Tao Te Ching and Wuwei Management

Chapter 15 3 "A Good Soldier, an Ominous Weapon": Don't let your employees feel like

Chapter 15 3 "A Good Soldier, an Ominous Weapon": Don't let your employees feel like they're on pins and needles because of your reprimands

Blame is an ominous weapon, much better than praise.

A good soldier, an ominous weapon, or an evil thing, so there is no place for those who have the way. —— "Tao Te Ching" Chapter 31

Weapons are inauspicious instruments, and people usually hate them, so righteous people stay away from them.This idea has such a meaning for today's managers: If a leader wants to be successful, he must use the "war" in the sense of management - blame.

When employees work in a state of tension, work efficiency will definitely be affected.Company managers are not tigers, so you must get rid of the tiger image, and don't let employees feel uneasy in front of you, sitting on pins and needles.Enterprise managers should not make employees work under great pressure for a long time, but try to mobilize their enthusiasm so that they can treat work as a kind of enjoyment and work actively, happily and creatively.

A well-known pharmaceutical factory held a meeting of managers. The theme of the meeting was "Issues about talent training".At the beginning of the meeting, the general manager put forward his opinion in his sonorous voice: "Our company has not played the role of talent training at all. The whole training system is like a decoration. Although there are pre-employment training for new employees, the subsequent on-the-job training But the effect is very little. Employees can only rely on their own groping to get familiar with their own work, resulting in generally low quality and low efficiency of the company's employees, and it is difficult to adapt to the company's development needs." The words of the general manager made everyone feel very uncomfortable. disturbed.This meeting was originally a meeting to discuss how to improve the training system, but because the general manager blamed everyone as soon as he came up, all the managers participating in the meeting were wise and kept silent.

In the end this meeting was fruitless.A few days later, the company's deputy general manager called the company's management staff together again.He did not adopt the tone of blame like the general manager, but communicated with everyone in a negotiating tone.He said: "In the past half a month, I conducted a sample survey on the company's employee training, and found that it really did not play its due role. Therefore, I convened a meeting today to discuss how to change the current method of talent training. Please brainstorm and speak freely!" As soon as the deputy general manager spoke, everyone offered suggestions for you and me, and the meeting quickly formed a resolution for improvement.

From this, we can see that when an employee does something wrong, it may be necessary for the company manager to blame. The purpose of the blame is to arouse the employee's sense of responsibility, let him correct the shortcomings, and form a A warning so that they do not make the same or similar mistakes in the future.However, not all criticism can achieve this purpose, because the process of criticizing and being criticized is usually not carried out in a calm manner, and it is even worse when employees suffer too much criticism.British behaviorist I? W?Porter said: "When suffering a lot of criticism, subordinates tend to only remember the first few, and don't listen to the rest, because they are busy thinking of arguments to refute the initial criticism." Talk about a certain mistake made by the employee, and babble repeatedly.

People have the psychological need to be praised and affirmed, and the best work efficiency comes from high work enthusiasm.After employees realize their mistakes, company managers should end criticism immediately.Under normal circumstances, the effect of praise and motivating employees may be better than criticism.When criticizing employees, the best effect is to make employees feel that they have indeed learned something from the criticism.We must focus on cultivating employees a good way of thinking that is "beneficial to the overall situation and beneficial to the company's development".It is hard to imagine that a person who has little interest in work will devote himself to work and achieve good work results.Therefore, as a company manager, what you have to do is to treat employees like friends.

A successful leader often pays great attention to enlightening the employees who make mistakes. They will not fix their eyes on the mistakes of the employees, but will use the tone of criticism and questioning cautiously.Even Rockefeller, who has always been famous for his frugality, told the world that the secret of his success is not entirely based on his own "stinginess", but more importantly, he never just stared at his employees after they made mistakes. increase the accusations.Edward?Bev is a business partner of Rockefeller, due to carelessness, Edward?Bev runs a business in South America that goes wrong, costing the company nearly a million dollars overnight.Almost everyone believed that Bev would definitely be reprimanded by Rockefeller.Unexpectedly, in the end, Rockefeller just said to him: "Congratulations, you have preserved 60% of our total investment. This is very good. There is no way for us to be so lucky every time."

Let me give another small example: Jack has two older brothers, and the three brothers love each other with their parents, and the family is very harmonious.One autumn, the three brothers started traveling in the countryside.The two older brothers already have extensive driving experience.Jack had just turned 16 and had only taken his driver's license a few weeks ago.After discussion, the eldest brother and the second brother decided: the two of them will drive in the bustling urban area, and let Jack practice in sparsely populated places.When he arrived in the suburbs, Jack drove the car, talking and laughing with excitement, and unknowingly increased the driving speed a lot.At an intersection, before the red light came on, he failed to cross the intersection as he wished, and instead collided with a large truck coming from the side.

Their parents rushed to the hospital immediately after receiving the news.Jack was very guilty. He thought his parents would blame him, but unexpectedly, his parents just hugged him and his second brother tightly, crying silently.After a while, the parents wiped the tears off their faces and started talking and laughing as if nothing had happened.The behavior of Jack's parents at that time was really beyond everyone's expectations-for the two surviving sons, especially Jack, the parents have always been kind, as usual.

Years later, Jack asked his parents why they didn't blame him at that time, because his eldest brother died in a car accident caused by running a red light.The parents just said flatly: "Your big brother is gone, no matter what we say or do, we can't bring him back to life, but you still have a long life. If we blame you, it will make you saddled with 'Brother died because I'm such a heavy burden, then you will also lose a happy, healthy and good life because of it."

What a wise parent!

From this example, we can understand that the blame after the fact is not important, sometimes it is useless at all, the most important thing is always the human heart and future.Only those who are not smart enough blame and complain about others endlessly.Business managers should be as empathetic as Jack's parents, and focus on the future work of employees instead of catching past mistakes and not letting go.If you abuse your power to blame and punish employees at will, it will not only breed the arrogance of the managers, but also greatly hurt the feelings of the employees, turning yourself into a "tyrant" leader who loses popular support.

(End of this chapter)

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