2019-04-03 16:19:06
As a boss, what kind of employees should be promoted and reused? This is a nerve-wracking question. Improper employment can affect the team's performance, and cause huge losses. Therefore, one must not be ignorant of the person, the selection must not be checked, and the employment must not be careless. Historically, there have been too many such lessons.
The prince Jian of Chu State was killed in Zheng State, and his son Sheng was in Wu State at that time. The Chu State ordered Yin Zixi to summon the victory and return to the country. Shen Zhuliang asked, "Do you want to use the victory?" Zixi replied, "I heard that the victory is extremely brave and want him to guard the border." Shen Zhuliang said: " This person is narrow-minded, cunning and deceitful, fierce and cruel, and does not practice morality. If you close the door, you should be alert to him. If you call him back, it will certainly bring disaster." Zixi refused to listen to advice, stubbornly called back to the country, and ordered him. He guarded the border. Later, Shengguo really created a rebellion, openly killing Zixi at the court and seizing the state of Chu.
Every boss has his own set of standards on how to recognize and employ people. I have a boss friend who said that, in fact, everything is inseparable. In summary, they are the following 5 points:
1. Values must be positive
Sima Guang said: "A gentleman thinks good when he is holding him, and a villain thinks he thinks he is bad when he holds him. Since ancient times, the country's rebellious ministers and the prostitutes of the family have surplus and insufficient virtue, so that there are too many subversives." This is very thorough and employs people. Virtue must come first. Sima Guang called people with no virtue and talent as villains. How can the villain reuse it.
Virtue is the behavioral expression of a person's values. Values are a kind of thinking or orientation by which people identify things and distinguish between right and wrong. They determine one's self-knowledge and directly influence and determine one's ideals, beliefs, life goals and pursuit directions. What kind of values have what kind of behavior.
For any company pursuing healthy development, the issue of values is a red line that is not negotiable. In Alibaba, values are evaluated every quarter and linked to year-end bonuses and promotions. Welch is even more direct: "Don't spend too much energy trying to change people who don't conform to the company's culture and values, just fire them, and then look for them again."
Second, the execution must be strong
Jack Welch said: "The key to achieving corporate goals lies in the execution of the enterprise. Without execution, everything is empty talk." This is very profound. Do many Chinese companies lack strategy? No shortage! Is there a lack of system? No shortage! Is there a shortage of talents? No shortage! Shortcomings? No shortage! Why did it fail in the end? What is missing is consistent execution!
Zuckerberg, the founder of Facebook, is an execution monster. At that time, the Winklevoss and Zuckerberg, who were both studying at Harvard, were rivals. When they hesitated whether to make a social networking site, Zuckerberg had already begun to act. It only took him 6 hours to complete the design, development, and launch of the product. When the Winklevoss brothers went to Harvard University President Summers to sue, Zuckerberg's Facebook has covered 29 schools and 75,000 registered users...
Tesla CEO Elon Musk often said: "I don't care what the problem is, I want to solve it immediately." Act immediately and solve it immediately. This is the basic requirement of execution. Execution is not only a work attitude, it reflects a person's professional ethics.
Three, empathy is better
Empathy is to compare hearts to hearts, stand in the perspective and position of others, and objectively understand the inner feelings of others. The essence of empathy is empathy, listening ability, emotional self-control and expression of respect. It is also a foundation for communication and collaboration with others, building trust, and an indispensable glue for teamwork.
Gillard, the greatest salesman in the world, once talked about his failure. When the customer came to see the car, he told Girard that his child was admitted to the University of Michigan and must be an excellent doctor in the future. Girard was indifferent to the pride of the customer, but took the trouble to introduce the car. Seeing that Girard was absent-minded, the customer did not decide to buy on the spot. When Gillard called the customer the next day, the customer told him: "I have bought it from another place, and they praised my child as great!"
If a person lacks empathy, he will not think from the perspective of others. Everything revolves around his own interests, usually manifested as self-righteous, selfish, arguing, bucking, and lack of responsibility. People who will bring bad atmosphere to the whole team.
Four, high loyalty
Lu Bu was the number one fighter in the Three Kingdoms period. But he has a bad reputation and has a bad reputation. After the rebels left, Lu Bu fell into the hands of Cao Cao. Cao Cao was a person who loved talents and thirst, but thinking of Lu Bu's character, there is really no loyalty at all. Although he was very capable, he would suffer endlessly if he stayed by his side, so he hurt the killer and hanged him to death in the White Gate Tower.
Cao Cao is the opposite of Guan Yu. Guan Yu was trapped in Cao Ying, and Cao Cao valued Guan Yu's loyalty and hospitality. One small feast on three days and one big feast on five days. Giving gold and silver, giving a BMW, giving a big mansion, and making a marquis, in the end, although Guan Yu did not keep, but in exchange for Guan Yu in Huarong Dao to "interpret Cao Cao.
As far as the boss is concerned, the ability of the employees can be almost, but loyalty cannot be discounted. Ability is poor and can be cultivated, but if you are not loyal, this is a matter of values and cannot be cultivated. How to judge whether a person is loyal or not? The first is whether it is honest when facing interests, the second is whether the team sticks to it when it is difficult, and the third is whether it is honest when switching over.
Five, make a big contribution
Han Wangfu said: "If you are a short-term knowledgeable person, don't be eager to test your merits. If you succeed in the test, you will be clear about the chaos, and the faith will be straightforward." It means that the simplest way to know people and employ people, there is no better way than assessing contributions. . If the assessment of contribution and credit is clear, governance and chaos will be manifested very clearly, and the quality of character and the level of ability will be intuitively reflected.
"Master of Management" Jim Collins once asked Peter Drucker, "Master of Masters": "How can I succeed?" Peter Drucker replied, "You asked the wrong question. The correct way to ask should be— What can I contribute?" Drucker explained the true meaning of success: Before anyone is ready to ask what the company can give you, he must ask himself: What can I contribute to the company!
What is contribution? It is to break through the narrow personal vision at work, think about problems and do things from the perspective of "needed", and strive to become a "partner" of the organization and colleagues. If a person pursues the principle of "do as much as you give," such a person cannot make any contribution. Once promoted, it will chill the true talents.