Bosses, give up the middle position to the new generation!

Next-generation employee management is a human resource management challenge that every manager and entrepreneur needs to face. In order to help enterprises succeed, Global Sources' flagship magazine "CEConline" held "Wisdom and Wins Future Export Series Forum" and "New Generation Employee Management Special", inviting psychological expert, Mr. Feng Yun, CEO of Xinrong Group, to answer everyone's confusion.

"Wise & Win Future Export Forum" is specially sponsored by UPS, the world's leading logistics and supply chain expert. As a leader and insight in the global logistics and supply chain industry, UPS proposed the concept of "Made in China 2.0 | Made in China", and carried out activities through cooperation with "CEConline", aiming to join hands with Chinese business leaders, Manufacturing enterprises, experts and scholars will have a dialogue on the current situation and future of China's manufacturing industry, share insights, and help China's manufacturing industry achieve a gorgeous transformation from "Made in China" to "Made in China".

Xinrong Enterprise Management Consulting Co., Ltd. is a joint company mainly engaged in applied psychology services. The company's applied psychology business covers individual and group psychological training, measurement and consultation, group coaching, intra-organizational training (EAP) services, and the development and production of psychological service products.

Feng Yun: What are the characteristics of the new generation?

The first, they are a generation that is deeply influenced by the Internet;

The second, the technology has changed their learning methods;

The third , it is strongly expected that the payoff is proportional to the benefit. So dad must learn to share, draw cakes, and he won't follow you after two days if he can't draw cakes;

A manager told me that the current employees are too difficult to manage. I feel uncomfortable when I hear it. Do they want you to manage? Change, you do service, you have to serve employees. Today, the most important thing is that employees do not rely on you to work. In the past, users used accounts and allocations, and locked these people so that they behaved well, and they are not allowed to talk and talk indiscriminately. Get fired.

Now the classic management has declined, and people are still there. What should we do? We must use a warm heart, we must have our foresight, we must use our vision, and we must share, pay, and benefit together.

The fifth rule is to enjoy work, not to be controlled by work.

What are their strengths? A wide range of hobbies, friendship, compassion, a kitten dying, a cannonball in a dog's mouth, millions of clicks, this is the power of society, the power of civilization.

Look at their appearance again. They are the generation that has been raised, the generation that has been satisfied, and the generation that has not been trained in mindfulness training.

The implicit characteristic is that they do not accept preaching, and especially hate hypocrisy. In a good company, the boss must be self-disciplined. We are talking about getting the employees done, and the subordinates must handle themselves. Therefore, the current young employees, the hypocrisy of you and the untruth of you are the most abhorrent.

So you see, the traditional militarized management will become more and more difficult to maintain in the future, and the distance from everyone seems to be a bit big, but the militarized things do not fit the current things, which is very difficult. Now that Guo Taiming has purchased a large number of robots from Haier and Japan, he will face many problems in the future. With the emergence of robots, most of the employees will be lost and will have nothing to do.

We often talk about money and economic capital when we are doing business, but don't ignore psychological capital. I will tell you that it is really good to live well if you play with psychological capital. To play with psychological capital, what is it? We talk about it in four parts. The first is hope, the second is self-confidence, the third is optimism, and the fourth is frustration. There must be something confident, something optimistic, and something resistant to setbacks. .

We have not paid attention to the psychological feelings of employees for a long time, and are unwilling to experience him, understand him, and care for him. Can we give him the middle position? You look at a picture of Obama, the whole team is in a meeting, and Obama is sitting on a small bench thinking. You need to know these problems, and there are places where you need to improve.

The last is integral theory. The calculus we talk about is to help him change a small part, a very small part, and constantly help him solidify. We just said 21 days to help him plan, we will do it today. Enterprises do not only talk about employees, but also need such wisdom.

Regular individual interviews with employees, and finding some professional people to come to the company.

The second is to stimulate employees' motivation for self-exploration and success. What is their motivation can be solved in many ways.

The third is to improve the organizational environment, assisting the growth of employees, the improvement of the organizational environment is very important. Is the green room rate in your office at or above 26%? If there is no 26%, if you buy green plants in two days, you can increase the efficiency of the enterprise by 6% to 7%. People are like this, everything in the environment has an impact. We did an experiment, without any money, the leader had a smile on his face, his muscles were raised, and the efficiency increased by 22%.