How does the boss ask the manager to do his best?

The above phenomenon, in a word, is "the manager is idle and the boss is busy", which is the problem to be discussed in this paper. In fact, this phenomenon is not unique to the hairdressing industry. It can be said that there are all walks of life. 1. Why is there a phenomenon that the manager is idle and the boss is busy? There are three reasons for the phenomenon of "the manager is idle and the boss is busy": 1) The ability of the manager is far from the actual needs, that is, "the manager can't do it" leads the boss to intervene to help; 2) The manager's working attitude is not good and his enthusiasm is not high, that is, "the manager is unwilling to do it", which leads the boss to intervene to help; 3) Although the manager's ability basically meets the actual needs and his enthusiasm is high, the boss himself is busy and likes to intervene, that is, "the manager is willing to do it, but there is no way". In view of the above three situations, the boss did not take a rational and scientific approach to deal with them. As long as things start and the store manager is willing to be at leisure, it is easy to gradually form the habit of "the store manager is idle and the boss is busy". 2. How to solve the problem of "the store manager is idle and the boss is busy"? According to the above three situations, different treatment methods should be adopted. But in any case, the boss should control his eagerness to intervene and deal with the problem in a planned, step-by-step and skillful way. 1) The ability of managers is far from the actual demand, which leads to the boss's intervention. (1) to retain if the current manager's ability is far from the actual needs, but with good conduct, active work, strong sense of responsibility, willing to learn, accept guidance, willing to make progress, and have the potential to cultivate, and there is no better and credible manager available, the boss can continue to hire the current manager, which belongs to the "high morality and low talent" attention. The premise of this situation is that the manager's potential is acceptable and has the potential to cultivate. Otherwise, it is "it is futile to pull the cow up the tree." The boss should find an opportunity to have a good talk with the current manager, and make it clear that he will no longer intervene in the daily affairs of the manager from now on. The manager should let go of his hands and feet and do it boldly, while the boss only plays the role of supervising and inspecting the manager's work, and take it back to the manager for handling when problems are found. Tip: Don't let the monkey jump on your shoulder. When you find something wrong with your work, don't rush for success. Here, let's talk about a case of "monkey management" in western time management theory. One day, a subordinate met unexpectedly, and the subordinate stopped: "Oh, boss, I finally met you." There's a question I've been meaning to ask you. What should you do? "At this point, the subordinates have a" monkey "to take care of. Next, he reported the problem like this. Although you have something to do, you are still embarrassed to disappoint him. Listen carefully ... slowly, the monkey's foot has slipped on your shoulder. You seem a little at a loss because you are surrounded by your own "monkeys" and other people who put you in foster care. To get rid of so many monkeys, the key is that everyone should take good care of their own monkeys and don't let their own monkeys disturb others' care; In every enterprise, every employee should know which "monkeys" he should take care of and what is the standard of good care; As a boss, he should not only let his subordinates know clearly which "monkeys" they should take care of, but also train them to take care of their own "monkeys". Therefore, when the boss finds that there is something wrong with his work, he can call the manager to his side. It is best not to have anyone else around, at least not to let others hear him. Remember: everyone has to face it! Never scold the manager loudly in front of the employees, even if you are angry, the problem is serious. Then, ask the manager if he saw any problems. This is to exercise his observation and save his face. If no problem is found, you can patiently inspire the store manager and let the store manager find the problem himself as much as possible. After the store manager realizes the problem, the boss should not tell him what to do directly. He can continue to ask the store manager how to deal with it, and after inspiration and guidance, let the store manager find his own way. If you find a method yourself, you will be more motivated to carry it out. People don't like being forced to act. This is a management skill. If the manager tries his best, but he is not confident, please consult you. As a boss, don't answer directly, but accompany him to analyze. For complex problems, we can inspire the store manager to think more ways, grade the alternative methods according to several options, and choose the best method. If the manager comes up with a solution, there will definitely be a problem, and the boss will point it out clearly. No matter what the solution is, the boss must tell the store manager that the final result and responsibility are borne by the store manager himself. Sometimes when the boss finds a problem, he can simply point it out to the manager and let him find a way to solve it himself. From beginning to end, the boss should not directly think of ways for the store manager, inspire him at most, let alone directly help the store manager handle things, otherwise the store manager will never grow up and mature, and the management level will never improve. In short, it is necessary to constantly train store managers to find, analyze and solve problems themselves. Gradually, the boss will not be so busy. In the meantime, it's really hard for the boss to tirelessly guide and motivate the store manager! Unless you can find a more capable manager right away. But don't hold out too much hope for this, management talents are very scarce. When starting to let go without intervention, the boss should pay more attention to the store manager, observe more, and just point out the problems to the store manager instead of trying to deal with things. Of course, in an emergency, if the manager is not on the scene or can't come back for a short time, the boss can intervene, but the manager and the staff should do a good job of explanation. Even so, if the assistant manager or assistant manager is present, ask the manager to command the assistant manager or assistant manager as much as possible, and the boss just reminds him. Under the above circumstances, the boss has always remained calm and patient. In fact, it is conceivable that when he is dissatisfied with the manager's handling of the problem, the boss can't wait to call directly! It's like a coach who wants to jump off the court when he sees a player playing badly. However, in order to avoid the situation that "the store manager is idle and the boss is busy", the boss has to reluctantly arrange: self-study training to improve the management ability of the store manager. In addition to guiding the store manager at work, the boss can also buy some management books and CDs for the store manager to learn, arrange the store manager to participate in some management training, and gradually improve the store manager's management ability. In the meantime, follow up the manager's learning situation, such as asking questions regularly and asking about his learning experience. (2) Substitution If the current store manager's ability is far from the actual needs, and his conduct is not good, his work enthusiasm is not high, his sense of responsibility is not strong, his learning attitude is poor, he doesn't want to make progress, and he has no training potential, the boss can dismiss the current store manager without hesitation, which belongs to "no talent, no virtue, no determination". Tolerating the existence of incompetent store managers is tantamount to telling employees that they can play around at work. After the current manager is removed from office, he can be promoted from below or recruited from outside; If there is no suitable candidate for the time being, you can be a manager for a short time, find an assistant among the employees, be responsible for supervising and reporting the situation, and everything will be handled by the boss. 2) The manager's working attitude is not good, and his enthusiasm is not high, that is, "the manager is unwilling to do it" leads the boss to intervene to help; (1) Retaining If the current manager has a certain working ability, it is the boss's responsibility that the previous manager was not motivated (such as low salary, rude attitude towards the manager, insufficient decentralization, etc.). ). The boss should communicate with the manager deeply (if necessary, find someone to communicate and understand the real situation), and immediately correct the boss's mistakes, including staying out of the work, telling the manager to take relevant responsibilities in the future and solve the problems by himself. For a manager with certain working ability, the key is to arouse his enthusiasm and let the manager work spontaneously. Tip: Let the store manager work spontaneously. The boss found the problem, prompted the manager to solve it, and then followed up. In this way, the manager will know that the boss is not talking casually, but playing for real. Signing a "performance agreement" with the store manager mentioned in the last article is a way to promote the store manager to work spontaneously. The content of "performance agreement" includes three aspects: performance objectives, performance evaluation methods and reward and punishment methods. The implementation of "performance agreement" can generate work motivation and responsibility constraints for the store manager, which is conducive to better playing the role of the store manager and is an effective way to prevent the store manager from passing the buck and shirking responsibility. The "performance agreement" is result-oriented, with merit-based rewards and clear rewards and punishments, and finally realizes a win-win situation for the boss and the store manager. The store manager implements the salary system of basic salary plus bonus, and the bonus is determined according to the performance appraisal. The bonus comes from the monthly business figures and the number of problems found by the hair salon. For owners with multiple branches, competitions can be held in the store every month. As a result, all the stores were called for a centralized meeting, and each store manager was allowed to speak. The manager who is always behind is either to save face and lead in the next competition, or to be ashamed to be the manager. There are emotional incentives, honor incentives, participation incentives and training incentives, personal career planning and so on to motivate the store manager to work spontaneously. , which will be introduced in detail later. 2 Substitution If the current store manager has a certain working ability, but his working attitude is not good and his enthusiasm is not high, the boss has repeatedly urged the current store manager not to take action to solve or deal with the problem, forcing the boss to intervene in the store manager's work; Moreover, even if the boss had a deep talk with the manager and told him not to intervene in the future and the manager would solve it himself, he was still indifferent. Then, this is not the responsibility of the boss. The boss can dismiss the current store manager, which belongs to "talent without virtue, and resolutely don't use it." 3) The boss's intervention leads to "the manager is willing to do one thing, but his enthusiasm is very high. But the boss is too busy and likes to intervene, which causes the manager to want to do something and has no chance to do it. If this is the case, the boss should change his bad habit of meddling as soon as possible, appropriately delegate power, and encourage the current store manager to emancipate his mind and work boldly, which is a "talented person and boldly reuse". Hair salons have such managers, so we must cherish them. After all, not many people are "virtuous and talented". Although it says "the manager is free and the boss is busy", it is mainly written for the boss.