the development of a business.

Leading cadres are like elders and teachers of team members. He is well aware of the skill level of each employee, and ensures that the corresponding difficulty of the work is assigned according to the skill level of each member, so that the members can give full play to their respective advantages, so that the team can ensure close cooperation, and finally let everyone complete a daily task efficiently and perfectly. From the perspective of managers, the company's requirements for a manager are the leader of his team, in fact, he is not only responsible for himself but also for the whole team.

Whether she has done a good job in setting goals for her work, daily guidance, training and innovation, etc., excellent managers can train very ordinary employees into employees with excellent performance appraisal. Management personnel are indirect, important reasons, how to do the team, how to do the staff, whether to do it with intentions, this has a lot to do with the management plan, team atmosphere, management methods, incentive methods, all are the results of the construction and implementation of the management staff. Management methods are indeed crucial, and the quality of a manager can determine the quality of the team, <>

Team work efficiency and employee enthusiasm. I also think that the work performance appraisal is closely related to the enthusiasm of employees, the sales performance of the team, and the leadership of the team leader. From the manager's point of view, the question is that the performance appraisal of employees is based on the level of the leader's management method, not the level of the employee.

Do you agree? It's fine, but it's bad to think like that from the employee's point of view. Managers think like this, they can continuously improve the knowledge and ability of managers; If employees think the same way, it will inevitably lead to the suspicion of evading responsibility.

The management personnel did not lead the team, of course, he was responsible, and the employees did not do a good job of a person's own work, in fact, they had to take it personally. The company is located in different terrains, landforms, natural environments, etc., and its performance appraisal is also very different. For example, a large international enterprise is doing very well in China, but when they set up factories in Vietnam, India, and India, most of them are not very good.

The same managers have different test scores in different physical and geographical backgrounds and cultural backgrounds.

Capable people are not necessarily good at communicating, so they generally do not do well.

Performance appraisal can reflect the ability of employees, if it is not reflected, it is that the project setting of the appraisal is not very reasonable.

The performance appraisal of the workplace can be seen to see the quality of employees, performance appraisal is the standard of objective assessment, if the employee is evaluated, you can stimulate the enthusiasm of employees, as well as creativity, performance is on the one hand, capable and on the other hand, capable employees, he will give full play to his talents in other places.