When it comes to management, this is something that every business cannot do without. However, many managers spend a lot of time, read a lot of books, and listen to a lot of courses, but have little effect on management. In this regard, many managers will have a lot of questions, why management or do not do well? Let's break it down.

How many management errors do you account for?

Why are subordinates still so hard to manage? The main reason is that many managers fall into a lot of mistakes. So these mistakes, as a manager you found?

1. Large numbers do not equal strength

Enterprise scale technology is advancing, but enterprise manpower model is standing still. The backward employee management mode has wasted the resources of the enterprise and reduced the management efficiency. Therefore, the enterprise is not the more the better, but to make the best use of people. Managers have a very clear understanding. Managers can arrange work reasonably, so that every employee can give full play to themselves in the right position, improve work efficiency, enhance corporate performance, and make the best of people.

2. Tolerance ≠ unlimited tolerance

Managers' excessive tolerance for employees will encourage employees' laziness, contempt, coping and other psychological factors, leading to low work efficiency. The management of subordinates is to persuade people with reason, not to please people. It is human nature to push one's luck, so managers should make good use of perfect rules and regulations to restrain and guide employees.

3. Shouting slogans ≠ inspiring people

Some enterprises, in order to let employees always maintain high work passion and mental outlook, shout the slogan "good, very good, very good, tomorrow will be better" in the morning; Do gymnastics after lunch break; Three times a day... But is their performance really as loud as the slogan? Not necessarily. If all employees only use chanting as a form of work and lack motivation, then chanting is just a waste of time. What really motivates people is tangible strategic goals, promotions and salary increases.

A measure of a manager's competence

We often like to measure whether a person has management ability, but what exactly can be called management ability? How many conditions does a manager need to have?

Communication and coordination ability

As a manager, in fact, it is through the manager to achieve the work goal, so only have a strong communication and coordination ability, and work related people, relevant departments to communicate and coordinate, as far as possible to ensure that all aspects of the staff can accept your requirements, in order to be more conducive to the achievement of goals, so communication and coordination ability is the basic ability of managers.

Planning management ability

As a manager, we must consider the work needed to be carried out in advance, set an orderly work plan, and effectively control the implementation of the plan, in order to better grasp the progress of the work and achieve the goal of the work, which is the ability to plan and plan control.

Stress management ability

Managers, in fact, are the bridge between the top and the grassroots, so they need to bear the double pressure from superiors and subordinates, so a strong pressure management ability is very important, only to withstand the greater work pressure and ideological pressure, and effectively relieve the pressure, in order to ensure that the work is more smooth.

At the same time, as a manager, you also need self-discipline, because as a manager, you often have to set an example.

Problem solving ability

In the process of enterprise operation, any department will encounter a variety of problems, so it is a very important task for managers to deal with various problems, and whether various problems can be effectively and properly solved is a key factor to evaluate the management ability of managers. Therefore, problem solving ability is also an important indicator of management ability.

Communication and coordination ability

Managers need to be able to accurately judge the ability of subordinates and assign tasks according to the ability of subordinates, so as to ensure that various tasks can be efficiently completed, and at the same time to ensure that subordinates "give full play to their talents", so as to mobilize the enthusiasm of subordinates.

How to resolve the conflict between subordinates?

In daily work, as a manager, it is inevitable that there will be conflicts and conflicts with subordinates in terms of interests, ideas, methods, etc. The key is how to deal with conflicts after they occur. We need to adopt different solutions according to different causes of conflicts, and we cannot force subordinates to admit mistakes just because we are leaders. Conflict resolution is important, but it is best to avoid conflict as much as possible. As a qualified manager, how to resolve the contradiction between subordinates?

1. We need to recognize that conflict often arises from a conflict between different ideas, expectations, and values. This means that we need to respect the views of our subordinates and give them a chance to express their opinions. After all, only when we truly understand their thoughts and needs can we effectively resolve conflicts.

2. Sometimes, conflicts are caused by poor communication, so we need to maintain good communication with our subordinates to ensure that the message is delivered clearly. In the communication process, we need to actively listen to the ideas of our subordinates, understand their situations, and actively solve problems. At the same time, we should also pay attention to our language and behavior to avoid causing misunderstandings or unnecessary emotional reactions. If our words or actions cause dissatisfaction among our subordinates, we need to apologize promptly and correct the mistake.

3. We need to constantly improve our communication skills. Communication is a complex process that requires constant practice and improvement. We can take some communication skills training to learn how to express ourselves better, listen to others and solve problems. We can also seek help from colleagues, superiors or professionals to discuss how to improve the efficiency and quality of communication.

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