Niu Xiaobai went through the production foremans Lin Xiangshan, Zhang Tiancheng, Wang Yuanming and Hu Hongxiang one by one in his mind, then gently shook his head and said painfully: "It seems that there are all these types, and
It’s still a hybrid type, an enhanced version…”
Zhang Rulan said: "Xiaobai, more than a month ago you asked me to comment on these production foremen. At that time, I was afraid that saying more would affect your judgment, which would be bad, so I didn't say more. But I always felt that
, they have all become "old fritters", and they are all a bit lethargic and muddle along. If they don't change drastically, it will be difficult for you to carry out your future work. Whether my personal judgment is right or wrong is up to you.
It’s been confirmed.”
"Haha! Sister Xiaolan, let's not talk about hindsight. Now let us both give Xiaobai some advice on how to manage these 'old fried dough sticks'? Who told Xiaobai to treat us to a big dinner again?
?" Dong Xiaoya said with a smile.
After listening to Dong Xiaoya's words, Niu Xiaobai felt as if he had been pricked by a needle: "Ah? Another big meal? Xiaoya, you come from a girl's family, aren't you afraid that you will get fat and no one will want you?"
Dong Xiaoya answered calmly: "If you don't eat well, how can you have the energy to lose weight? Haha! Sister Xiaolan, let's talk about it first."
Zhang Rulan covered her mouth and smiled and said: "I think the solution to the problem should be more humane. The company should adopt the attitude of 'treating the sick and saving the patient' and take all possible measures to help these old employees actively transform into outstanding employees or qualified employees.
When discovering various "old-fashioned" employees, managers should interview them in a timely and candid manner and tell them that there is still a certain gap between their behavior and the standards required by the company."
"Sister Xiaolan, you are such a good person! Didn't Xiaobai make appointments with them all in time? I don't think it may be effective." Dong Xiaoya shook his head to express his disagreement.
"Xiaoya, isn't there a saying of 'courtesy before fighting'? I think this is a very important step. In addition to telling them the gap, managers should also work with them to find out the root cause of the problem and find out specific measures.
Effectively improve their work attitude and work ability." Zhang Rulan continued.
Niu Xiaobai thought for a while, nodded and said, "Sister Xiaolan, you are right. I seem to have missed this step in the last interview."
Zhang Rulan continued: "Also, every old employee has his own personality and specialties. It is also important for managers to respect the personality of old employees. The solution he proposes must be based on respecting the personality and characteristics of employees.
For example, an old employee is not interested in a certain job, but has been engaged in this position.
In this case, the manager can consider providing opportunities for him to try out the positions he is interested in; if he is qualified and even does a better job than before, it will be both public and private."
"Also, when the expectations between department managers and employees are too far apart, employees may become negative and become 'old fritters'. So I think that in terms of incentive mechanisms, first of all
It is necessary to accurately understand the needs and expectations of employees, formulate corresponding incentives in different places for different positions and different categories of employees, and arrange various complete incentive systems to meet the actual needs of different employees; secondly, incentives must be fair, even in
In the process of practice, we cannot achieve absolute and complete fairness, but we must also achieve basic fairness; finally, we should give priority to positive incentives and supplement them with punishment. We should try to provide as many positive incentives as possible to prevent excessive punishment from causing rebellion among employees.
psychology."
Niu Xiaobai gave a thumbs up to Zhang Rulan and said: "Sister Xiaolan's words make sense. In order to respect the personality of old employees, I am currently implementing participatory management. I believe that letting old employees participate in management affairs
Among them, it is an effective way to prevent them from becoming passive. Only when they participate in decision-making can they better implement the decision and achieve self-control. Let more old employees participate in decision-making. On the one hand, each
Employees can share information, experience, and methods, which improves the effectiveness of managers' decision-making; on the other hand, it allows employees to have a sense of participation and accomplishment. Only when employees participate in the entire process can they accurately understand the intention of the decision-making and improve the work of older employees.
positivity and enthusiasm.”
"In addition, I am also going to try to let the old employees set their own working standards. Since the old employees have mature skills, if the working standards are set too low, it will give them more opportunities to dawdle. Therefore, it is completely possible to give them a certain level of work standards.
Trust them, let them take responsibility for their work, determine their own work standards and assessment indicators. Xiaoya, what do you think?" Niu Xiaobai looked at Dong Xiaoya and asked.
Dong Xiaoya said simply: "What about this? I think it is very important to standardize and strictly implement the management system! These old employees have been in a static environment for a long time, and they will definitely develop the habit of dawdling and working as a foreigner all day long.
It is closely related to the imperfection and imperfection of certain management systems of Fuma Company! Even if there is a perfect management system, it will not help if it cannot be implemented effectively and effectively. Therefore, your machine shop must start from the work
Starting from the aspects of attitude and work ability, we should formulate scientific and reasonable work indicators to prevent the phenomenon of old employees being moderately deficient and doing nothing; quantify key performance indicators as much as possible. Only when the quantified indicators are specific and clear can we better evaluate employees' work performance; some
Indicators are difficult to measure
ization, but we also need to give specific quantitative indicators for reference; we need to assess employees regularly to prevent their performance from declining."
Niu Xiaobai thought for a while and then said: "I also thought about doing a good job in career planning for employees. Due to the nature and content of the work in many positions, employees feel that the work is boring and lose passion; more seriously, due to
Old employees have limited skills and find it difficult to find a job after leaving, so they are inevitably burnt out. Help employees clearly plan their careers and provide feasible conditions as much as possible, such as job rotation, job content enrichment, and job promotions.
, measures such as expanding authorization, or reserving space for future development of employees in advance can prevent the phenomenon of becoming a 'old fritter' because there is no hope."...
"You both said very well! However, even if you have done so much for them, those 'old fritters' are still stubborn and have not improved after many interviews?" Dong Xiaoya asked seriously.
,
Niu Xiaobai sighed: "If this is the case, as their manager, I have done my best. As a last resort, when the conditions for dismissal are met, we can only terminate his labor contract in accordance with the provisions of the law and the company's relevant systems.
"
Dong Xiaoya showed a satisfied smile: "That's pretty much it! Xiaobai, did you know? When our sales colleagues deal with sluggish inventory, they can engage in promotional activities to deal with discounts, deal with them at low prices, reduce the price, or shed tears; or
During promotions, they are sold together. For example, after buying a certain product, you can buy another stupid item by adding 10 yuan; or during promotions, you can sell gifts, buy one and get one free; if the stupid item is a consumer product, you can also give it to
Employees use it as a welfare, for example, a shoe factory gives employees leather shoes; if there is no other way, they have to scrap them and sell them to a scrap recycling company..."
"Well... when our manufacturing department handles sluggish materials, we try to find ways to modify the sluggish materials and use them in other products after processing; or sell them back to the suppliers at a low price; if the suppliers don't want them, we sell them to other peers at a low price.
company; there is really no choice but to scrap it and sell it to a scrap recycling company...Xiaoya, why are you bringing up the dead inventory?" Niu Xiaobai asked puzzledly.
"Haha! If you have nothing to do, just bask in the sun. Maybe if you get tanned, no one will call you an idiot. As a production foreman like you, aren't you just a sluggish inventory?"
"A pure person like me usually doesn't look down on others. You mentioned it inexplicably. How could I have thought that you were referring to them?"
"Xiao Bai, how dare you say that you are pure? Look at your eyes, they are always turbid!"