As the leader of a team, how can you quickly identify high potential employees in your company?

1. Professionalism.

This kind of professionalism is not a simple professional skill level, but a professionalism from a management point of view.

Second, the overall situation. People who have a big-picture perspective always solve problems creatively.

3. Initiative.

Because people who are proactive will take the initiative to seek resources to solve problems, rather than passively waiting for work to be scheduled.

Fourth, the ability to learn.

It's easy to learn a certain method and technique. It is not easy, or more important, to build a system.

5. Resilience. A resilient person can bend and stretch. A resilient person gives up whatever he can. Tough people don't give up easily.

Assign the same task to all employees and achieve the highest level of satisfaction in a limited time shows that his strength should not be underestimated.

First of all, in the process of running some projects or holding activities, we can observe some of the employee's organizational skills, unity skills, and some thinking and problem-solving skills, which are one of the important tests of his potential.

As a leader, you should organize activities for them to show their abilities and apply them in their work in the future.

It must be necessary to provide more stages for employees and let them show their abilities.

If you want to ask a good question and do something well, you have to understand the truth first. Once an employee asks a good question, it confirms that he wants to know more about a certain problem or situation. This is one of the most important characteristics of a successful person.

Will take good notes, as a subordinate, often have to assist others in their work, and respond immediately. To get satisfactory results, you have to pay attention to the details and write down the key points. Taking notes often to win people will have a much better effect than other people who don't take notes.

Therefore, leading cadres have also noticed that they can memorize people by heart. This not only shows your professionalism and self-control, but also shows a more reliable way of doing things. However, there are those who can only look at you when they look at it.

Even though they seem to be listening very seriously, the leading cadres are suspicious that they will not be able to complete their tasks well. Leading cadres have been educating new employees that when listening to the words of leaders or customers, they do not have to listen only to the specific content, but should keep it in mind, digest and absorb it, and apply it. Leading cadres can distinguish who is more likely to achieve the goal by whether the staff is taking notes or not, and can clearly and scientifically complete the goal.

With good habits, "reliability" is a very important characteristic for any successful business, customer or supervisor. This is an important feature that determines whether there is a need to provide substantial opportunities for employees. In order to become a credible target in the eyes of others, in addition to intelligence and hard work, you also need to have good habits.

If you don't have good habits, or don't do things in a down-to-earth and orderly manner, it is not easy for you to consistently produce high-quality results.

Naturally, this is not to say that if you don't win people at the above four points, you don't have much potential for development. Development potential can be presented in many ways, but some people will show it more than others. But patient supervisors and executives have access to a lot of data through your approach, and they can show your career maturity, basic tendencies, emotional intelligence, and abilities.

I think there is one criterion that is relatively easy to judge, that is: whether the person has done anything, even if it is a small thing. There are many reasons for failure, but success is not always easy, and being able to do even the smallest thing can prove that the candidate has the necessary qualities to succeed.

For the judgment of the team member, you can independently give him some projects to see if he can do it himself, and then you can judge whether the person has the quality of success.

In the process of work, the ability to work is particularly excellent, and particularly self-motivated, in the work has great potential, and special efforts, such employees are high-potential employees.

It is the common psychology of leaders to find potential employees, train them, and then become the backbone of the team, and then everyone will work together through thick and thin to create brilliance.

As the leader of a team, how do you identify high-potential employees in your team at an early stage?

1.Will look at the performance data.

The main aspect of the company's employee evaluation is work performance. If an employee's performance histogram is trending upward, it is a good indication that they have potential; If its performance is higher than the average, it indicates that it has greater potential for upside; If their performance is at the top of their ranks, it has the potential to be groomed as role models.

2.Look at the idea of the solution to the problem during the training.

The growth of the team is inseparable from training. During the training, there are not only the sharing of efficient experience of colleagues, but also the creation of appropriate situations by leaders according to the problems encountered in the work, so that everyone can storm and express their own views, and then summarize the logical and feasible solutions for everyone to practice.

During the storm, the average employee is silent, not because they don't want to say it, but because they haven't thought about such a problem and haven't tried to solve it, so they have nothing to say.

In such a situation, if an employee can talk about what he did and how he solved the problem based on his own personal experience, and finally prove it with actual data.

Then, such employees can make the leaders shine and feel that their potential is huge. It will analyze your practices and encourage you to continue to be bold and innovative. Of course, the leader will definitely go further on what support is given to you, and this is actually starting to nurture you.

3.Look at your work performance.

Everyone will encounter problems at work, and some people will complain about the bad external conditions; When some encounter problems, they do not take the initiative to find solutions, but wait for ready-made experience; Others will actively think and try until the problem is solved.

As a leader, you will undoubtedly identify with employees who take the initiative to find solutions, believing that they have development potential and are worth cultivating.

It's important to look at the big picture.

As a manager, from the beginning of receiving the task indicators issued by the company, it is necessary to reasonably allocate the work content of subordinates to complete the company's task indicators with the highest efficiency. A leader must understand the big picture of the project in order to convince his subordinates. Only when subordinates understand the overall situation, subordinates will understand what details need to be paid attention to to complete the company's projects, then mistakes will be reduced, and work efficiency will be improved.

Moreover, subordinates will also think seriously about their work, and may tell you their thoughts and suggestions at work.

The word "responsibility" is very important.

When an accident occurs while the team is working on a company project, resulting in the loss of the company's profits, the leader must not shirk responsibility. The main reason is that your team has a problem, and then you have a responsibility to take it. You are a leader, and the problems in the team are also caused by your mismanagement.

If you blindly criticize your subordinate, shift all the blame to him. The result can only be that the subordinates are very dissatisfied with you, and it is very likely that the same mistake will happen a second time, and the gains outweigh the losses.

Learn more and praise others.

In the workplace, almost all employees want to be valued. They all want to be able to praise themselves and identify with them in the workplace. However, praise is the cheapest thing in the workplace, so many managers omit verbal praise.

They think that their subordinates work for themselves and that they are paid by the company, so they don't feel the need to do these things. But have you ever thought about it, if you treat your subordinates like this, your subordinates will treat you like this? If the manager can not unite and cooperate with the employees, then when the company issues higher requirements for the project, there will be a big mistake, because an excellent team can not be done by one person or a few people, so the manager must be broad-minded, tolerate the mistakes of subordinates, and correct in time.

The setting of goals provides managers with a harmonious and collective action orientation, which in turn helps to correctly guide the members of the organization to produce unified behaviors. As a result, some have described this effect of the target as the "Big Dipper". Goals are a kind of energy motivator that encourages the people of the organization.

It is only after the employee has established behavioral goals that the potential diligence can be stimulated, so that they can do what they can and achieve the best test results. Employees can only create a sense of pride and accomplishment after reaching the goal.

Some experts and scholars have studied the practical effect of targets on typists, drivers, computer data collators, loading and unloading workers and some service workers, and the data shows that the established work goals can increase job performance appraisal by 11% and 17%. Team cohesion is the main ingredient that makes the organization a multi-group community, rather than a scattered group. When the organization's goals focus on the overall interests of the organization's personnel and are in harmony with the organization's personal goals, it can greatly arouse the enthusiasm, dedication and creativity of the organization's personnel.

Naturally, institutional goals that are in conflict with the personal goals of the organization's personnel are likely to weaken the cohesion of the organization's team. This is an indication that the setting of institutional objectives is a major specific element of management. Managers not only have their own abilities, but more importantly, let their subordinates also do it, and achieve the goals of the organization according to their subordinates.

Therefore, an excellent manager must have the corresponding management level. In order to reflect the greater use value, managers need to correctly handle the relationship between "rights, obligations, and work ability".

Basically, the solution is to "make good use of your rights, dare to take responsibility, and give full play to your work ability". Rights should not be used indiscriminately, as the classic phrase "put rights in the iron cage of the mechanism" illustrates, and the past will inevitably cause adverse reactions. Among the three, it is more important to pay attention to "obligation" and "work ability".

This is also the main factor in improving the visibility of managers, and it is also an immediate factor that can well motivate subordinates to achieve their goals.

I think that as a company manager, if you want to let employees give full play to their potential, you must achieve humanized management in your daily life, and be more considerate of the difficulties of employees to create comfortable employees to bring them over, so that employees have a greater sense of belonging, and they will be more dedicated to their work when they work, and be good at discovering their strengths and making use of them.

First of all, we must understand what the personality of the employee is, what kind of person the employee is, talk to the employee more, encourage the employee more, so that the employee can be recognized in the workplace.

Observe your employees to see what they are capable of, and then assign them positions based on that talent.

Leaders who can provide an environment for employees to grow. Such a leader can respect employees and honor the work, and Lingsheng can also trust the employees at the same time, so that the employees can give full play to their abilities.

For strong ability, employee leaders also need to have unique insights, have long-term plans for the future, be able to understand it, and be able to understand his inner thoughts.

Very long-term. Such a leader will be very far-sighted, and can also reasonably allocate the enthusiasm of employees, which can create greater value.

If a person wants to manage a team of thousands or even tens of thousands of people, he needs a high level of ability, not only needs to be fair and just, uses the system to restrain employees, but also needs to have a reasonable incentive system, so that employees have sufficient enthusiasm, in addition, it is necessary to improve their leadership and let employees take the initiative to listen to their own opinions. Let's talk about it in detail. <>

1. Be fair and just, and use the system to restrain employees.

If there are only a few people in the company, then the management is relatively simple, and there is no need to even manage it, as long as everyone has a good feeling, the company can develop normally, but when facing thousands of people or even tens of thousands of people, these basic skills do not have a role, after all, it is impossible to communicate with tens of thousands of people 1 to 1, so at this time it is necessary to use the system to restrain employees, and after formulating the corresponding rules, it will be implemented fairly and justly, so that everyone will use the system to restrain themselves in their hearts. So as to achieve a good management effect. <>

2. Improve leadership through learning and motivate employees through incentives.

If a person has previous management skills.

No, then you can improve your management ability by learning, which is also what the general manager of many companies is doing, like now there are a lot of business administration and business management courses, there will be a large number of people learning every year, which will include how to make the company's system, how to motivate employees, how to deal with employees and so on, so as to improve their leadership in general, there must be good incentives in the company, so that every employee can be aggressive, Strive to improve their performance, the company can develop better. <>

All in all, if you want to manage a team of thousands or even tens of thousands of people, you must use the system to restrain employees, because there are too many people, managers cannot communicate one-to-one, and managers must also learn to use incentives to motivate employees, improve their leadership through continuous learning, and improve their ability to control the organization.