The workshop director is the workshop supervisor who manages personnel, station equipment and daily routines in the area. The core of the workshop is people, so management of personnel is the first and most critical. Then, how can we manage well, mobilize the enthusiasm of employees, allow employees to have self-management power, ensure safety, and increase efficiency? I suggest that it should be considered from the following aspects:
More "rational" less "management"
The so-called management is not criticism, accusation, order and control. It contains two aspects, both "management" and "rational."
"Management" means management. We know that the weakness of human nature is that it is unwilling to be controlled by people and does not want to be restrained. Some managers like to put on racks when they manage, have awe-inspiring and prestigious attitudes, and cause managers to complain and even disobey management. This is the worst management. Therefore, effective management must be consistent with human nature and impartiality in order to rationalize and clarify things. For enterprises, management is not an end. It is the purpose of ensuring safety and efficiency. If there is no threat to both, there are some things that can be avoided.
"Theory" is to reason. The young people nowadays have a rebellious attitude. The more they control him, the less they want to work, let alone work hard. Therefore, if they want to let him work and do a good job, they must first "care" their feelings. Reasonable, let employees from the heart of the comprehension and recognition of the conduct of the director; approached the staff, concerned about the staff, so that they feel the warmth of the enterprise. Everyone hopes to get the trust, respect, understanding, and recognition of others. This is the biggest motivation for work. An excellent manager must know how to care for employees.
More "awards" less "penalty"
In war, reward is a positive belief, and punishment is a negative inhibition. The same is true of business management.
People are always eager for rewards. Good rewards will stimulate the inherent potential of employees and exert their immeasurable effects. On the contrary, often punishing one person will definitely reduce his enthusiasm for work. Negative and lax thinking at work will also cause safety problems. happened. Therefore, the rewards allowed by the system are a very effective way to improve the subjective energy of employees.
Of course, no one manager likes to punish, nor does one company rely on punishment to ensure safety. The most sensible approach is to reward first, and then punish the penalty for multiple awards. Managers can't just see the negative and laziness of employees, and they have a management system that uses punishment. They should see that there are many excellent employees in the company. Employees should also understand the supervisor’s intentions, not be far behind, be proactive, stand on their own posts, and be serious and responsible. Both establish an incentive mechanism to promote each other, ensure safety, and achieve efficiency. This is the human-centered connotation and the best management method.
More "question" less "check"
As a manager, it is important to trust employees. Put the energy of the inspection into the inquiries after the class, we must seize the key points, and ask more questions and less investigations. We should place the task of investigations in the squad. For the problems that arise, we will analyze the problems after the class. Practice has proved that the "multiple control, full rectification" mutual control measures can effectively control the occurrence of problems, and at the same time reduce the pressure on the responsible person, contribute to the formation of a good sense of the team team, enhance the cohesion of the team, to ensure the safety of life !
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