What are the specific differences between the management methods of the post 80s team and the manage

Hello, Mr. Tan Xiaofang, a well-known management training expert, said that the post-80s management should do the following: First, the management should pay attention to the problems.

1. Work together with employees to improve work efficiency.

2. Work together to eliminate obstacles that affect the work.

3. There is no need to manage too carefully.

4. Give employees the power of self-decision-making.

5. Reduce misunderstandings between employees due to unclear responsibilities.

6. Tell employees to clearly understand what standards they should do in their work.

7. Guide employees to arrange their work reasonably and give full play to their abilities.

8. Keep employees informed of the necessary information.

Second, the management method.

1. Different ways should be adopted for employees with different personalities;

2. Different methods should be used for different occasions;

3. Employees demand the same from you as you do from your boss;

4. Be sure to feedback the work performance of employees to employees in a timely manner;

5. Use data to show employees' achievements;

6. Adjust the internal contradictions of employees;

7. Solve the reasonable needs of employees in a timely manner, such as salary and bonuses;

8. Improve the enthusiasm of employees;

Of course, I think as a manager, the most important thing is to empathize with the problem, so that I think you can better understand the needs of the employees, and it is easier to empathize with the subordinates. Management will naturally keep up.

In the face of post-90s employees, enterprises need to truly establish a humanized corporate culture

One is the culture of trust

Relationships between companies should be based on mutual trust and transparency to avoid mutual suspicion.

The second is the happy culture

The workplace concept of post-90s employees is: to work, to live, but also to work and live happily.

The third is the open culture

Enterprises should establish an open and democratic management platform internally, and put problems on the table to communicate.

Fourth, the culture of equality

Post-90s employees dislike managers being superior and like equality and respect for each other.

Fifth, independent culture

Enterprises need to change the habitual thinking of not distinguishing between commuting and commuting, and give them independent space. This is conducive to helping post-90s employees balance the contradiction between work and life.

1.Learn as much as you can about them, such as their origins, personalities, family, and most importantly, thoughts, such as values, outlook on life, motivation for work, short-term goals, etc.

2.Cultivate team spirit, create team culture and atmosphere, unify thinking and understanding, and establish team goals.

3.According to the characteristics of each person, the division of labor is reasonable, and the enthusiasm is mobilized.

4.Organize group activities to enhance team cohesion.

Ability. As a team leader, ability must be valued, and only with professional level and ability can the team members be recognized and obeyed.

1.Establish a sound team management system: An effective team management system can improve the efficiency and speed of the team.

This is the core and foundation of the team. The so-called team management system is also the rules and regulations of team management, as the saying goes, "no rules, no way", efficient teams must have strict rules and regulations and high management standards.

2.The importance of individuals in the team: the team is composed of individuals, each member of the team has his independent characteristics, in order to each member can play an excellent level and efficiency, it is necessary to analyze the personality and expertise of each individual in the team, and put each individual in the appropriate position, so as to give full play to the enthusiasm of each member, and the team will show strong combat effectiveness.

3.Team cohesion: Hold regular activities that can improve team cohesion, which can improve the cohesion within the team.

Each member of the team is a person from all over the world, everyone has their own characteristics, not all of them may have a strong tolerance, after a long time together, it is inevitable that there will be a little conflict, but through some outdoor outward bound training or activities to alleviate or eliminate these contradictions. For this, each team should have a suitable team outward bound activity plan to plan the team's short-term and long-term activities as a whole.

How should young managers manage the post-90s team?

When you encounter this problem, you can do this, compare your heart to heart, how do you want others to manage you?

Rules and regulations are the bottom line, rewards and punishments must be made public, human feelings are the upper limit, and everyone earns money together.

The best management is self-awareness, the most self-conscious is the sense of existence, and the best sense of existence is the sense of belonging.

You can question my abilities, but you can't refuse my charms. You can think that you are very hanging, but as long as you receive this salary, you are obligated to do the task of the rift zone that I have given you.

Post-90s! If you don't accept it, don't roll it with me.

Finally, if you want to manage easily, the team is cohesive, and everyone works happily, you might as well choose quantitative management of points, so that you no longer have trouble managing the team.