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Enterprise Employees: Correctly Use People To Resolutely Eliminate Inappropriate People.

2014/7/20 11:45:00 53

Employees The Right Person The Wrong Person.

for middle-level leaders, we must not take care of the psychology of mediocrity or blindly follow the example of "raising soldiers for thousands of days and employing soldiers for a while", because an enterprise can not afford idlers. Sometimes, it is better to leave an elite class than a group of common people. Therefore, as the middle level, we should never be soft at the time of elimination. 
 > a href= "http://sjfzxm.com/news/index_p.asp" > Zhao Minggang < /a > a post of finance manager, found that there are many problems in the Department: obviously a small company has only 6 people in the "spare time" part of the finance department under its own jurisdiction, but more importantly, among these 6 people, there are both assistant managers and assistant managers, as well as office directors, supervisors, accountants, etc. 
"P" later, Zhao Ming carried out a drastic reform: after seeking leadership from his superiors, he kept three employees and no longer had the title. 
 in fact, every enterprise will have 10% employees with low performance or obviously unsuitable employees. As a middle level, how to adopt a reasonable elimination method can not only cause enterprises to "lose weight" but also cause dissatisfaction or even disputes between employers and employees, which requires some strategies. 
 1, do not hurt their self-esteem. /p >
 when you are determined to quit your employees, you only make an appraisal of their poor performance, but do not comment on their character and conduct. At the same time, we should try to inform the employees that they are not competent or have problems, but they are not suitable for the work provided by the company at present. 
 two, do not negate /strong > /p >
 employees may not perform well, but their internal relationships are very good. Maybe they can't write well, but they can write good copywriting plans. Maybe he is not doing enough in his present company, but he can do very well in other companies. In short, we must not deny employees completely. Otherwise, they are unfair to their employees, and they are also not humanized to leave management. Therefore, we should reserve the self-confidence of the employees who are eliminated, so that they can maintain a better professional attitude when they leave. 
 three, and can not be punished without education. 
 it is important to quit employees, but when they are unable to perform their jobs and perform poorly, and fail to meet the requirements of post and company after criticism education or job training or post adjustment, they can be eliminated. Moreover, it is necessary to remind that the middle level leaders must have evidence to prove that the employees are not eligible for employment. For example, collect staff's performance appraisal data and so on, so as to enable employees to accept this fact, so as not to cause excesses. 
 middle-level leaders bear the main responsibility in the process of eliminating employees, because only when you are the top boss can you have a better say in the performance of employees. However, employees must not be brought directly to the HR department to ask the human resources department to persuade employees to quit. 
 four, < a href= "http://sjfzxm.com/news/index_cj.as > > < /a > make up for mental and material losses /p >
 as a former subordinate, properly striving for some spiritual and material interests can not break the relationship, but also maintain the image of the company. If possible, the introduction of new job opportunities for the rejected employees will be appreciated. 
 five, note wording and tone .
 middle level leaders should not be in a condescending manner when they go out with employees, and do not treat them with a thousand miles away. After all, they had to work together. Attention should be paid to the tone of speech, usage, management and methods. At the same time, there should be no body language or facial language that causes misunderstanding, so as to avoid unnecessary intensification of contradictions. 
 six, and eliminating the surface should be moderate .
 If a company has too many idle people, it will not only fail to arouse the enthusiasm of the staff, but also affect the motivated employees. If you leave only a key employee, the loss will not be too great. If you leave a large number of employees, you will lose a lot. Therefore, when the middle level is eliminated, the elimination should not be too large. 
 however, when employees are eliminated, after all, they are different from those who are at work. Therefore, middle-level leaders should pay attention to some skills when dealing with this thorny issue. 
 1. flexibly reply .
 if employees with more opinions are unwilling to leave, explain why they are eliminated, but avoid personal attacks. In order to strive for his cooperation, we can try to meet the requirements of the other party as far as possible, such as the corresponding certificate of departure for them, and the staff to handle the corresponding formalities respectfully. 
 2. positive dredging 
 the middle level should try to dredge the employees who have been eliminated and encourage the other side to turn frustration into opportunities so that the other side can walk out of the shadow of failure and setback as soon as possible and invest in the new job. 
 finally, the middle level must first communicate well with the employees who have been eliminated, and on the other hand, tell the human resources department to do well the ideological work and resettlement of the employees, so that the elimination of management will not appear to be too unprepared for the extreme situation.