How to deal with bosses and employees

Chapter 6 How to be a Competent Boss - Basic Common Sense and Elements of Management (6)

[-]. Adhere to the principle of relative fairness and strive to treat everyone equally

Because I often do training for companies, I have many opportunities to get in touch with employees of different companies.When communicating with them, I can often hear complaints from employees.for example:
"Our company actually does not pay the same work."

"I've been unable to lift my spirits at work lately. Xiao Zhang, who came with me, is already a department head. I actually worked very hard and did no worse than him. Why doesn't the boss promote me?"

"The people in the sales department are really getting lazy. They even pushed the contract to our customer service department to sign! Why don't we get the sales commission?"

"How can ××× be late so often? The boss obviously notices it but doesn't care about it!"

……

In my impression, there is no employee who does not complain about his boss!Employees' complaints reflect from one aspect that in quite a few companies, the principle of adhering to relatively fair handling of affairs has not been well implemented.

This section focuses on the following issues:

How does the boss treat special groups in the company (ie entrepreneurial veterans, star employees)?

First explain the two special groups within the enterprise:
① Entrepreneurial veterans: They are the earliest employees in the company, and they are the ones who built the existing country together with the boss.With the development of the company, many of these people no longer need to be on the front line of the business, but have taken on corresponding management positions.

②Star employees: mainly refers to star salesmen, because these people have some special "relationships" with several big customers, thus ensuring that the company can continuously get orders from big customers.

For the first type of person, the boss is generally unwilling to offend.Because people have feelings after all, and they want to repay their kindness.Those who have worked hard with themselves and worked tirelessly to create the company's current situation are the role models that inspire future employees to forge ahead.Even if they violated work discipline, how can we take them under the knife?
As for the second type of person, in many cases the boss really can't afford to offend.The reason is simple: without orders, without income, and even the wages of employees cannot be paid, what is the use of more rules and regulations?

The above are the two most common psychology of bosses.

In fact, there is still a misunderstanding here.

For the first type of person, the boss must understand that the value of a person depends on his contribution to the company in a certain period or period.The company is an economic entity, and no one can be allowed to sit on the honor book and eat their laurels.In particular, some veterans take the lead in destroying the company's system, and take credit for it. They are not ashamed, but proud. This often brings down the atmosphere of the company and brings great difficulties to the management of the company.what to do?It's very simple, first persuade and educate, and if you don't change, you will be punished until you are expelled.They are all old employees, and they don't even know how to take the lead in abiding by the company's rules and regulations, so why should they be praised if they are not punished?
There are too many star employees in an enterprise, and it is also a problem with the boss.This shows that the company does not rely on products to attract customers, but relies on the "relationship" between star employees and major customers to provide oxygen for the company.This is actually quite dangerous.

Case story:

Company A invested by Boss Liu is an enterprise that provides special equipment for banks. In the sales department of the company, Xiao Lu is the person that Boss Liu cares about the most, because Xiao Lu's uncle is the director of a large domestic bank in charge of equipment procurement. It was for this reason that Lu joined the company in the first place.Fortunately, Xiao Lu did not disappoint Boss Liu. In the past two years, the amount of equipment purchased by his uncle's bank accounted for 40% of Company A's total sales revenue.

The sales department originally had a series of systems, such as weekly meetings and monthly meetings. According to the regulations, the salesperson must also fill in the corresponding work form and report the work progress to the sales manager in time.The vast majority of salesmen strictly abide by these systems, except for Xiao Lu.In addition, Xiao Lu's basic salary is one level higher than that of other salesmen.

However, the good times didn't last long. In 2005, the leadership positions of various banks in the financial system were completely changed. Xiao Lu's uncle not only changed banks but was no longer in charge of equipment procurement.Xiao Lu had no choice but to leave Company A because he could no longer get the order.

However, Xiao Lu's personal advantages also caused certain negative effects.Gradually, a few salesmen began to learn to work hard on building relationships with customers, which caused the company's public relations expenses to continue to rise, and these salesmen often reduced their participation in regular meetings and reports on the pretext of entertaining customers.

The change of bank leadership made Company A's business slump, and the chaos in the management of the sales department made the company worse.At this time, Boss Liu really regretted it.

Comments:

Having said that, in order to truly achieve relative fairness and equal treatment, the premise is that the company must establish corresponding rules and regulations.And if there are no common norms and standards, there will be no compliance and enforcement, no comparison, and no fairness at all.Employees have no choice but to complain and go to work with emotions.It can be seen that the management of an enterprise is a systematic project, which is linked together.

There is an old saying: If you don't reward small achievements, you won't make great achievements;As the boss of an enterprise, you must be clear that employees always have steelyards in their hearts, and they regard fairness as very important.When dealing with salary increases, promotions, praise and awards, and access to training opportunities, the employees are observing with their eyes wide open and carefully calculating in their hearts.If the boss's heart is one meter away, then the company will not know how many kilometers away from its goal!

(End of this chapter)