How to be a successful manager and how to manage the following employees?

1. State clearly what you expect of your subordinates.

Take time to talk to each of your subordinates one by one, and let them talk about how they understand their positions, such as what should be done well, what should be done well, what should be done well and what should be done well. Let them talk about what you want from him.

After that, do you compare his understanding of this position, position and responsibility with yours? Is there a discrepancy? Do you expect the same from him as you think? If you are more consistent, it means that your communication is better, your natural work efficiency will be higher, and everyone will get along better.

On the other hand, if there is a big difference in understanding between you, it means that your subordinates don't quite understand your real expectations and requirements for him. He can only ponder your work intention. He doesn't know what to do to satisfy you. You think he always doesn't understand what you mean. You are uncomfortable with each other, so naturally everyone is unhappy at work, and the work performance will certainly not be ideal.

It is the dereliction of duty of the superior that the subordinate does not know the expectation of the superior. If so, you should first make up this lesson, communicate deeply with your subordinates, clearly show your expectations and requirements for him, and clearly show that everyone is happy.

2. Make sure it's clear

Subordinate work is not done well, sometimes the responsibility is not on subordinates, because managers have not explained clearly. It is very important for subordinates to accomplish their tasks clearly and concretely. Don't let subordinates do their own work and guess the boss's mind. It's too tired.

When assigning tasks to subordinates, as a boss, you must clearly understand the work tasks: what tasks need to be completed? What are the criteria for task completion? What are the key links to complete the work? What difficulties will subordinates encounter in the process of completing their work? What kind of support can you provide? How do employees react when assigning jobs? Wait a minute.

In reality, many managers assign tasks with simple and general sentences, which seems to test their subordinates' understanding ability. As a result, their subordinates didn't hear clearly and were embarrassed to ask questions, so they could only guess by their own imagination, which made it difficult to complete the task effectively. It is recommended to confirm the task in writing, such as electronic file, handwriting, email or instant messaging, so that your subordinates can see the task at a glance.

3. Make sure subordinates understand.

What you say clearly does not necessarily guarantee that your subordinates can understand. Even if you print out the work tasks in detail, there will still be things that subordinates don't understand. On the one hand, what you said is not meticulous and thoughtful, on the other hand, it may be that subordinates understand differently.

Therefore, in order to ensure the effective completion of the task, the boss must give his subordinates the opportunity to express their doubts, questions or incomprehension, and get your specific reply and solutions, so as to make the task more detailed and clear. Let subordinates know clearly when accepting work tasks: know what to do? How come? How about making it? When deploying work, managers can find out whether subordinates really understand the job requirements by retelling and asking questions:

Well, that's all I want to say. In order to prevent deviation, would you please repeat my main points just now?

Well, that's all I want to say. Do you have any comments or suggestions on this task?

-"Well, that's all I want to say. Is there anything I don't know? "

4. Clear time and schedule

Work without a deadline equals work that can never be completed. When assigning work, it is necessary to clearly tell subordinates when it must be completed, where the key time nodes are, and what stages of achievements should be completed at different time nodes.

In the process of implementation, it is necessary to appoint others or personally check the progress, and always remind subordinates to complete the work on time with good quality and quantity. Only by ensuring the perfection of the process can we get satisfactory results. Generally speaking, according to the method of 5W2H, you can arrange your work clearly and concretely.

(1) What is this? What do you do? What's the purpose?

(2) Why-why? Why are you doing this? What is the reason? What is the reason?

(3) Where-where? Where to do it? Where to start?

(4) When-when? When will it be finished? When is the best time?

(5) who-who? Who will bear it? Who will finish it? Who is in charge? Do it with who? Who will help?

(6) how-how？ How to improve efficiency? How to implement it? What are the methods and steps?

(7) How much-how much? To what extent? What kind of quantity, quality, efficiency and cost standards are achieved?

5. Follow-up communication before and during the activity.

(1) Listen to the ideas of subordinates.

Ren Zheng Fei, president of Huawei, said, "Let people who can hear the gunfire make decisions." . Employees working in the front line may know more about the actual situation and what is the best way.

(2) Guide the ideas of subordinates.

Sometimes subordinates may look at the problem from their own point of view and think of ways, which may conflict with the overall work or long-term interests of the team. At this time, the boss should actively encourage, patiently guide, analyze the advantages and disadvantages of his own opinions, and let the subordinates realize their limitations.

(3) tell the reason.

You should not only tell your subordinates how to do things, but also tell them why this method is right and good. What will happen if you don't follow this method?

(4) Check the feedback in time.

Divide the task into several small stages, define the key nodes in the work process and the communication requirements with subordinates at these key nodes, and make it move in the expected direction through understanding the progress and timely counseling.

(5) Determine the priority.

If subordinates have more and more chores at hand, they should work with them to determine their priorities, so as to ensure the unanimous recognition of their priorities.

6. Ask for advice before ordering.

The method of 5W2H can clearly give instructions, but it also has disadvantages, which will give employees a feeling of being forced and suppressed. So this method should be used differently. For example, for skilled, high-quality and savvy subordinates, only the tasks and time standards need to be explained. How to do it, what methods can be taken to solicit opinions from subordinates or "only ask the results, not the process"; For new employees, new tasks and unskilled employees, it needs to be explained in detail.

It is different for subordinates whether to consult with them before giving orders and whether to solicit their opinions. Give orders directly without consulting subordinates, and subordinates will feel that they are completing the task for their superiors, who told them. Even with certain enthusiasm, employees will not give full play to their potential, but just obey orders mechanically. And from the management point of view, is the boss suspected of being offside, that is, overstepping his authority, and finally telling people what to do and depriving his subordinates of their right to make their own decisions?

However, before a task, the manager first asks for the opinions of his subordinates, who will feel involved, feel that they are the masters of their work, feel the trust and recognition of their superiors, and do things according to their own ideas. Whether they do well or not is related to their image in the eyes of superiors, so they must do well. Only in this way can the enthusiasm of subordinates be mobilized.

It can be seen that when managers arrange their subordinates to do things, it is best to communicate with them in a more consultative tone, so that subordinates know that they are the masters of their work and you respect their opinions, so that subordinates can accept them happily and finish their work quickly and effectively. Otherwise, subordinates are unwilling to work, which will naturally affect their enthusiasm for work.

Maybe no one in the world really likes to listen to other people's orders. On the contrary, most people prefer others to ask for their own opinions and suggestions. Smart managers should know that everyone wants to be the protagonist, especially those capable employees. If you give them respect and trust, they will be willing to go all out for you.

7. Make good use of instant messaging tools

Network media such as Weibo, WeChat, QQ group and various online circles are effective supplements to daily management communication, and are another platform for managers to see problems more comprehensively and realize interconnection beyond time and space. As far as team communication is concerned, there is no channel or method that can completely solve all the problems of communication. Therefore, managers should make full use of various channels and ways to communicate in order to achieve effective management.

At the same time, managers should treat Weibo, WeChat and other communication platforms with a normal heart. Some employees vent their emotions and complaints here, which just gives employees a channel to dredge their emotions and vent. With this platform, they can learn more about the thoughts, states, opinions and complaints of grassroots employees and take management measures in time.