1, authorization does not grant responsibility. That is to give subordinates the power to do things, but the responsibility for problems is still borne by managers, so that subordinates can fully let go of their hands and feet to do things, deeply feeling that "a scholar dies for a confidant."
2. Authorization is not laissez-faire. As long as the results are achieved, managers still need to supervise and guide the process to ensure that the progress of things can be controlled in real time without accidents.
3, to make a fair evaluation and rewards and punishments for the work of subordinates. Appreciate and reward good work results, point out and criticize things that are not done well enough, and criticize things rather than people; And give appropriate punishment, the purpose of punishment is to let subordinates learn lessons and do better next time.
Techniques of praise and criticism
In reality, most managers seldom appreciate employees, but often like criticism. The original intention of criticism is to let employees correct their mistakes, but because they don't know the methods and skills, the result is counterproductive. After being criticized inappropriately by managers, employees may become more depressed or even walk away.
So how should managers praise or criticize employees? The following methods can provide some reference.
1. Ways to praise employees:
(1), praise should be specific, not general. For employees, appreciating a specific event will make them more impressed, encouraged and grateful, and they will think that you really appreciate him because there are facts to prove it.
(2) Appreciate it from the beginning to the end, and the most taboo is anticlimactic, such as praise at the beginning and criticism at the end. Appreciate rather than criticize, it is better to praise first, and never praise before criticizing, so the meaning is completely different.
(3), praise in public, employees will feel better. Everyone wants others to know that something good has happened, which is very face-saving, so it is best to praise the employee in public, and he will be grateful to you for a lifetime.
(4) Appreciation should be recorded for the record to show attention and formality. If you can record every compliment, on the one hand, you can understand the historical performance of employees, on the other hand, employees will feel really valued and the weight of appreciation will be heavier.
(5) Actively seek opportunities to praise employees. Take appreciation as a normalization, and appreciate employees anytime and anywhere in daily work, instead of waiting until important events happen. Be a manager who really appreciates employees, and you will win the love of employees more.
2. Criticize employees' skills:
(1), quick criticism. There is a melting pot rule in management, which is called immediate effect. So should criticism. Employees should point out the mistakes immediately, but not for too long, so that they are no longer impressed.
(2), private, face-to-face criticism and wrong guidance. As I said before, it is human nature to want to be appreciated in front of everyone, and at the same time, to hope that no one will know when being scolded. Managers need to take care of employees' face.
(3) Recognize the facts of the mistakes made, and pay attention to asking and listening. * * * Knowledge management is very important. Managers' misjudgments of employees should also be recognized by employees. Employees should be given a chance to speak, not a scolding. In this process, they should pay attention to asking and listening.
4, for things, not people. Criticism is aimed at the specific behavior of employees and should be based on facts, not at themselves. Criticizing or even attacking people themselves is the most taboo.
(5) Explain the importance of a job. Employees should be made aware of the seriousness of their mistakes so that they won't make them again next time.
(6) reach an agreement on the remedy plan. Criticism is not only to make employees realize their mistakes, but also to find solutions and schemes for them. If we can reach an agreement with the employees on the wrong remedial measures, we will really achieve the purpose of criticism.
(7) End the criticism with positive words. In any case, the next work still needs employees to continue to do, so it should not be suppressed blindly, but should be encouraged and affirmed so that employees will not lose their enthusiasm for work because they are too depressed.
Evaluating subordinates requires an objective, long-term and comprehensive evaluation. We should not only see the advantages of subordinates, but also understand their shortcomings. We should seek truth from facts, and at the same time, we should not jump to conclusions too early. As the saying goes, it takes a long time to look at people's hearts, so it is better to give them some time to look at them. Since managers are in their own positions, they should learn to manage their subordinates well, which is the most important criterion for successful managers.