How do you manage those unambitious employees?

First of all, when the personnel enter the interview process, they can already make some evaluations of the employees in the "dedication" dimension, and of course, they can also choose according to the degree of the company's requirements for this; Secondly, for in-service employees, if the performance in this area is weakened, then two aspects of guidance can be considered: career planning, but not the traditional planning model, the traditional planning model is unable to achieve incentives and goal orientation; Demand mining and management, each employee has their own demand point, through the mining of demand points, and appropriate guidance, so as to establish a common goal value.

Human nature is lazy, and if the monthly salary is paid, there must not be a few diligent ones. Then if we set the salary a little, for example, the employee's salary is 4,000 a month, and after setting the rules, let the employee who does well get 6,7000 or even higher, and the troubled water gets 3,000 or even less, which fluctuates very much. According to the different positions of each position, set different salary proportions, set a balance point, according to the completion of the employee, pay the corresponding salary, fully motivate the capable to work more, reduce the loss of the enterprise, and maximize the enthusiasm of employees.

Of course, this balance is important.

The performance and bonus system is a kind of "irregular reward" to a certain extent, which is different from the fixed welfare award, which has the greatest motivating effect on people. When you never know what you're going to get next time, you'll keep pushing your ceiling and doing everything you can to work. And if this rule is used well, it is not the amount of bonuses that matter, but the small amount of monetary incentives that can make employees "proactive".

There will always be some "unambitious" people in the workplace, and in the face of this group of people, as long as they are not passive and slacking off, it will be fine. How to manage? Define job responsibilities, formulate evaluation methods, and require the work to be completed as required.

If you have to ask the employee to be ambitious, you can conduct an assessment at the beginning of the interview. If it is not very demanding for professionalism, but it is hoped that employees can always improve their business ability and be careful about things, then some regulations can also be formulated. For example:

What kind of reward can be given to employees who get a certificate during their employment, which can be rewarded according to the degree of usefulness to the company. Or if employees do what they do better than before, is the company also going to show something, so that employees are more motivated to do something.

Game-based management is actually the most popular data-based points management at the moment, and if you want to play a game well, you have to know the rules of the game. Let's analyze the management of the integral system together: the management of the integral system is actually to use the points to quantify the personality concept and ability and enthusiasm of the person after the implementation of the award deduction processing, with the points management system record, and permanent use, to achieve the role of incentives, all aspects of mobilization of people's enthusiasm, effectively improve work efficiency.

Implement a system of more work and more pay with employees, and allow employees to get a lower salary and leave work early to take on private work during free time. Of course, such a situation is relatively rare, if employees can survive in several positions at the same time, instability may not be conducive to management, resulting in high turnover of enterprise personnel. Actively develop a second business to fill the business needs in your free time.

On the one hand, this kind of move can promote the continuous innovation of enterprise industrial upgrading, and there is also a possibility that the side business is likely to become the main business, so that the enterprise can continue to survive in the market.

If you feel that the employee is too idle and the workload is not satisfied, then add tasks. If overtime is required, then pay overtime, as a boss, you are buying the labor of employees and then realizing profits through your own operations. Employees, like your suppliers, should trade fairly and reasonably, and they can bargain, but they can't buy and sell.

If you are a large company, then you can fill the workload by adjusting the number of employees, and if you do have idle employees, then reduce the number of employees. If it's a small company, then you have to run more orders yourself and then send things down.

Punishment or encouragement is to be given immediately during the month of post-work. Personally, I suggest that if it is a matter of working principle, it must be heavily fined. If there is no improvement after two months, you need to lay off people immediately, this is to keep the employees who are doing a good job motivated.

If you don't have a sense of professionalism, or no professional attitude, it will not be good for yourself or the company. Such employees are given the opportunity to remain in the same state, so it is a disservice to themselves to stay. Compassion is not in charge of the army, righteousness is not in charge of wealth, and it is the truth that has not changed for thousands of years.

Sometimes you need to be yourself. Don't be polite to others.

If there is no enterprising employee, you will be by his side to urge him to spur, and he will learn to use various incentives to promote his dedication.

In general, employees who are not ambitious are either really lazy to do it, or they have better conditions at home, so they are just looking for a job to do, and they must prescribe the right medicine according to their situation.

First of all, you must know that management is about managing things, because people can't control it. Managers should have a sense of the overall situation and should put team goals first. Secondly, management needs to fully integrate people and things.

Excellent managers know how to study and respect human nature. Do you think this employee is "unambitious", is it because he is not suitable for this position? As a manager, you must not only grasp the overall situation, but also learn to empathize.

In a business, it is impossible for everyone to be excellent. Most of the employees are neither the right-hand men you can be proud of, nor the "problem households" that give you headaches. In fact, their level is not much different, and the number is indeed the largest in the company.

Managers should not ignore the role of these people. The same is true for departments, where employees of the middle level, level and ability make up the majority of the department. Ignoring their importance and failing to manage these large "middle-class" classes well is certainly not a success for managers.

Managing mediocre employees is all about promoting them. So how can we help improve it? Managers can start from the following aspects.

Because they are the least noticeable group in the company and department, they will have a little inferiority complex or grievance in their hearts. Low self-esteem greatly limits one's abilities, with the exception of a few "top-notch" achievements. It's about the same as a sports game.

If you see that the other party has an advantage, you will be discouraged and will definitely not be able to play at the level. The more you compare, the more you lose; If you can strengthen your confidence, regroup, go all out, and work hard, you can not only reverse the defeat, but also overwhelm the opponent and turn defeat into victory. Therefore, managers should get close to such people, talk to them, list their merits or achievements, and prove that they are not much worse than others and can do better, so as to restore ideology with others, so as to stimulate their self-motivation and self-confidence.

Guidance and communication].

Because such employees lack confidence in themselves, managers should also be prepared to put more effort into working with them. The assignment of work to these people should be more specific and specific, not only in terms of tasks, but also in terms of methods and methods. In the process of completing tasks, managers should strengthen guidance, help them overcome difficulties, remove obstacles, and let them continue to increase their experience and give full play to their talents with confidence.

However, it should be pointed out that managers cannot teach by hand all their lives, and must strive to improve their abilities. That is, the best way to help people with low abilities is not to "feed" them, but to find a way to make them think more and "fly on their own".

Don't hurt their self-esteem].

Everyone values their own face, especially those who are so mediocre that they already have an inferiority complex. They are more sensitive to words and actions that hurt their self-esteem and have stronger self-esteem. Therefore, as a manager, you should pay special attention to your words and deeds in the daily management of such employees, and do not damage their self-confidence.

For example, when assigning work, not only think about how to get them to complete the task, but also use incentives that will make their faces shine. When you need to criticize, don't hurt their feelings and personality and humiliate them, so it is easy for them to become hostile or give up on themselves.

Assist them in their grades].

Although most employees cannot become excellent talents, everyone has the hope of developing themselves, and everyone deserves the opportunity to develop themselves. Preparing some personal development plans for them can make them feel that the company really needs them and is willing to hire them for the long term. If managers find the work too tedious, employees can work in groups to develop and implement these plans.

An incentive mechanism can be set up so that employees can see the future development path and have enough motivation to work hard, rather than seeing no hope at all. At the same time, you can talk to some motivated employees and ask them to help bring those employees who are not ambitious enough.

You can also set up performance appraisal, skill appraisal, and if it is linked to salary, I believe that some employees will also pay enough attention.

In the end, the job still needs to be able to see enough promotions and healthy competition to be better.

The lack of ambition indicates that the working environment is too comfortable, and you can get the same salary without working overtime.

If you want to manage these people well, you need to set up a relatively strict assessment mechanism, that is, excellent performance rewards, backward punishments, although this mechanism also has many problems, but it cannot be denied that its changes to the overall atmosphere of the work, will make everyone nervous, regardless of whether they are enterprising or not, will work hard and be positive.

Plan 1: Get straight to the point。Instead of asking subordinates to guess your management style, it's better to get straight to the point. Tell everyone clearly what your bottom line is, and your subordinates will not dare to brush the tiger's whiskers easily.

The second plan: cut the hair。Cao Cao stepped on the wheat field, and in order to strictly enforce military discipline, he cut off his hair to show the three armies, and everyone was moved. Therefore, leaders must learn to punish themselves.

The third plan: to convince people with virtue. Only with "virtue" can there be "gain".

If you want to get the hearts of your subordinates, you must undergo the test of "morality" in life and behavior. The fourth plan: self-discipline and restraint of others.

Managing subordinates starts with managing yourself. Zeng Guofan said well: Only righteousness can transform people, and in order to do one's best, you can restrain others.

The fifth plan: light wealth and gather people. Wealth gathers and people scatter, wealth scatters people gather, this is the leadership Bible. As a leader, if you take your interests lightly, you will have more talents around you.

The sixth measure: measure the width of the people。Li Shimin has Wei Zheng because of generosity; Qi Huan has a pipe because of the quantity.

If a leader does not have a big mind, it is difficult to achieve a big career. The 7th plan: lead the way.

It's better to shout than to behave, this is the benchmarking effect. The first is a silent command, and the example is the greatest authority.

The 8th plan: Ximu Lixin. In order to implement the new law, Shang Ying erected a wood at the south gate and promised to reward those who relocated to the north gate with 50 gold. Leaders must keep their word and not write empty promises.

The 9th plan: the official law is like a furnace:There is a furnace rule in management. The system is like a furnace, once you reach out and touch it, you will inevitably be burned. Therefore, we must maintain the rigidity of the system.

It is becoming more and more common for employees to describe this kind of work, just completing their work and commuting to and from work on time, which is a very common behavior for employees who have no expectations for their work.

But there is no point in such behavior by mere supervision. Even if there is intranet monitoring, if you are not allowed to use the computer, you will still be able to use your mobile phone to access the Internet.

The following recommendations are recommended for this type of employee:

1. Face up to reality and lower expectations: Not all employees can become excellent employees and do their best for the company, most employees are still ordinary employees, and ordinary employees are allowed to be diverse. Appropriately lower the expectations of ordinary employees, and focus on cultivating employees with a positive attitude and eager to learn.

2. Motivation: This kind of Buddhist employees are not useless, through various communication channels to understand their advantages and specialties, interests and hobbies, if the company culture construction or team service valuable flash, you can try to stimulate and mobilize enthusiasm.

3. For employees who are not interested in other things outside their own work, make good use of them, gradually increase the difficulty and workload of work, and give full play to their maximum value.

4. If you care about its online behavior, this is a problem of the company's management system, and how to punish it.

For management, it is the basic responsibility of managers to discover the value of employees and maximize their value under effective management. The classification management of employees is also the core of management, you can't sprinkle pepper like an average force, and you don't have to expect all employees to be gods. Encourage the advanced, spur the backward, and drive the middle.

It is the foundation of management incentives.