What kind of perspective do managers generally look at the grassroots?

Comparing the enterprise with the sports field, the grassroots are the athletes, the middle level is the coach, and the top level is the referee. The grassroots level should work and not be a person, the middle level should work and be a person, and the high-level level should not work and only be a person. In terms of reviewing grassroots players, the gold medal is the goal, there is no qualification to point fingers, doing more is the gold medal, doing a good job, achieving the goal is the standard, not to mention anything else.

Everything speaks for itself, the good things are done better, and the bad things are done perfectly. This is an excellent grassroots level. In this way, we can talk about being a person.

The review of middle staff is the coach, and the coach not only has to work, but also behaves. Because a good coach is a player who has won a gold medal, and it is an innovation with inheritance and experience. These coaches have to do their jobs well and be people.

That is, work well and take good care of the team.

When people do things together, people are fearless when they are selfless, and they are fearless when they do things selflessly. In this way, is qualified for the middle level. For the high-level reviewers, it is the referee, and the referee is disregardful.

The top level has the responsibility to write only good people, so this official should be in charge, and absolutely not in charge. Only by leaving a lot of space for the subordinates and allowing mistakes can the subordinates grow quickly. Talent, virtue, and chest are the employment standards for inspecting the grassroots, middle, and senior levels.

Talent and boobs are understandable to everyone. It needs to be explained that there are intermediate virtues. What are virtues?

It's character. What is the route? It's a person with a first-class personality:

Character is like a river, people are like mountains, unchanged, flexible personality, work is like water, ever-changing. This is virtue. The concept of employment, speaking diploma is more level.

Titles are more suitable for work, talk about experience, talk about ability, talk about qualifications, talk about commitment, talk about ethics, talk more about style.

In terms of employment, without such a correct employment concept, it is in vain to attract people. In the end, in order to improve the strength, blindly increase the number of people, and the larger the recruitment, you can only become bubble gum, which can be broken with a single stab. Generally, enterprises talk about diplomas, professional titles, qualifications, qualifications, and ethics in terms of employment concepts.

But business is neither a political world, nor an academic world, nor is it simply philanthropy.

What they need is the dignity of their cause, the platform and the space for casting spells, the support of financial and material resources, and even make them your partners. Successful employment, how to calculate success in terms of talent? The so-called "successful employment" is enough to say these five sentences.

That is to say, decisive negation, decisive innovation, good at hegemony, willing to take trade-offs, and return to zero.

It is generally a posture of looking down, because the leaders come from the grassroots, and they will think that the grassroots personnel are very difficult, so I hope they can work hard.

Generally from the perspective of development, managers will see that those employees have special potential and those employees have the value of training.

Management generally looks at the grassroots with an equal footing, because the work of the grassroots workers is hard and rewarding.