Apart from a few rogue employees, the vast majority of employees are like their work. In fact, most employees in enhancing job performance have their own ideas, they are very willing to share with others. Most employees are in the home to tell people how much their contribution to the work done, but why in real life, employees often expressed dissatisfaction with it so much?
In many cases, because you're not sure why your boss so erratic. The work practice of the boss may lack the established criteria, did not insist target power, the future of the company has no clear plan. Reality may be unpredictable, but the wait staff to give their leaders a clear vision, leadership to formulate a plan, but also the concentration of superior forces to maximum effect.
A hope of reaching a goal of leading the first thing is to ensure that the objectives and plans for a "clear and transparent". Stage to challenge the leader and his team to achieve this goal. At this stage, you should expect your plan may deviate from the normal track, so you should innovate, view, and also to adapt. When the team members that they can clear, precise objectives of the leadership and direction, make time for them to "cheer."
Acclaim here refers to the staff for a real step, every process of adaptation, every step of the release of the wrong should be commended. Because these errors can make us give up the steps to play a role in the process can not. The team must rely on the strength of the team and is closely related to each person, if the team has helped us gain progress, then we should applaud it.
In a higher level, employees often distrust the leadership because the employees do not believe their leadership will make a proper assessment of the work - especially when working out problems. Such employees will be a little discouraged or reluctant to lead the team goal failure. At this time, employees will watch as their leaders pick up the pieces, or let the team plans to go down the drain.
Leadership is also often a problem, that is, bonuses and positions to come when you hesitate to upgrade. Employees work for one reason or another are ignored, or the leadership agreed to complete the mission, merit-staff, but it has bounced. Sometimes you feel that staff motivation is not high, and even counterproductive in the team. Probably not his capacity or character, but you did not make him back in time and compensation.
We are dedicated equation mentioned before: trust × 3C (challenge, commitment, cheers) = dedicated. People always want to maintain professionalism, if we can do our thing, they also have the desire to do things. But the leader is a little different, he needs at all stages of planning. Handle the dedication formula, the actual corporate culture is also the integration process. Such an atmosphere, employees are selected to their "investment" in which, in this atmosphere, leaders do not need to urge people to be more dedicated. Follow the leader's staff will do their duty to start work, and this time we have to play our role - integration and daily operation of dedicated Formula One rules, to fully trust them and look forward to their feedback. I am an expert from China Hardware Suppliers, usually analyzes all kind of industries situation, such as gram scales , hanging scales.
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