wolf road

Chapter 14 Wolf-like qualities (4)
The subordinates have worked hard to complete a certain job. If the leader responds flatly and has a cold attitude during the transition, he will feel hurt and say in his heart: he will never work so hard again.On the contrary, if the leader says a few thoughtful words to the subordinate at this time, expresses his understanding of him, and encourages him to do a good job in the future, then the result may be completely opposite, and the subordinate will think that the leader values ​​​​themselves, and they still have a heart for their own efforts. There are many.

No matter what kind of work, encountering difficulties is inevitable.At this time, the leader should express understanding and support instead of criticism and ridicule. Only in this way can the courage of subordinates be encouraged, so that they can work hard to overcome difficulties and complete their work.Leaders often feel disgusted by subordinates who dare to put forward opinions, especially opinions that are different from those of leaders.However, if you want to become a qualified leader, you must overcome this disadvantage.Regardless of whether it is correct or not, and whether it is feasible, you should recognize and encourage its courage and spirit, because he may completely look at the problem from the standpoint of the company.

Fifth, encourage dissent.

Employees hope that their leaders not only care about their personal life, but also hope that their leaders can speak out and listen to and accept their own opinions and suggestions.

If the employees of a unit have such a reaction: the leader never allows them to speak, they only have the obligation to work and have no right to speak, then it will be bad.Therefore, it should be noted that when formulating plans and arranging work, the leaders should not just issue orders unilaterally, but should allow everyone to fully discuss and express their opinions.In normal times, we must create some conditions and open up some channels.Over time, they feel valued, motivated, and motivated.

Leaders not only need to solicit opinions and collect opinions through various means, but also encourage everyone to offer suggestions in terms of systems and measures, adopt correct ones in a timely manner, and give rewards to outstanding ones.If the leader does not take seriously the valuable suggestions put forward by the subordinates, this may seriously dampen everyone's enthusiasm, and no one will be so enthusiastic in the future.

Some people define harmony as superficial phenomena such as no quarrel, no objection, and unanimous approval at a meeting.They generally don't want to see any disputes between subordinates, and the same kind of leader doesn't like subordinates to oppose him.They feel overwhelmed if four or five opinions come up.The most calm way is just to say: Many good opinions have been put forward today. Due to time constraints, the meeting will end here for the time being, and we will discuss it later when we have a chance.Trying their best to pursue harmony, the leaders here just forgot a very important thing: the opinions passed unanimously are not necessarily the best.

Sixth, be willing to listen to complaints.

As a leader, to comfort and treat subordinates, you must be willing to spend time listening to their complaints. Dissatisfaction does not mean disloyalty.The common people's point of view is that people who are dissatisfied with a certain matter must be full of resentment towards the company and the management department, which is extremely absurd.In fact, it's just this whining dissatisfaction that makes you realize that there may be others in the company who are silently enduring the same dissatisfaction.On the surface, it is harmonious, but it will seriously affect the efficiency of work, which will endanger the survival and development of the enterprise.Don't think that if you ignore a complaint, it will go away on its own.Don't make the mistake of thinking that if you flatter your employee, he will forget about his dissatisfaction and live happily ever after.It's never that simple, unresolved grievances will heat up in employees until they reach boiling point - and that's when you run into trouble - you ignore small problems and they end up becoming big problems.

Seventh, listen attentively.

It is naturally a good thing for a leader to speak lotus flowers at the mouth and be articulate, but don't overuse this ability and always point fingers everywhere.As the saying goes, it is better to be able to speak than to be able to listen. When you communicate with your subordinates, it is wise to keep your mouth shut and your ears pricked up. Talk less and listen more.

The modern concept of leadership places more emphasis on the importance of listening. First, it can leave an impression of concealment, prudence and authority; second, it can fully understand subordinates and master a large amount of factual materials;

Eighth, try to nip conflicts in the bud.

Sociologists believe that the contradiction between a group is like a big balloon, which must be getting bigger and bigger.Therefore, it is necessary to properly release some gas before reaching the limit of explosion, so as to avoid further intensification of contradictions.

From many conflict cases in real life, we can see that an important reason for the intensification of conflicts is that the masses are dissatisfied with too many things, and they suppress and do not discuss them. The problems cannot be resolved for a long time, just like a pressure cooker. A place with continuous high temperature and no gas outlet must explode to a certain extent, so the conflict must be eliminated in the bud.

The importance of communication is self-evident, but it is this kind of thing that everyone knows, but it is often overlooked by people.If an enterprise does not pay attention to communication management, and everyone treats communication negatively and ignores communication culture, then this enterprise will lead to the formation of an indifferent corporate culture in the long run.

There may be a culture of indifference in any enterprise. Employees don't care about anything, neither seek leaders nor eliminate their resentment; managers don't care about anything, and don't take the initiative to discover and solve problems. It has created a corporate culture that does not care about culture within the company.In this indifferent culture, employees focus more on actions than results, and managers focus more on assigning tasks than on finding and solving problems.

In order to break this indifferent culture, improve the business performance of the enterprise, and improve the job satisfaction of all employees, an appropriate communication platform should be established between managers and subordinates.If managers and subordinates do not have a sense of communication, an environment must be created to give them a desire to communicate without making them insensitive or feeling indifferent to everything.If there is no communication in the enterprise, there will be no success, and there will be no development of the enterprise, and all people will lose the opportunity to work in this enterprise.

Let us see the importance of internal communication from Kodak's suggestion system:
From its establishment in January 1881 to the present, Kodak has gone through more than 1 years of history.The company started from photographic photosensitive materials and developed related products in turn.The products currently produced include photographic film, photosensitive paper dry board, chemical products for photography and synthetic fibers, etc., with a total of more than 100 kinds of products. It produces about 2 kinds of film, more than 5 kinds of photosensitive paper, and chemical products for photography. There are about 200 kinds of products.325 miles of film are produced in one year, equal to the distance from the earth to the moon and back.Kodak's performance has benefited from advanced management concepts and corporate culture.The most unique among them is the suggestion reward system.

Long before 1889, George Eastman, the founder of Kodak, received a proposal from an ordinary worker one day.The proposal called for the production department to wipe the glass windows clean.Although this was a trivial matter, Eastman saw the significance of it. He thought it was a manifestation of the enthusiasm of the employees, and he immediately publicly commended it, issued bonuses, and established a Kodak suggestion system from then on.Perhaps, at the time, Eastman did not realize that the suggestion system caused by this occasional window-cleaning event will persist until now and has been continuously improved.What Eastman never imagined was that the Kodak suggestion system he established would become an object for other major companies to emulate.

In the corridors of Kodak, every employee can get a suggestion form at hand, throw it into any mailbox, and it will be sent to the full-time suggestion secretary in a short time. The full-time secretary is responsible for sending the suggestion to the relevant department for review in time After making an evaluation, the suggester can directly call to inquire about the whereabouts of the suggestion at any time; the company also has a special committee responsible for reviewing, approving, and awarding.For suggestions not to be adopted, reasons should also be given orally or in writing. If the suggester requires a test, the factory can assist in conducting a test to verify whether the suggestion is worthwhile.So far, the company's employees have put forward 180 million suggestions, of which more than 60 have been adopted by the company.Currently, the company's employees are paid millions of dollars in bonuses for their suggestions every year.

Kodak believes that this system not only plays a pivotal role in product development, but also plays a role in communicating the relationship between superiors and subordinates, because whenever an employee makes a suggestion, even if his suggestion is not adopted, it can still be achieved. Two purposes, one is that the managers know what the employee is thinking, so that the company maintains a channel for the upper party to communicate with the lower party and the upper party to know; the second is that when the suggester knows that his suggestion has been taken seriously, he will have Satisfaction, a sense of respect, thus stimulating enduring creativity.More importantly, in the era of knowledge economy, the implementation of this suggestion system is conducive to the dissemination of knowledge within the enterprise.Knowledge is not like other tangible assets.The sharing and use of knowledge will not reduce its value, but will be further sublimated and added value in the process of use.

Obviously, if both parties in the exchange of knowledge can obtain the growth of information and experience; after sharing new knowledge, others will also enrich and revise it based on their existing knowledge.The employee suggestion system undoubtedly opens up a second channel for the flow of corporate knowledge.

In order to implement this system more deeply and effectively, Kodak paid attention to the following aspects when implementing the employee suggestion system:
(1) All managers, especially the front-line foremen, must attach great importance to this system.Obviously, if the front-line foremen are indifferent to the suggestions put forward by subordinate employees, then this suggestion system cannot be supported by the employees.

(2) A special organizational structure must be established to implement this system.Kodak's corporate office and full-time secretary must deal with the suggestions put forward by employees in a timely manner, fairly resolve the amount of bonus distribution, patiently explain to the proposer why the suggestion cannot be adopted, and regularly announce the implementation of the system.

(3) Simplify the procedures of the proposed system.Whenever the company's employees come up with a suggestion, they can get the suggestion form at hand and fill in their own suggestions.Employees can put the suggestion form in the factory mailbox, or put it in the factory’s special suggestion collection box. If employees do not want to disclose their names, they can also make suggestions anonymously, and then use the number on the suggestion form to contact the factory. You can use the phone to check whether the suggestion of the number has been adopted.The Suggestion Office lists the adopted suggestions in a form, and regularly announces them in the newspapers published by the company, or posts them on the company's bulletin board.

(4) Every suggestion should be dealt with seriously.The secretary in charge of the proposals should submit the proposals to the relevant managers and departments in a timely manner, and when necessary, put the proposals into practice.After the relevant management personnel and departments have made a decision to accept or not to adopt the proposal, they must send the decided materials to the proposal office, and the secretary in charge of the proposal will submit it to the proposal committee of the department for approval.For suggestions that are not adopted, a detailed document must be sent to the suggester.Explain why the recommendation was not adopted.If the proposer still believes that his proposal is worth adopting, he can provide more evidence to the proposal office.In this case, some suggestions that were not adopted may eventually be adopted.

(5) Pay attention to the publicity of the employee suggestion system and rewards for the suggesters.In Kodak, every new employee will receive a booklet about the employee suggestion system and its reward methods. This booklet can quickly familiarize employees with the content of the suggestion system.A column is set up in the weekly staff report to report on the adoption of the proposal.Based on long-term experience, the company has developed a standard method for determining the value of the proposal adopted and the amount of bonus that the proposer should receive.The method of distributing bonuses is as follows. First, the secretary in charge of the proposal will distribute the bonus checks to the supervisors of each unit, and then the supervisors will award the bonus checks to the winners.

Kodak's suggestion system has now been widely adopted by companies in the United States and some other countries. At the same time, it has also become the object of research in business management and organizational behavior.

In many enterprises at home and abroad, strengthening employee participation and making reasonable suggestions are often just a mere formality, and have not been truly implemented and implemented.Just imagine, if the employees are full of enthusiasm and painstakingly figure out good ideas and methods, and there is no news as soon as they reach the management, who will pay attention to this kind of suggestion system.Therefore, if the enterprise wants to give full play to the strengths and potential of each employee, realize the democratization of management, and truly implement good suggestions like Kodak.In this way, it can not only reduce mistakes in business management, but also enhance the sense of ownership and mobilize the enthusiasm of employees.

Traditional enterprises have always tended to take a top-down approach, promoting knowledge to where it is needed.And those successful companies encourage employees to find, share and create knowledge.Kodak's employee suggestion system is an effective way to share knowledge within the enterprise.However, this form alone is far from enough. Enterprises must continue to overcome the idea that knowledge can expand power among many people, and actively cultivate a cultural atmosphere that is conducive to the implementation of the suggestion system: a kind that is rooted in the hearts of employees and willing The desire to be part of the intellectual resources of the enterprise.

good at communication

The communication ability of wolves should be beyond doubt, and being good at observation is also the communication secret of the wolf clan.Whether they are attacking or being attacked, they will consciously observe the eyes and body language of their companions, listen to their howls, and perceive the enemy's intentions, in order to reach a strategic consensus with their companions.

We are in an era of rapid social change, and the distance between people is getting closer and closer. Therefore, 70% of our time in our lives is spent communicating with others. With good communication and coordination (whether with supervisors, peers or subordinates), things will not get in the way.During work, they need to communicate with superiors, subordinates, relevant departments, especially customers at different levels. If you find yourself communicating with others improperly, think about whether it is because you do not pay attention to communication?
Pay attention to whether the following situations have occurred:
([-]) Marking of miscommunication
Or, you seldom take the trouble to express yourself correctly, which may be due to the way you express yourself rather than your confusion.Often, you can also easily spot that something has not been communicated well. You will be familiar with the following words:

If that's what you mean, why not say so?He wanted them to speak clearly.

He wasn't sure what to do.

When he or she is joking, he wants to understand.

He really didn't understand.

And usually you don't say the words at all, you just express them in the form of a frown or a sigh.From this point, it can be seen that the content of communication and the content of acceptance are not verbatim, so it is also crucial to find a way to fill the gap between the two.

([-]) Failure to present information correctly
Thoughts and information need to be understood correctly if they are to be converted into something that can be communicated.Having interesting ideas is great, but two things can get in the way of good communication:
Inability to think very clearly and logically about what to communicate.For example, saying they're out of envelopes when they say they need some.

Inability to understand the other person's concerns and express the message correctly in order to gain the other person's full attention and understanding.For example, when it is time to use catchy colloquial language, obscure and awkward academic terms are used.If your message is not clearly expressed, it will not be properly understood and processed by the listener, and effective communication will be impossible.

(End of this chapter)