Give you a company, see how you manage

Chapter 55

Make a big deal out of a small problem - "small" mistakes must be dealt with "big" and will not be tolerated; make a big deal out of things - "big" mistakes can be dealt with in a "small" way, and forgive appropriately. This is a more correct and clever management method.Many managers like to say such a sentence when "educating" their employees: "We must make as few mistakes as possible, especially avoid making big mistakes."The "subtext" of this sentence is that making "small mistakes" can still be forgiven, but making "big mistakes" is unforgivable.Therefore, there will always be such people in our enterprise, they may hold the attitude of "no fault is merit" and stay away from everything, but only hope that they are "okay" and "dumb around" every day; Or "Don't make big mistakes, keep making small mistakes." Although it is a headache for managers, there is no big mistake after all, and there is nothing to do with this kind of person.

Therefore, it is obvious that the management concept of "minor mistakes are forgiven, but big mistakes are unforgivable" is problematic. This concept often has the counterproductive effect of "punishing the advanced and encouraging the backward", so it must be corrected as necessary.The reason is also very simple, it is our managers' frequent appeasement of "small mistakes" that finally lead to employees' "big mistakes". What qualifications do you have to severely punish them?Moreover, those who occasionally make "big mistakes" are often those who dare to break through, dare to try, and have the courage to take responsibility, but you have to "severely punish them"; It is some people who dare not take responsibility and dawdle, but you have to "encourage" such people from time to time, saying that they are better than those who "make big mistakes".In this sense, the management concept of "small mistakes are forgiven, but big mistakes are unforgivable" actually encourages everyone to "don't take responsibility" as much as possible.Moreover, people who make "small mistakes" every day will make "big mistakes" sooner or later, because "quantitative changes" will eventually lead to "qualitative changes", and no one can hide.

Only those who never tolerate "little mistakes" and take them seriously, the occasional "big mistakes" are worthy of forgiveness.And people who are usually very serious about "small mistakes" actually have a very small probability of making "big mistakes".More than that, the "big mistakes" of such people are often caused by their courage to do "exploratory" and "pioneering" work, and the courage to be "the first person to eat crabs".Therefore, their "big mistakes" are often valuable, meaningful, and "productive". These "mistakes" and "setbacks" can often bring some major hints or strategic turning points to the company.Therefore, in many cases, perhaps changing the way of thinking to consider the problem, everything will "suddenly become clear".That is to say, maybe making a big deal out of a molehill - "small" mistakes must be dealt with in a "big" way, and will never be tolerated; making a big deal out of a molehill - "big" mistakes can be dealt with in a "small" way, and proper forgiveness is a more correct and wise management method.The two are cause and effect of each other and complement each other - the former (making a small fuss) is the premise of the latter (making a small fuss), and the latter is the inevitable result of the former. They both reflect the outstanding leadership wisdom of a manager.

(End of this chapter)