Rely on overtime? Built by the group? By personal? Please stop ineffectual effort!
As the saying goes, the train to run fast, depends on the locomotive.
Among the team's manager, this is like a locomotive.
Therefore, ways and means managers will directly affect the operation of the team.
In many cases, some of the managers doing useful work, but they feel good about themselves.
Once the team has a problem, but always puzzled.
What they have done useful work in the end?
How can you avoid?
Overtime
Managers have always liked to work hard in overtime. Whether it is "996 is a reward," or "no overtime is not my brother," can be seen, the importance of overtime in the minds of managers.
Looking at overtime late into the night, the manager of anxiety seems to have been greatly eased. Therefore, we must encourage employees to work overtime, at the same time, by praise them, you can also tap the side of those who do not actively work.
But the problem is to encourage teams to work overtime, it must be efficient and it finally obtained?
The current company and how much overtime is superficial and meaningless "boil time"?
The reason why this two throws ask the soul, because one thing we have to figure out what will be able to get overtime. effectiveness? High-yield? cut costs? Three things companies need most probably not be able to work overtime for its realization, but there is one thing, would certainly have been, but also a lot of that work.
Obviously, this is not the manager wanted. The standard measure of good or bad, is not a three-hour job requires eight hours to dry, and the remaining two hours for self-moved.
Team culture encourage overtime, workload is bound to form a useful work-oriented culture.
League Construction
Many managers are keen to engage in group construction, promote teamwork and regard it as a panacea. Watching the team enjoyable, mix the way, their own pleasure, like the kindly old mother.
So group built by many managers to a new height. The so-called All is built with the group. such as:
• High-end group built
yachts, luxury cars, senior clubs, employees Zhongxingpengyue like to enjoy this moment, you do not hesitate, do not hesitate, you're tonight's Super VIP.
• Fancy group built
picking strawberries, hot springs, mountain climbing species of water lilies collective, friendship begins at this moment, play groups to build a flower, employees laugh.
• lecture group built
a large V speaking, Daniel said, tinkling it tinkling Masters field, on a vivid take heart big lesson in life business, filling a stomach Success chicken soup.
• Devil groups to build
all kinds of life and death through the ultimate bungee jumping, Jedi survive, iron will exercise, casting perseverance.
However, the reality is always cruel, the truth is often contrary to the good wishes.
For most companies, the team atmosphere is good or bad, in fact, with the final output of the work and do not have much relationship. Some special bar atmosphere of the team, not necessarily how high efficiency.
Harmony team from top to bottom, maybe just a placebo managers.
personal
Some managers will bet that one (or several) people, and that is over-emphasis on the importance of a person in the team. Always think someone in the team can not be replaced, it often takes a lot of energy to maintain.
Why does this happen?
According to management guru Peter Drucker's view, if a manager that the team is no substitute for a person, it may be because,
1, to cover up the existence of this person some management problems.
2, vision is not wide enough, maybe not that this man himself well.
3, managers have the ability to question itself.
Overtime and regiments, personal, in fact, ultimately comes down to the people of this factor.
As the saying goes, all management problems are people problems.
How to solve the problem of people?
Find a robot.
May sound seems a little science fiction. But today, it has become a reality.
Nor that this robot robots. This is a condition known as robotic process automation (RPA) software robots. The main function is to simulate manual operation, the implementation of high-volume on the computer, high repeatability, cross-system tasks.
RPA is definitely a favorite of employees by managers.
● overtime. Processing machines may be 7 × 24 hour a day, does not need to pay, there can be electric.
● group built. RPA robot team "group building" is very simple, only need to deploy a RPA control center (ie management robot), can be managed by it. In addition, the relationship between it and the other employees do not have to worry about it is, 1, it appears not to replace anyone, but to become a human helper. 2, now it was not so smart (not learning and thinking), still need guidance and help human employees.
So for a long period of time, RPA robots and humans to co-development and common progress.
● personal. Work fast, high efficiency, low error rate. Despite a strong personal ability, but RPA will not have any temper. The company can be described as the most loyal, devoted staff.
In addition, the "employment" It's also relatively low cost, which unlike traditional software development system that requires high capital investment, to maximize efficiency and revenue balance, the smaller technical barriers to achieve rapid deployment.
Such numbers of employees, is now favored by many industries, field managers.
Taxation, finance, insurance, manufacturing, healthcare, retail, logistics, procurement, human resources ......
RPA, dedicated to helping business managers eliminate wasted effort, which promised an efficient, productive future.
