mortal train conductor

Chapter 283
As for pointing out the problems of employees, Liu Qun is good at drawing inferences about common problems through meetings and promoting the effect of actual work, instead of taking meetings as a person's scripted and routine.

In order to promote work, Liu Qun moved the advanced method of democratic life meetings within the party to the team meeting. Their team held a team plenary meeting every month. Generally, it was held at the time of returning to the boarding meeting, because everyone was required to speak , so this meeting will be held half an hour earlier.

Every month's meeting must have an important agenda, that is, to carry out criticism and self-criticism. This agenda is learned from party members' life meetings. Through criticism and self-criticism, all employees are required to fully understand the Self, not only to see their own strengths and strengths, but also to see their own shortcomings and shortcomings in ensuring safe production and high-quality service to passengers at work.

Our party's democratic life meeting places special emphasis on criticism and self-criticism, which is a sharp weapon for our party to strengthen its body, cure diseases and maintain its health, and is also an important means to strengthen and standardize political life within the party.

Liu Qun asked the whole team to carry out criticism and self-criticism, in order to prevent some employees from being arrogant and arrogant because the overall work of the team is good, and there are no complaints and zero safety problems all the year round, which will lead to blindness and blindness.

Every month, he will determine some key people, and the key members of the team's civil management team will analyze these employees in a targeted manner, formulate countermeasures, and prepare for targeted criticism.

Of course, each employee cannot evaluate his good or bad in isolation, but should be investigated in the daily work of the entire team.Each employee has his own uniqueness in his work, and there are places that other employees cannot do, but at the same time, there are inevitably places that are not as good as others. When evaluating objectively, we cannot take the strengths of each employee Comparing the deficiencies of other employees, we can't use the deficiencies of one employee to compare the strengths of other employees, and treat employees as worthless.

In the process of criticizing and self-criticizing, Liu Qun paid great attention to guidance, constantly improving the ideological awareness and state of life among employees, and constantly resisting the erosion of negative and sabotage thoughts.Through the use of criticism and self-criticism, all employees of the team are required to boldly use and use it frequently in the spirit of being highly responsible for their own work, the work between colleagues, and the train conductor, so that the use of criticism and self-criticism will become more and more effective. The more flexible and more effective, in order to promote the overall development of the team's work, promote the strict implementation of the team's daily rules and regulations, promote the team's formation of restrained criticism and principled unity, and effectively improve the ability to discover and solve various problems. ability to problem.

In fact, through continuous learning, Liu Qun has realized that criticism and self-criticism are important factors in personal life and the overall progress of the team. In the various tasks of the team, it is impossible for all tasks to be done.

Therefore, when there are problems in work and life, you can correct your goals in life and work through criticism, find out the direction of progress through criticism, see your own shortcomings in criticism, and improve yourself through criticism.

The ancients said it well, "Everyone has faults, and if you see them and persuade them, you will regret it, and you will be enlightened after you release it."

At present, promoting the work of "passenger transport quality improvement" to serve passengers is the current and future work focus of railway passenger transport enterprises. In the implementation of this work, it is inevitable to encounter such and such problems and mistakes. To be able to quickly solve problems and correct mistakes, we must play the role of "obsessed by the authorities and clear by the bystanders".

Allow colleagues to discover each other's problems, carefully compare various rules and regulations, and promptly review and summarize the problems and deficiencies in the work by themselves and each other, and be good at conducting concentrated discussions around the current key tasks in the team and group, benchmarking various Regulations and the spirit of related documents, find out the corresponding gaps, put forward reasonable suggestions, dig out the root causes of existence, and finally clarify the direction of efforts and put forward improvement measures, constantly correct mistakes and rectify problems, and concentrate on the work of all members of the team Focus on the wisdom of all employees, find ways, seek measures, and find ways for the work of the team, so that the work of the team will always advance in the right direction.

One of the original intentions of carrying out criticism and self-criticism is also motivated by Liu Qun, as a qualified team leader, who deeply understands that good-man doctrine is absolutely unacceptable.

Liu Qun's requirements for the criticism work in the plenary meeting of the team are very simple, that is, when dealing with existing problems and mistakes, we must identify and see through them, and we must point them out sharply.

Everyone must point out their own specific problems in terms of ideology, security, and service that exist this month, and the problems that others have discovered in these three areas. They must have something to say, not just talk about it.

For example, I can’t say that I have safety problems, but I have to make it clear that there are problems in safety such as missed inspection of car doors, items on the luggage rack that are not arranged in time, and may easily fall and injure passengers.For example, in a few months and a few days, when I passed a few carriages, I found that the items on the luggage rack were not placed firmly.

Such a formulation is the correct work of criticism.And what Liu Qun often talks about is that every employee, including the train conductor, must have a broad mind. After accepting well-intentioned criticism, he must not feel "stressed" or depressed. We should establish the concept of "examining ourselves three times" and face critics with gratitude.

Of course, this is not something that can be formed overnight. The situation is easy to change, and the nature is hard to change. The different attitudes of responding to criticism reflect the mind, pattern and personal cultivation of each employee.

While focusing on guiding employees to face criticism correctly, Liu Qun also attaches great importance to the accumulation of daily criticism "materials".In the process of daily inspection of the carriages, when some common problems are found, it is necessary to take pictures with the mobile phone, record the existing problems in detail with the distributed "Train Master's Handbook", and point out to the responsible train conductor on the spot that those who can be rectified immediately If there is any problem, we will keep an eye on the conductor on the spot and quickly rectify it.Then, after getting off the car, the employees will post the content of the shooting and comment on it in the WeChat group after receiving the mobile phone.

If it is a problem that cannot be rectified immediately, such as a problem with work habits, then according to the "pairing" working method, assign a veteran employee with excellent business skills to form a "pair" with the problem employee, and the old employee will make a decision Carry out help, education and rectification, and Liu Qun conducts regular re-examination and re-inspection. For the situation that has improved a lot, give certain rewards to new and old employees. For those who have little effect, they will focus on criticism at the monthly meeting and increase the assessment of those responsible .

(End of this chapter)