Efficiency: Give Your Team A Lever.

I talked to a CEO recently. He is the most efficient person I know. He believes in "walking management". The actual content is just like what it sounds like. He circled around the office every day and stopped to speak to his team members one by one. He asked them:

What hinders your progress?

Are there any bottlenecks or obstacles? What can I do for you?

What resources or processes do you need? Work progress Faster?

So I suggest that you ask the answers to these questions and help your team to meet their needs. If you want them to do it quickly, work You have to get up quickly first. To provide them with the help they need, they can finish their work in time. Response speed is the key. AwayFind is a tool for batch processing Email and corresponding urgent requirements. When someone sends you a high priority message, you get a warning without having to keep the inbox open all day.

Most of the time, you will hear your employees get stuck. They will be nervous about deploying new functions or sending Email to important people. They will sweat for debug's little mistake, but ignore another big project that has stagnated. When such a thing hinders their progress, the best question you can ask is: if it fails, how much is the cost? If only twenty thousand of the two people think the new function is not perfect, you don't need to spend so much time. Help them defuse risks. As a manager, you need to do this in order to make better use of your time.

The 80/20 rule applies to everything. That is to say, spend 80% of our time in real life. benefit On top of that, only 20% is spent on trivial matters. Don't go too far for perfection. Many employees of start-up companies, especially engineers, always demand perfection in the beginning. But this is not what you want. What you want is speed.

If you master these simple tips, you can make the best use of that 70% time. You will spend less time in meetings or Email. Most importantly, you have time to lead your team, inspire people, do business and change the world.

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Managers should be good at knowing and employing people, have noble personality charisma, be good at creating a good working atmosphere, and become a spiritual leader who is recognized and admired by their employees and has the ability and level to lead the team to obtain work achievements, which plays a vital role in continuously enhancing the work enthusiasm of employees.

First of all, there is a noble personality charm. A good manager should have the decision-making power, creativity and adaptability, including self-knowledge and self-confidence, willpower and courage, tolerance and patience, openness and pursuit of wisdom and mind. He should devote himself to doing things, set a low profile and set an example. It is necessary to guide, support and help employees realize their value in life in the light of caring for their employees and improving their progress.

Second, we are good at knowing people and employing people. Managers are not omnipotent, can not personally do everything for themselves, but are good at putting the right people in the right place, by properly empower and grasp the key, not only allow employees to work independently, but also timely guide and maintain the right direction. Specifically, it is to clarify the work content, the responsible person and the completion time in order to avoid the responsibility shift between employees. At the same time, we should always pay attention to the implementation and progress of the staff, give timely help to the staff's problems and difficulties in their work, and arouse their enthusiasm for work.

Third, be good at creating a good working atmosphere. Sincere and equal internal communication is the basis for creating a harmonious working atmosphere. Therefore, on the one hand, managers should be good at building communication platforms within the organization and strengthening teamwork. Job responsibilities are different from division of labor and responsibilities. Internal organizations should advocate mutual trust, mutual help and mutual respect. When employees reflect problems or make suggestions, superiors should listen with open heart, dispel doubts and dispel doubts, adopt reasonable suggestions in time, explain reasons for unreasonable suggestions, and guide employees to reach a unified understanding. On the other hand, we should treat employees objectively and fairly. The objective and fair environment will give employees a sense of trust and safety. Therefore, managers should be sensitive to the emotional state of employees, understand and meet the needs of employees, and let employees feel that their work is an indispensable part of the team, so that employees can have a sense of identity and enhance their cohesiveness.