The Temptation: Beautiful Female Boss

Manager Qian treats his tolerance as a donkey's liver and lung, and is still playing tricks. No wonder Yu Shiwei says that the premise of respecting subordinates is that subordinates should self-discipline, self-respect and self love. Otherwise, some subordinates who don't self-discipline, self-esteem and self love will ride on the boss's head and poop, and treat the boss's tolerance as weak and easy to bully. I've finally seen it.

I learned some lessons from manager Qian. Later, I should pay attention to the following: respect the subordinates who have self-discipline, self-esteem and self love, but for some subordinates who have no self-discipline, self-esteem and self love, we should use some Legalists to think about it from time to time. If we don't introspect and play tricks, we should let them go early.

Later, I heard from my subordinates that manager Qian found a small client of Zhenhe (I had worked in this company before and knew the boss of this company) to be the technical manager, but within three months, he was fired again.

The use of manager Qian is one of my worst mistakes in employing people, and it also hurts me the most. He constantly stirs up a relationship between Zhen and me, which makes Zhen always have prejudice against me. However, the crafty people can hide things from others for a while, but not for a long time. I met new customers with he Jingli, and found that manager he would make up lies in order to attract new customers These lies make me feel embarrassed, which is very bad. However, the reason why I don't agree with her is that she didn't finish her main work. After she came in, the collection rate dropped sharply to 70%. In order to show her performance, manager he was eager to find new customers, but he even put aside the important issue of collection. I once told her that I don't expect her to bring in new clients within half a year. In the past, some jobs should be inherited first, and we can't even ignore survival for the sake of development. What's more, she doesn't get along with her colleagues and subordinates.

At the beginning, the conflict between manager he and the quotation engineer Qin lizhang was quite serious. In order to support her work, I transferred Qin lizhang to another person as the quotation engineer. After three months in the company, manager he did nothing except one company profile and three or four program documents. I often heard her pay attention to the real estate market at work. Zhenzong urged me to fire her several times, but I never fired her. In order to recover the collection rate, I specially held a meeting to determine the collection index again and implement it to specific individuals. If the index is not completed, the payment of wages will be delayed until the collection reaches the index.

Manager Zhang of finance department joined the company a little later than the other three managers. After several months, general manager Zhen has more and more opinions on Manager Zhang. He thinks that manager Zhang has done worse than Manager Ye before and scolds manager Zhang many times. I can't say good or bad about manager Zhang's work, and I haven't improved my performance in a few months. In the past three months, the costdown mentioned in the recruitment process has always been unable to be implemented on the ground that all kinds of conditions are not mature. The system construction is also a blank, and I haven't made any mistakes. I talked with him once or twice, and manager Zhang said that he didn't know what to do after being reprimanded by the boss, and he was under too much pressure I don't have much confidence to work any more. In this case, it's a kind of torture for both sides. It's better to get together and disperse. After manager Zhang left, accountant ye took the place of financial manager temporarily.

Three or four months later, the second talent introduction was completely wiped out.

The most important thing is initiative and responsibility. If a person is not active in doing things, 8 out of 10 things need to be urged by his boss, or he is just thinking about how to shirk responsibility all day long, two such subordinates will be enough to make his boss tired. If the whole company is such a person, he will be tired from top to bottom.

Character is more important than ability. Talents with good character rely on God, while those with bad character hurt themselves.

In the interview, the employer must have a very strong insight and be able to see. The hidden values and internal drive in the iceberg quality model are more important than the explicit skills on the iceberg, especially for small and medium-sized enterprises. Large and medium-sized enterprises have perfect systems and processes to monitor. People with poor character can be monitored when they come in. Even if they do something, it will not hurt the enterprise. But small and medium-sized enterprises are different. Small and medium-sized enterprises are building systems and processes, and the systems and processes are not perfect. There is a lack of supervision mechanism. If managers want to harm the public and benefit the private, it will do harm to the enterprise The destructiveness of enterprises is far greater than that of large and medium-sized enterprises.

At the beginning, when manager Yu, manager Qian and manager he were interviewing, I observed some details of them, such as manager Yu's sitting posture was a little lazy, manager Qian's eyes were wandering, and manager he was always calculating her salary. However, I still pay more attention to their skills. If they use their heart correctly, they will certainly be good. Li Wei agrees with manager Yu's savvy. I've recruited so many managers, but he has the best savvy. It's a pity that his sense of responsibility is too poor and lazy. In fact, I am also very lazy. I always think that smart people are always lazy because they are lazy. But they can't be too lazy to be like a pig. Manager Qian has some experience in technical management, but he always wants to find a shortcut to get rich quickly. Therefore, he is blinded by profits and does evil things instead of focusing on his work It's on.

In terms of skills and experience, the second batch of managers are not inferior to the first batch of managers, but different from the first batch of managers, the second batch of managers have poor initiative and lack of sense of responsibility. Among the three managers in the second batch, manager Yu is too lazy, manager he is not light and heavy, and manager Qian is not only lack of sense of responsibility, but also bad character.

From this experience, a self disciplined manager usually has a strong sense of responsibility and initiative. I concluded that excellent managers are highly self disciplined, and unqualified managers are mostly less self disciplined.Discipline is the cornerstone of all systems. If an organization and a team can exist for a long time, its important maintenance force is team discipline. To establish team discipline, the most important point is that leaders themselves should take the lead in maintaining discipline.

"Discipline can lead one to success." Dr. Chen Yi'an of AON management consulting company once said, "how powerful a leader is depends on how disciplined he is." A good leader must be a person who knows self-discipline, and also a person who can insist on and lead the team to abide by discipline. Everyone is equal in front of the stove, who touches who gets burned.

The failure of the second talent introduction, on the surface, the shortcomings of these people are poor sense of responsibility, not active and so on. In fact, the root cause is that these people are incompatible with their own ideas and lack of self-discipline.

When Jack Welch was lecturing in China, he had a very sobering sentence: "what kind of people can't be used by enterprises? They have achievements and abilities, but they don't agree with the culture of your company. That is to say, they are different from the values of the enterprise. Such people can't be used, can't stay in the enterprise, and can't enter the top management. " This sonorous and powerful words untied my heart knot. Identifying with the culture of the enterprise is the first condition for selecting talents.

The original culture of Zhenhe is gray, and this kind of culture will definitely be eliminated. Now the period of reform is also the initial precipitation period of the new corporate culture. In a sense, the management ideas and ideas of the reformers basically represent the corporate culture in the early stage of reform. Manager Qian and others not only don't agree with this kind of culture, but also don't have any achievements. Coupled with the poor sense of responsibility, I can't tolerate it.

After dismissing manager Yu, the company recruits quality manager again. Chen Zihan has created a resume database. All resumes applied for the Engineer in charge and bottleneck positions should be stored in the resume database for 3-6 months. There is a resume of Sima Dong in the resume database. He used to be a Deputy quality manager in Hongfu company under Hongxiang group. Hongxiang group has two business divisions, one is zinc Alloy products are called Hongfu company, and one is aluminum and magnesium alloy products is called Jianyin technology. Manager Yu used to be the QE director of Jianyin technology.

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