Don't doubt people by employing people, don't use similar phrases.

1.' No doubt about people, no doubt about people'

Personally, because of the differences in human nature and physical properties, and the differences between people's character, good and evil, and wisdom, people's moral standards are mixed. It is really misleading to take "no doubt about people, no doubt about people" as the highest realm of employing people.

but we might as well look at this problem from another aspect. What is "doubt"? Let me give you an example: quite a few enterprises have a phenomenon-managers "give orders" and employees follow the rules.

In these enterprises, the highest goal of employees is to do their job well, and the initiative and enthusiasm of work are ignored. Constrained by herd mentality, employees are very obedient, and few people will cross the line.

what does this situation mean? The distrust of employees directly hurts employees' self-esteem and sense of belonging; The indirect consequence is that it will increase the centrifugal force of enterprises. If our managers can put themselves in other's shoes, establish a relationship of mutual trust with employees and establish a platform of trust from top to bottom in the enterprise, it will undoubtedly increase the sense of responsibility and mission of employees and stimulate their inherent potential.

what I mean by "doubt" is not doubt about the moral quality of employees, but more about whether the boss is willing to let go of employees. Now there is a phenomenon in enterprises that bosses do a lot of things every day.

even interviews, recruitment and other work should be asked one by one. One of the potential reasons for this is that he always thinks that the employees are not doing well, and that they are not doing thoroughly enough, so they have to ask themselves before they can rest assured.

it is not necessarily a good thing to be meticulous, especially for managers. Welch, the former CEO of General Electric, once said that "less management" means "good management".

As a boss or manager, I have experienced many things and have rich experience in many events, so I naturally do things quickly and thoroughly. Naturally, when they see their employees doing things, they always feel that everything is wrong.

however, the more you don't let go, the worse the result will be, and employees will never learn or do well. As a manager of an enterprise, even if you can't "use people without doubt", you must also "use people with doubts".

Only in this way can enterprises build their own talent team. Otherwise, you'll only get the boss a gun in the end.