Thinking change from employees to managers _ What's the difference between the two ways of thinking?

How to manage your employees-one of the psychological changes from the managed to the manager-is really a big topic. What does it take to change the thinking from employees to managers? The following is my thinking change from employee to manager, for your reference only!

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How to change from an employee to a bottom manager's thinking? 1. Changes in time planning

In the past, when we were executors, after a period of exercise, we could arrange our work well.

For example, before the guide's work habit, I thought about six tasks to be done tomorrow every night and arranged them in his outlook calendar in the morning. This work habit kept everything in order, but when you became a manager, I found that this method was not applicable.

Because you have to consider not only your own schedule, but also the arrangements of the rest of your team. The previous individual gtd model is not applicable, and more consideration should be given to how the team can make their own gtd arrangements at the same time. The wizard now feels that it is a better way to allocate it to all personnel according to the overall planning of the project, but it will take some time to realize this. I tried to plan the work progress of the whole team with professional tool projects before, but in practice, I found that it was a bit like shooting a rabbit with a gun, which delayed the execution time. Excel is still the most basic thing for a small team.

2. Changes in work habits

The change in concept is the most obvious. In the past, you mostly carried out tasks assigned by your superiors. More often, you just need to do things well and do seo well. But now, you have to balance many things, either you do it yourself or it's a good way, because you have to deal with the work of a team. If you are still limited to your personal webmaster's thinking and only focus on your own efforts, then the final result must be that the performance of the whole team can't go up, and the employees below have nothing to do, but you are half tired. You should pay more attention to the working status of everyone in the whole team, improve the cohesion of the whole team, and Qi Xin will work together to achieve the goal.

3. Changes in thinking concepts

When you are an executor, you pay attention to specific events. If you did the right thing, it would be different now. Besides paying attention to the event itself, we should also pay attention to the person assigned to do it. The daily work is more about planning and strategic direction, and more about the work progress and problems encountered by subordinates. I'm afraid this change of thinking mode can't be completed overnight, and it needs to be honed by experience. The road of managers and elves is still very long.

The transition from ordinary employees to managers and from ordinary employees to managers is the most important and difficult role change in career. It involves many major changes in your thinking mode and working style.

When I was writing How to Develop into a Future Executive, I attended a seminar, which was hosted by Stewart Black, Asia Human Resources Director of INSEAD. In his speech, he mentioned that according to his research, most employees who perform well in their work have little time to think about how to successfully become front-line managers. They don't have the most basic core idea of conscious leadership, namely? Your success is my success? .

This situation is quite common among local professionals. Accounting, engineering and sales are all easy to succeed in the early stage. The successful mode in the early career is very similar to the way of obtaining academic achievements in the student days. If you study hard and do your job well, you can achieve results and enjoy all the benefits that come with it (for example, good grades, academic awards, etc.). Such success does not depend on others.

This successful model is still valid at the beginning of career, because at the beginning of work, it still depends closely on the individual's independent learning and working ability. Follow the instructions and concentrate on the task, and you will be well qualified for your work. Just like a student's career, the achievements and rewards (salary increase, promotion, etc.) in his work. ) is also based on personal performance.

And when you become a manager, the success model is completely changed. Success is no longer based on personal contribution, but on one's ability to support and help the employees in the department to make progress. Therefore, you should pay more attention to the people around you and their work, not just yourself and the work at hand.

In short, as a manager, your success depends more on your ability to help others succeed. You are not only responsible for yourself, but also for the work and results of others. This is a major change that many local professionals have to adapt to in their concepts and abilities. If you have the ambition to become a manager, you should make changes as soon as possible.

What are the differences between the thinking modes of managers and employees? As a manager, it is particularly easy to give guidance to employees in specific work content and procedures, but at the same time, we should not neglect to teach employees some very important ways of thinking, because these ways of thinking can often help employees improve their ability and adapt to more changes in future work content.

The following three ways of thinking involve the main work aspects of employees and can help employees improve their related abilities:

● Employees handle daily work: modular thinking

● Employees take over a new task: GPS thinking.

● Cooperation between employees and others: triangular thinking

Employees who handle daily work: modular thinking

Modular thinking means that employees can't treat their work as a pot of paste, regardless of priorities; But according to the characteristics of your job responsibilities and content, cut your job content into relatively independent modules. Then according to the characteristics and importance of the module, different processing methods are adopted to do a good job efficiently and save valuable time.

The benefits of modular thinking are many, mainly in the following aspects:

(1) Help employees break down complicated work and do it separately to reduce the difficulty;

(2) Help employees to better grasp the priorities in their work and rationally allocate time and energy.

So, how to modularize the work?

After understanding the benefits of modular thinking, everyone is concerned about: how to modularize the work? Here are two ways to work modularly:

1. Factor method: It means that a work consists of some relatively independent element units.

This method is especially suitable for jobs where the work content is increasingly dispersed and there is no unified process to string these work contents together. For example, secretarial or administrative work is particularly suitable for modularity with factor method. Work content can be modularized by merging similar parts of work content into similar projects.

Second, process method: refers to the work content strung together by a workflow.

This method is especially suitable for jobs with simple work content and not too much irrelevant content. For example, R&D or production. It is especially suitable for modularization by process. By classifying the work content according to whether it can produce relatively independent phased results, the work content is modularized.

So, how to use modular thinking to improve work efficiency and time management?

When employees modularize their work, they can use some methods to deal with the work module efficiently. At this time, some very important ideas need to be adopted:

(1) classification idea: classify work modules, and different classified work modules adopt different processing methods. There are two criteria for general classification: (1) Work module? Does it matter? Or? General? ; Is this work necessary? Collaboration? Or? Independent? It's done. Using these two standards, one can be formed? 2X2？ Classification matrix:

(2) Four strategies: the above? 2X2？ Matrix has written four strategies, now I will tell you in detail.

Strategy 1- gear time: for? Important. Independent? Type A module is very important and needs to be completed independently. At this time, employees often need to take out a whole piece of time to complete, so you must not use scattered time to do this part of the work.

Strategy 2- Interactive parallelism: For what? Important. -Cooperation? Mode B, because it is very important and needs to cooperate with others, employees still need to spend considerable time and energy to do it, but if employees can come in and cooperate in parallel, that is, the two sides try their best to divide their work in interaction and then push forward at the same time, it can save a lot of time.

Strategy 3- Outsourcing Parallelism: For What? General-collaboration? Class A module, because it is not very important, needs to cooperate with others. Employees use outsourcing strategy first, that is, to see if the other party can help him complete this part, or to complete the part that employees need to complete as soon as possible, and hand over the rest of the work to the other party, and at the same time try to make the employees' work parallel to each other, which will save you a lot of time. For example, suppose you are the secretary of the director, and the director asks you to collect reports from various departments. At this time, you can send emails and text messages as soon as possible to inform all departments to prepare the report materials as soon as possible, which is equivalent to outsourcing this matter, and you can handle many other things in parallel after sending emails.

Strategy 4-Spread Time: For? Generally independent? B module, employees can finish it in discrete time. Don't spend all your time on these tasks, such as answering emails. Many people have bad habits. As soon as they go to work, they open their mailboxes to reply to emails, and their work is constantly interrupted by emails. Why not set several time points for replying to emails, such as 9:00-9:30 a.m. and noon 1 1: 30-12, so that you can spare at least two hours.

Therefore, if managers can teach employees the method of modular thinking, they can help employees improve the efficiency of their daily work.

Employee management in enterprise management is fresh in our eyes every day. Even in the short time when we doze off, the world is undergoing various changes. Different from the traditional way of thinking and life style, the new human life in the 2 1 century is obviously novel. The requirements for the quality of life have also been significantly improved. It can be seen from this point that the consumer demand of many enterprises has increased, which forces enterprises to change their products and positioning simultaneously, otherwise enterprises that cannot keep up with consumer demand will be squeezed out by others sooner or later.

Just like sending a letter to a flying pigeon to deliver a book, now all kinds of express delivery are scrambling. I used to go shopping in person, but now I can just open the webpage at will. The changes brought about by the new era cannot be said to be small. At this time, if the enterprise still insists on the original model and does not change, what kind of consequences will there be?

Let's not talk about this. Let's talk about the difference between 70, 80 and 90. There are deposits after 70, debts after 80, and parents after 90. Although not everyone is like this, elites and local tyrants are only a small part of three generations, so these are the epitome of the life mentality of these three generations.

Working hard after 70 does not rule out overtime, refusing to work overtime after 80 and refusing to go to work after 90. This is everyone's definition of three generations. Although exaggerated, I have to say that this summary is in line with most people. So most post-70s people prefer stable and long-term jobs. For enterprises, such employees must not be lost. Although the post-80s generation was called the beat generation, with the passage of time, the advantages of the post-80s generation are slowly emerging. As it turns out, they didn't collapse. They have newer ideas and strong working ability than people in the 1970s. Compared with the two, the post-90s generation is characterized by great mobility, and most of them will not stay in a company for a long time.

For this change of social background, enterprises should also change their management methods accordingly, and can't blindly adopt high-pressure policies, because these may have an effect on the post-70 s and post-80 s people, but they may not be too binding on the post-90 s people, and the high-pressure policies can't be used all the time. If the limit is exceeded, even some stable employees will gradually lose. There are very few enterprises that can succeed by running water employees.

Drive away old employees, but can't keep new employees. This is not the original intention of every enterprise, but brain drain is indeed a big problem faced by many enterprises. How to solve this problem depends on the attitude of managers.

Like the recent hot news-does the owner of Dongguan shoe factory spend millions to create pure gold medals for old employees? . Yes, you are right. It is really a gold medal of pure gold. At present, it is difficult for enterprises to recruit workers, and enterprise managers begin to change their ideas. Have you ever seen an enterprise, regardless of level or type of work, throw you a gold medal as long as you contribute to the enterprise?

Is this management thinking very novel? It not only keeps old employees, but also inspires new employees. This is the people-oriented concept. As long as people are oriented, the turnover rate and instability of employees can be greatly reduced. As long as there are people, why worry about big things?

This shoe factory is the Dalibu Oasis Shoes Factory, which is coached by the production team of Youyibu Auto Network Business School. Since 2008, Youyibu Auto Online School has been keeping talents based on people, which has increased the performance of this shoe factory by more than six times, letting managers know that only by keeping old employees and coaching new employees can we improve our competitiveness.

With the passage of time, people's pursuit is gradually changing.

If you don't change your mind, how can you accept new ideas? Only? Is it broken? Can we start over? Standing? . Only by letting go of your traditional old ideas can you accept more news and things. Keep pace with the times, seize business opportunities and make timely changes. Grasp the hearts of employees, understand what they want most, and reward them in time.

At the very least, you will find that, no matter the post-70s, post-80s or post-90s, as long as they are properly managed, they will be leaders who will create more benefits for enterprises.

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