How do team leaders manage employees?

Lead: How do team leaders manage employees? To be an excellent team leader, we must pay attention to self-improvement, unite the strength of everyone in the team, lead everyone to do their job well together, and always be ready to meet new challenges.

How do team leaders manage employees' professional ability?

Proficient in your own business, considerate of subordinates, giving advice to superiors and helping to make correct judgments are the necessary abilities to carry out your work. With the rich working experience, the team leader, as a grass-roots manager, is particularly important in this respect. I will strengthen the study of professional ability in my future work.

Target management ability

When dealing with business, we should not only set the goals of the team, but also decompose them into team employees, set them specific goals such as theme, time limit and quantity, and improve employees' awareness of participation.

organizing ability

In order to achieve the goals of the department, I need to assign tasks according to the characteristics of each member of the team, give full play to the abilities of all personnel, and make the team work reach1+1> The effect of 2.

Incentive ability

Let employees give full play to their talents. Do you want me to do it? Become? Should I do it? . A flexible and clever general? Maslow's demand theory? When it is applied to the management of employees, arranging work through encouragement can make employees realize their importance and sense of accomplishment more than through orders.

Cultivate ability

Training subordinates is also an important task for managers. Be familiar with the needs of every employee, let them freely play their respective strengths in their work, and let their sense of accomplishment and work ability be improved in a long-term and planned way.

How the team leader manages employees should be named directly, not vague, the terminal responsibility should be quantified, and the area should be fixed.

Some team leaders always criticize that they still hide half of her face behind her guitar from us, but when it comes to people with safety problems, they always put? I'll save you face this time, so I won't call you by your name? Talking about it, or vague, just? A position? 、? Is anyone here? Replace it. What is the main reason? Good people? Our ideology is at work, considering that we work and live together on weekdays and don't look up at each other, for fear that the relationship will be too stiff, which will be detrimental to future safety work. As we all know, people who dare not face up to their own mistakes will, to a certain extent, dare not face up to their own safety mistakes, let alone actively correct them. Directly naming it is not only a warning to those who make mistakes, but also a warning to everyone.

It is necessary to point out things, not to shoot at will, but to terminate the gate, subject to the actual situation on the spot;

Security criticism without facts is like shooting without a target, which has no effect. Some safety criticisms, such as skimming the water, are limited to roll call to remind people that it is neither painful nor itchy. It's better not to say. There are two reasons: first, the understanding of what happened is unclear and insufficient; Second, considering the interests of our team, we want to minimize the major issues and implement them. Seawater desalination? . Safety criticism is a contest between truth and error. Does it not exist in this competition? Win-win? The possibility of playing? Karate? , fighting? Fan trace boxing? Can only make safety criticism lose its due weight, on the one hand, let everyone? How can I tell through these clouds? ? I don't know why. Conversely, people who make mistakes will avoid it? Robbery? , produce fluky psychology, not the purpose of safety education. Therefore, in order for the sharp arrow of safety criticism to have a target, the team leader should point directly at it.

Explain the hazards clearly, don't discuss them with others, and conduct hazard analysis to the maximum extent.

The purpose of putting facts is to make sense. However, too many narrative descriptions of safety error facts are also one of the reasons for the failure of many safety criticisms. The team leader described the facts too much, which showed that he lacked the ability to analyze security issues and only said? What can't I do? , but can't say? Why not do it? I don't know? What's the harm? . Therefore, when making safety criticism, the team leader should tell the facts clearly and talk more about the harm and danger. why

To find the right lesson, don't replace teaching with punishment, and avoid hosting the terminal with punishment when landing;

For security criticism? Immediate results? Many team leaders use punitive safety criticism. First, the implementation of punishment can show the authority of team leaders. When I say no, I mean no? ; Second, can safety education be carried out when punishment is imposed? Short course of treatment and quick effect? , save a lot of trouble. Do you know that such safety criticism can only make the distance between the team leader and the members farther and farther? It should be understood that to carry out safety criticism is not to hold a criticism meeting, but to distinguish whether leaders have responsibilities, whether everyone has learned lessons, and how to distinguish responsibilities and sum up lessons to prevent the recurrence of safety problems. Therefore, when carrying out safety criticism, we should try to avoid the mode of substituting punishment for teaching, and let everyone participate in education as participants, rather than watching jokes as bystanders. Convince people with reason, not with power.

We should dig deep into the essence, don't be anticlimactic, devote ourselves wholeheartedly, and conduct self-examination and self-correction with points and areas.

The same safety problem always occurs repeatedly in some teams and groups. The key reason is that many team leaders are anticlimactic in dealing with the problem, paying attention to the process of handling and neglecting strengthening? Immune? The function of. The occurrence of a safety problem is inextricably linked with the problems existing in personal safety thought, team safety management and safety rules and regulations. Individuals with security problems, due to their own limitations, find it difficult to see the essence of security problems, and as team leaders, they should be better at this. Open the clouds and see the sky? . It is necessary not only to explain the reasons and reasons of safety criticism, but also to encourage employees who make mistakes to establish the courage and determination to correct them and point out the direction of their efforts. At the same time, the team leader should be able to see the essence of things through the phenomenon, see the loopholes in the safety management education of his team and the defects in the safety system and measures, and constantly improve and perfect them. Only in this way can we achieve the ultimate goal of safety criticism and achieve the collective efforts of the whole class? Collective immunity? .

Pay attention to the occasion, don't be casual? Shoot? Don't talk about things.

? Artillery style? Some team leaders like to be casual because of their personality? Shoot? Regardless of the meeting, talk about it whenever possible, and criticize it, which makes the members who have made mistakes unable to hold their heads for a long time, and some with strong self-esteem even make excessive behaviors, thus triggering new contradictions. We often say that specific problems should be analyzed in detail, and the scope of application of safety criticism should be fully considered when implementing safety criticism. So pay attention to the degree of safety criticism.

How the team leader manages employees and defines the management role of the monitor.

The so-called management, the word management, should be understood In management, you should not force others to listen to your command, but let others admire you from the heart, so as to truly serve you. In this case, the team leader plays multiple roles besides being a person. In front of the boss, you are a follower and a helper, so you should communicate well with the leader. Develop the habit and attitude of actively reporting work. You are the boss in front of the brothers below. You should do a good job in ideological work, work arrangement and personnel deployment. When the following people have questions to give you feedback, you should give them feedback as soon as possible to show that you attach importance to them. If there are difficulties and dangers, you must not let the brothers below take risks. Go and see for yourself first. You are a bridge between employees and leaders. You should arrange personnel to complete the tasks assigned above in the first time. After you finish, you should report the work in time. When the following people are in trouble and there is nothing you can do, you must report to the leader and hope to get help.

Communication and communication

No matter how you treat anyone, you should know them and their needs. You should be equal at work, but you need care and help in life. Fair, proper and reasonable communication with them at work is the most important. It is one thing to communicate with them well, but you should not treat them casually too conveniently. This is what we should do. More importantly, we should set an example in everything we do. There is a saying. If you want the train to run fast, how can you rely on the front of the car? . No one likes to be kept in the dark, and new employees will have a lot of dissatisfaction and opinions, although some are correct and some are incorrect. Therefore, employees, employees and leaders need to communicate frequently, solicit employees' opinions on the company's development, listen to employees' questions, and talk about their own views in response to these doubts. What is acceptable? What is unacceptable? Why? If the team has difficulties, it should be made public, and colleagues tell employees that the team needs their help.

Establish norms

It is necessary for each team to establish a strict management system to regulate the behavior of new employees. We can make a detailed description of the workers in each position, so that every new employee can know what he should do, who to report to, who has the project right and what responsibility to bear. Of course, this restriction cannot be too strict, but it must be. Establish reasonable norms, and new employees will act within the prescribed scope. When it goes beyond the prescribed scope, employees should be required to obtain permission before proceeding.

Multi-positive excitation

A sense of accomplishment can stimulate the enthusiasm of new employees and meet their internal needs. First of all, the reward standard should be made public, so that new employees can understand the reward standard and the reasons for winning the prize; Secondly, give praise and reward in an open way. If praise and reward are not made public, it will not only lose its own effect, but also cause dissatisfaction among other colleagues; In addition, the attitude of rewarding should be sincere, don't overdo it, and don't be glib; Finally, we should pay attention to the timeliness of rewards. Reward what just happened, not what has been forgotten, otherwise the influence of the reward will be greatly weakened.

keep one's word/promise

Maybe you don't remember what promise you made to someone by accident, or you think that promise is not important at all. But remember, your employees will remember everything you promised them. As a leader, any seemingly insignificant behavior will have an impact on others in the organization at any time. You need to be alert to these influences. If you make a promise, you should be responsible for it.