Don't talk about work with non professionals

In the workplace, such incidents often occur.

The manager communicates with subordinates and asks them, "How many goals have you achieved this week and what is your conversion rate

He said, I don't know. He worked for a week without even knowing his own results and was completely indifferent to his work.

The leader told him the data and asked him to analyze the reasons for the poor performance.

After a while, he told the leader. The reason for the poor conversion rate is that the overall environment is not good, the customers are not good, and the product is not good.

There were three or four reasons mentioned, but in any case, they were all caused by others and had nothing to do with oneself.

Such people are very unprofessional.

Never talk about work with someone who is not professional in the workplace. Because communication is ineffective and a waste of time.

When you pointed out his problem, he had a glassy heart and felt that you were targeting him, which immediately broke down.

Of course, not being professional is just a result. More importantly, it is important to consider how to prevent team members from becoming "unprofessional".

Selection is more important than cultivation

Firstly, when recruiting, it is important to find the right people.

There is a saying that is particularly good: adults only screen without education. Only choose, not change.

What does that mean?

Everyone is the controller of their own life, and you can only change yourself, not others.

Some managers do not give up and earnestly tell their subordinates that they need to work harder and strive for progress. But doing so is useless at all. On the contrary, they will feel that the manager is being bossy.

So instead of thinking about changing others and educating them on their careers, it's better to choose a career from the beginning.

I think these three points are very important when selecting candidates.

1. Self driven

Most people are not self-motivated enough and need to rely on others to whip them. If a manager manages more strictly, he will do better and the results will be better.

The manager didn't pay attention to him, so he was perfunctory and unwilling to think, so he did poorly and the results were also worse.

But self driven people are different. They have requirements for themselves, know what they want, and will take the initiative to do things that can approach their goals.

So they will set their own goals, manage themselves, motivate themselves, and take responsibility for the results. Therefore, when it comes to work, one is willing to put in 120% effort and enthusiasm.

This kind of person is what Steve Jobs called a 10 point talent.

2. Potential

What is potential? What is visible is called ability, and what is invisible is called potential.

Potential is growth potential. Whether a person has great potential and ultimately achieves great success depends largely on their way of thinking.

Some people have a fixed mindset. When encountering setbacks, I always think, forget it and let it be, it's easy to settle for the status quo.

Others have a growth mindset. What they pursue is continuous growth. They will not encounter setbacks and immediately deny themselves. They are always trying to change the status quo and improve their abilities.

When employing people, people with potential should be used. Because they do a job, they don't think about it. Instead, I want to do better, do better, and keep breaking my ceiling.

3. Good character

The character, is a person's background.

Some people are always lying and dishonest. Promise to do things, but finally find a lot of reasons. It is also customary to dig holes for others behind their backs.

Such a person, even if he has the ability, is not worth using and is not very professional.

So instead of educating others about careers, it is better to choose those careers from the beginning.

They are self-driving, reliable and have potential. They only need a little management. Managers also have time to do more valuable things that can directly produce benefits.

appropriate management

Of course, it does not mean that after recruiting professional people, they will leave it alone.

Human nature has weaknesses. Everyone has inertia. If there is no management at all, the enthusiasm may cool down after a period of time.

Therefore, it is necessary to use management to overcome people's inertia.

How to manage? They are pipe target, pipe path and pipe rhythm.

1. Target

Managing subordinates is not a task, but a goal.

What is a tube task?

The tasks are one after another. Every time a task is given to him, he must be told to do this and how to do it.

In doing so, managers become subordinates of employees.

So, what is a tube goal?

Which mountain we want to reach. How much performance to accomplish. Once you agree, you must respect the goal and be responsible for the goal you set.

At this time, it is no longer the leader who does what he says, but who arranges and makes his own decisions, and thinks of methods and strategies to achieve the goal.

So the goal is to help him pull the trigger and find his own direction.

2. Pipe path

The path is the choice.

There are countless ways to reach the top of the mountain, so which way to go?

The manager manages the path, which is to help subordinates sort out the business process and prevent him from going astray and not reaching the top of the mountain.

Take an example.

For example, a sales year to complete the 1 million performance.

Then you have to think:

To achieve this goal, how many old customers and how many new customers are needed? What kind of products are sold and what kind of combination methods are used?

Then derive, in order to generate new customers, how many calls do you have to make each day?

These are choices.

Based on these choices, the panorama can be derived.

3. Pipe Rhythm

There is a goal, there is a path, but also a rhythm.

What is rhythm? It's how to plan.

The road map is clear, so what rhythm do you plan to follow. Is it 20 miles a day? Or do you walk more when you are physically fit and less when you are physically fit?

At this time, we cannot let it go, but we cannot control it too carefully. The more you want, the less you get.

Therefore, it is necessary to control the key nodes in the process, those things that can really affect his results.

Of course, in this process, but also deep grasp.

Is he in good shape? Is he executive?

If you don't do it well, won't you? If you can't do it, you should give timely guidance.

If you don't do well, are you unwilling to do it? If you don't want to do it, it depends on whether the incentive is not in place.

If you don't do well, are you not allowed to do it? Managers must fully authorize.

Yes, but there is still no result? At this time, it depends on whether the path is wrong and reasonable optimization is required.

Through the tube target, tube path and tube rhythm, to ensure that always go on the right track.

Optimize talents through assessment

In addition, managers should also clearly know that not everyone has development needs. No matter how well you do, there will always be undedicated people.

Therefore, there must be an assessment. Through 271, you can know who is the 20% star employee in the team, who is the 70% middle employee and who is the last 10% employee.

At this time, go back to his process, look at the management of the case, you can know whether a person is dedicated.

The 271 of the last elimination system is essentially to train and develop employees. But if he is still unwilling to change, then there is no way.

Will not professional people in the team, on the one hand, will affect his personal development. Because he did not do well here, it does not mean that he is not capable, but that he is not suitable for this organization. Maybe in other places, he can become self-driven and play his value.

On the other hand, leaving him will also affect the team. Because the top talent will not tolerate his mediocre performance, leaving him will hurt the interests of the team.

Crossing oneself is the ability, crossing others is the pattern.

If you really do your duty to a subordinate, and he still fails to meet expectations or is not professional. Then there is no way, only to show weakness and admit that they cannot do it.

When I first started as a manager, I thought there was no one I couldn't manage, no one I couldn't train. However, it will be found later that if a person's character is not good, or he does not want to make progress, he can only give up.

Later, when there is someone I can't control, I will tell him directly, I'm sorry, I can't control you. At such times, let yourself go, the heart should be kind and the knife should be quick. When it is useless to say a hundred times, it is better to fire a person.

If the talents in the enterprise do not flow, the enterprise will have no vitality. Therefore, there must be a normal replacement.

By 271 the vitality curve, clean up the inappropriate people. At the same time, introduce and cultivate better people, willing people, so that high-growth, high-potential young people have the opportunity, thereby increasing the density of the organization.

Finally, everyone in the team is very professional, the organization has vitality, there will be combat effectiveness.

Information source:Zhang Lijun Public Number