How to be competent for new posts and jobs in a short time? ! Seek an answer

The TV series "Chou-heung in Tang Bohu Hall" starring Huang Xiaoming and Zheng Jiayu was broadcasted on CCTV, and the author happened to meet the scene that Chou-heung was promoted to the general manager of Washington. How to change from an ordinary maid to the general manager of Washington, who is in charge of dozens of maids and servants, is a great challenge, which requires Chou-heung to completely change from the inside out, from thought to behavior. From Chou-heung's changes and a series of reforms, we think that it is not easy for us, a front-line team leader promoted by employees, to settle down and play this role well, which gives birth to many feelings.

The difference between a maid and a manager

The difference between a maid (employee) and a manager (supervisor, team leader) is really great.

First of all, the maid is an "expert" in doing things. Based on her job and according to the instructions of her superiors (general manager and wife), she completes the tasks assigned by the leaders step by step, completes her job well and strives for perfection. The general manager is a "housekeeper", rather than doing everything himself. According to the division of labor of each post, maid, cook, servant, etc., he assigned relevant work to each employee. According to the connection and working standards before and after each process, guide and supervise its quality and quantity to achieve organizational goals. There are many gaps in the content and nature of their work.

Secondly, the maid pays attention to the process of doing things. According to Washington's family rules, technical requirements and norms, she did a good job to the letter, earnestly completed the established work goals and tasks, served her wife well, and obeyed the arrangement of the general manager. Managers pay attention to the results, that is, they take the completion of organizational goals as the guide, manage the family well and manage the family in an orderly way, integrate the manpower, material resources and financial resources within the organization, accomplish departmental goals quickly and efficiently, pay more attention to resource integration, make overall plans, organize, coordinate and control, use various functions to complete tasks, and achieve good results, and get the top, bottom and bottom of Grandpa China and his wife.

Third, the maid uses specific business skills, such as serving tea and pouring water, rubbing her back and shoulders and holding it properly. Staff engaged in technical research and technical operation, involving more specific operational skills, the work is done beautifully; Managers use the skills of managers, how to distribute work reasonably and fairly, how to coach and train subordinates, how to stimulate their potential, how to communicate and coordinate effectively from top to bottom, how to effectively empower subordinates, how to establish a good reward and punishment and operation mechanism, how to formulate a scientific and reasonable system, how to promote organizational development, how to unite everyone into a rope, how to form a team and how to reach the goal. Qi Xin worked together to complete it. Similarities and differences in skills required by the two.

Fourth, the skills of doing things in the past were all skilled skills, but as a general manager, managing people, supervisors, housework and so on are all new skills that need to be re-learned; In the past, the general manager and his wife arranged things for you. Now you have to explain things to many maids and servants. Everything must be considered, and there must be no omissions, and you must follow their ass and urge them not to land. Some of the maids are older than you and know more things and knowledge than you. How to persuade them to obey your call and leadership, how to easily control dozens of people below, and how to complete the tasks and work plans assigned by superiors, all things need to be handled and solved by you.

In fact, many new managers and team leaders don't understand the many differences between them, and they still continue to act according to the old way of dealing with people, and the results are not satisfactory. They are tired and busy all day, focusing on one thing and losing another. I didn't do what I should do, I didn't care what I should do, and I didn't master the skills I should master, so I never grew up. I am an excellent maid and employee, but I am not qualified to be a manager. In the end, individual managers have to return to the position of "doing things" as grass-roots maids, and "pull and turn" as before, day after day.

Chou-heung should make up lessons.

At this time, Tang Bohua used his quick wits to shine at the moment, so he secretly took out a copy of Sun Tzu's Art of War and gave it to Chou-heung, giving her a management lesson, especially "General" (general manager), "Wisdom, faithfulness, benevolence, courage and strictness", which made Chou-heung suddenly enlightened and benefited a lot. "Wisdom" means having enough knowledge to cope with this position, "faithfulness" means treating your employees and subordinates sincerely and respecting them, "benevolence" means having a kind heart towards your subordinates, truly caring for your employees, putting people first, "courage" means having the courage and courage to persist in dealing with problems and crises, and "strictness" means strictly demanding subordinates according to the company's

Ulfsaar will have a nest. There are no bad employees, only bad managers. The key is how to control and allocate resources. There is no natural manager, which can be achieved through acquired efforts. Chou-heung needs to change her temperament more. There is an old saying: "Righteousness does not lead troops, and righteousness does not fight." She has a kind heart and can be a good person. As a manager, sometimes she must be resolute. Reason is greater than sensibility, so she can't be emotional. It's that she should focus on business, distinguish between public and private, have principles and be strict with your subordinates. "Jade is not polished, but it is not polished." "A strict teacher makes a noble apprentice." And I will learn to pressure my subordinates slowly. If the water tower is not pressurized, the water level will not go up. "Strictness is love and looseness is harm", especially for those who are "not good enough, but bad enough" and cancer, they should be cut off when necessary. Therefore, the new supervisor and team leader are most afraid of the idea of "good people". Good people should divide occasions, time and things. It is very troublesome to grasp this measure poorly. It is principled, fair and just, and a bowl of water is flat, so that subordinates can take it orally and follow you faithfully.

In addition to "both hard and soft, paying equal attention to kindness and prestige", Chou-heung also needs to strengthen the management of directors, financial management and housekeeping, including chores and details management, financial expenditure budget management, coordination of internal and external relations, smooth communication from top to bottom, left and right, etc. So as to deal with some things from a global perspective, there are more macro significance and overall concepts, rather than just thinking about doing your own job and thinking more thoughtfully.

A few things for a new official to do when he takes office

After your promotion, you face many things and challenges. You should clear your mind quickly, know where to start working, set a timetable and goals for yourself, make a good plan, and let yourself quickly enter the role and work state.

First, grasp the matter-get familiar with the business as soon as possible

Only by being familiar with the work in the new post and doing things well can we win the trust and support of subordinates. Things are the embodiment of basic responsibilities, the yardstick to test one's ability and the foundation to unite people. As a new chief officer, apart from setting an example by himself, he should first be familiar with the following four aspects: First, he should understand the nature, content and key points of the new post from materials, documents and subordinate work reports. The second is to strengthen investigation and study, and on the basis of study, to further understand the work situation and achievements of the new post, as well as the existing problems and the reasons for the problems. Third, it is necessary to identify the key points of work and further understand the current work situation of the unit through the solution of things and problems. Fourthly, we should put forward new ideas cautiously, especially when the situation is not very clear. We should continue the thinking of our predecessors, grasp things with our own thinking, and avoid doing something unconventional.

Second, arrest people-quickly straighten out interpersonal relationships

All problems are caused by "people", and the relationship between "people" and "things" is straightened out, so is the relationship between "things" and "people". China has always been a man before doing things. The new first mate may encounter the following three situations: first, there are many things and difficulties. In fact, behind these complicated things are "people", and most of them are manipulated by people. The second is to be isolated and have no information. Subordinates don't report or surpass something. Behind it is distrust and embarrassment. Third, subordinates don't work hard. Although the confessed work is accepted, it has no result; Or although there is a result, it is not satisfactory. Faced with the above situation, the new officials must do the following: First, straighten out the relationship, that is, clarify the relationship between people. Second, we should solve the problem seriously, that is, prove our ability with our own practical actions. The third is to be lenient with others, that is, to influence subordinates with emotion. Fourth, cultivate healthy qi and suppress evil spirits, that is, take organizational measures to solve the problems of minority people.

Third, grasp the new-establish a new pattern of work

When the new pattern is established and your ideas are realized, you will stand firm. Grasping the new must deal with four relations: First, the relationship between inheritance and development. Don't deny your predecessor easily, but improve the new system, new procedures and new policies as soon as possible on the basis of your predecessor. The second is the relationship between individuals and collectives. Personally, the meeting should be turned into a collective decision. The third is the relationship between big things and small things. In the process of implementation, we should pay attention to the big and let go of the small, and strive to implement it in accordance with the new system, new procedures and new policies. The fourth is the relationship between strong promotion and timely rectification. It is necessary to find problems in time, correct deviations in time, and improve new systems, procedures and policies. In the process of change, we should deal with one thing at a time and solve one thing at a time. We can't expect to solve all the problems at once, but should solve them step by step in order to get on the right track as soon as possible.

From maid to manager, from employee to supervisor, a painful change is needed, which cannot be completed overnight. From the beginning, I was an excellent manager, and I was very handy in dealing with people. I need to practice, study hard and step by step. After "July 49", I can make a positive result. Chou-heung has been able to handle things calmly and methodically after a period of tempering, and has been praised by Mrs. Hua and everyone. Facts have proved that as long as she works hard and does her best, she can be competent for the new job and create greater value for the organization.

Mr. Wang Chunlin, the first professional online learning institution of human resources in China and the chief consultant of online learning of human resources in China, graduated from MBA in human resources. He has worked in many listed companies and Fortune 500 companies, such as Wuhan Niya Gift, China Enterprise Power Group, Wuhan Philip Burkart Education, Harbin Institute of Technology, China Unicom, China B&Q, Rong Sheng, Guangdong, Tianwei Printing Supplies, Yixin Home, Zhuhai Resort, etc., and is a senior human resource management expert. Imperial Career Consultant, Senior Consultant of Zhejiang Dayan Board of Directors, has been focusing on human resources strategic management and career research, founder of China Human Resources Association, founder of China Human Resources Society, founder of China Human Resources Online Learning Network, chief consultant and senior partner of China Human Resources Online.