First, clear objectives. As a supervisor, you should lead the team forward, and the direction of progress should not be mistaken. It is necessary to clarify the general direction of the company and be responsible for the expectations and requirements of the senior leaders of the department for their own departments. What business does the department want to do, what indicators it achieves, and what positioning it has. In this way, we will not go the other way, otherwise no matter how hard we try, we will only get half the result with half the effort and waste our effort.
Second, manage expectations. In order to predict and manage the superior well, after defining the superior's goals, we should have a full understanding of ourselves and the team, whether we can achieve the goals or not, whether we can reach 80%, 120%. The gap between the team's ability and goal must be psychological. If the ability is greater than the target, it is easier to achieve 1 10% and overfulfil the target without much effort. If the ability is lower than the target, we should properly tell the leaders the facts and some difficulties, which shows that we have tried our best. This can be done best. If you can't lead, you will have expectations and won't be too disappointed.
Third, use leadership. As a supervisor, your resources are not only your employees, but also your leaders. Sometimes when you encounter difficulties in project promotion, you can ask the leader for help. Better leadership, pattern and resources can make you more relaxed. You can also help the team management with the help of the leader.
First, clear objectives and reasonable division of labor. After clarifying the requirements of the top management for the department goals, let everyone in the team know the team goals. At the same time, according to everyone's ability and characteristics, the work objectives of the department are properly decomposed and divided, so that everyone can clearly define their own goals and work. Goals and division of labor are the prerequisites for employees to do a good job.
Second, cultivate and decentralize. If the team has just been formed, or there are new people, it is necessary to cultivate the team. Work with employees in advance, then let employees play freely, and you check the guidance to let employees grow in their work. When employees have a certain ability, they should focus on the big, let go of the small, seize the key events and key nodes, and then leave the detailed work to employees. As a supervisor, you may do a lot of work better than employees, but if you do it yourself, you can only become a technical backbone and then bring about your own destruction. Cultivate employees, know how to delegate power, and make employees your lever, and your supervisor's work will become easier and easier.
Third, team building. It is also important to manage a team well and do a good job efficiently, and the relationship and atmosphere of the team are also very important. Work needs relaxation, proper team building and some benefits, so that everyone can relax and increase communication. The atmosphere of the team is harmonious, and the work will definitely be smoother and more effective.
Whether it's a supervisor's job or any job, it's easiest to be self-disciplined.
You need to make a good work plan, smooth and standardize the work objectives, work progress and work division, and develop good work habits, which will make your work easier, otherwise temporary procrastination and laziness will make you more tired. For example, spend 10 minutes every day to summarize and sort out the work of the day and arrange the work of tomorrow. If you stick to this good habit, your work will not be too complicated and you will not feel too tired.
Generally speaking, there are people in charge above the supervisor, people below are bored, and there are their own jobs in the middle. It is difficult to do well without being tired. But for leadership, for employees, for themselves. After careful analysis and utilization, you will still be very tired at first, and you will become more and more relaxed when all the habits become natural.
Supervisor-the verb means "to take charge of management". The name is "official in charge of special affairs; The meaning of "housekeeper".
Every supervisor is the mainstay, leader and backbone of the unit. There are certain ways to be a good supervisor without being too tired. Famous management scientist Peter? Drucker said: "Effective managers are good at employing people." Wilde, a Belgian architect and design educator, said: "The basic ability of managers is effective communication." Jack, former chairman and CEO of General Electric? Welch said: "Management is to simplify complex problems and plan chaotic things well." Lenin, the leader of the former Soviet Union, said: "Trust is good, but supervision is more important." Taylor, known as the father of scientific management, said: "Management means knowing exactly what you want others to do and making them do it in the best way."
As a supervisor, you should be responsible for the unit, the department and the employees. Therefore, we should constantly learn, master and apply management theories and methods, such as scientific management, ABC analysis, 5S management, risk management, quality management, safety management, inspection management and OKR (Target and Key Result Method). ...
The methods of enterprise management include administrative methods, economic methods, institutional methods and educational methods, and managers should study, master and use them seriously; Learning to use and promote superiors is to grasp the expectations of superiors and make up for their shortcomings. Give opinions and suggestions to superiors and listen to their opinions humbly and respectfully. You can't push your superiors in front, but you can push your superiors around. Regularly report the work progress to the superior and strive for the support of the superior. Learning psychological knowledge can communicate with subordinates with different personalities, arouse everyone's enthusiasm, think of one place, use one place, and improve execution.
For Dashan, it will fall short. As a supervisor, we should adhere to the policy of "safety first, prevention first and comprehensive treatment" to prevent the situation described by Murphy's Law, Parkinson's Law, Peter's Principle and broken window theory from happening.
As the saying goes, "once born, twice cooked, three cooked and four cooked." I think, if the supervisor has done the above methods, he will be confident, he will be handy, he will be familiar with everything, he will not be too tired, and he will concentrate on his work better.
Hello, I am a professional worker who specializes in dealing with people. I'm glad to answer your question.
How to be a good supervisor and a good manager may be the ultimate problem for countless entrepreneurs and professionals. Because everyone has different personalities and working conditions, there may be different answers.
I want to start from my own study and practice and try to find out some similarities for your reference.
The management responsibility of the supervisor is actually two parts:
Peter drucker, the father of management, pointed out:
This is an emphasis on managers' self-management. As a supervisor, in self-management, you should:
1. Focus on the core objectives
Managers are the helm of a department, and they are in control of the direction of work. They should not be obsessed with specific work and ignore the focus on core objectives.
In our daily work, we will encounter many indicators, that is, small goals in our work, and for departments and managers, these small goals serve the ultimate core goals.
Take the familiar new media industry as an example. Many companies will set a goal for the number of pictures and texts published every day, which points to the core goal of improving fan activity.
In specific work, many new media will produce a large number of low-quality pictures and texts in order to achieve quantitative goals, which will hurt the activity of fans.
If managers only focus on small goals that are easier to see, they will be farther and farther away from the completion of the ultimate goal.
2. Make good use of time and give priority.
Managers always have to deal with important matters. If they want to finish their work less diligently and effectively, they need to make good use of their time and give priority to important things.
It is impossible to finish unlimited work in a limited time, which is why many managers are exhausted and clamoring for hard work. But in fact, according to the "28" rule, only 20% of your work may be really important.
What managers need to do is to find out these 20% contents and complete them efficiently and with high quality.
Here, I suggest you make good use of the four quadrants of urgency and importance to divide your work items.
For the first quadrant, important and urgent things should be done immediately;
For the second quadrant, important but not urgent things should be done in a planned way;
For the third quadrant, unimportant but urgent things should be authorized to others to do;
For the fourth quadrant, things that are neither important nor urgent should be done less.
3. Parallel processing work
There is a classic example of how to boil water and sweep the floor efficiently during housework. The answer, of course, is to boil water first and then sweep the floor. After sweeping the floor, the water boiled.
In practical work, some things, like boiling water, need a certain process or time to accumulate, while some work, like sweeping the floor, can be promoted smoothly and quickly.
We should distinguish the difference between the two in our work, do a good job in overall planning and parallel processing, and avoid a lot of ineffective time consumption in our work.
Managing others is divided into two parts.
1. Under management
Management should be based on people's strengths, avoid people's weaknesses and live within our means.
For subordinates with different talents, we should adopt different communication methods and arrange responsibilities that are in line with their strengths.
The manager of a brand department once complained to me that his department was inefficient and the turnover rate was high. After observation, I found that many employees who are good at writing creativity in the department are asked to undertake too much work in artistic creativity, and the result is self-evident.
Therefore, it is the basic requirement for managers to know people and make good use of them.
2. On management
Online management in the workplace is a big problem. Here we talk about the main points of online management.
The so-called upward management is actually to actively promote and assist your boss. To this end, you need to do a good job of upward feedback.
Timely, efficient and skilled reporting is the key to online management.
in time
Fixed time, as well as important time nodes of work, should be reported to the superior leaders in time.
We think in the opposite direction, and the superior managers also need to control the work direction and core objectives. If you can't get feedback in time, it will be bad for your work, not to mention that the leaders will be dissatisfied.
High efficiency (rate)
Your boss is usually busier than you, so avoid being lengthy and piling up in the report.
Daily things don't need to be reported in detail, that's your job, and leaders are familiar with it; The process at work does not need to be developed in detail unless required by the leader, which is not the focus of the leader's attention; Don't report a summary of subjective results, leaders should look at objective data.
Clear and clear, focused, and speaking with data can achieve efficient reporting.
skill
The so-called skills, one is hardware.
That is, he is good at using excel, PPT and other tools to present clear and beautiful visual effects to leaders;
The second is software.
The achievements and failures in the work should be reported, and the experiences and lessons gained or summarized from them should be reported;
Don't throw it directly to the boss, but attach your own solution.
The attitude of reporting should be modest, reasonable and restrained.
I hope the above answers can help you.
My experience and understanding:
1, management by objectives. Make OKR of interval and team members at least once every quarter, and then break it down into months, and implement and review it every week. In this way, members know what the goal of the whole team is and the time node for completion.
2. Decentralize power, designate the project leader (member), and let the project leader be responsible for the follow-up and implementation of the project. Of course, we should also set up some checkpoints, such as early meetings or parties, in order to keep abreast of the progress of the projects in charge and the difficulties encountered. When you need to solve it, follow it up in time to help clear the obstacles. This can not only exercise the ability of members, but also give them upward motivation.
3. Provide more communication opportunities and environment for members and other project stakeholders, and cultivate an atmosphere of cooperation and easy communication.
4. Provide more internal and external sharing, so that members have the opportunity to learn and share together.
5, practical, clear rewards and punishments, open and transparent.
1. Cultivate subordinates who can work and obey.
Young people should be encouraged and willing to do things, which can help them take the risk of failure.
Cultivate slowly.
2. Unite the subordinate relationship.
Let employees communicate more and form a good cooperative relationship.
3, put an end to the old fritters, senior people.
Anyone who has the ability but doesn't work and plays a lot of games all day is determined not to.
Because it will affect the combat effectiveness of the whole team.
4. Establish a good team discipline and assessment system.
Discipline is very important, and there must be an assessment system, otherwise there will be no motivation.
5. Encourage competition.
Just like a team, the number of players is limited, so everyone needs to improve their level to cope with internal competition while cooperating with others.
6. Organize regular training and league building.
7. Pay more attention to employees' lives.
No one has only a job, and there are many things in life.
So pay more attention to help and care. Let them have more energy to devote to their work.
8. The supervisor should be responsible and know how to make concessions.
You can't let others do everything, you should get to the point.
At the same time, you can't decide everything by yourself and not listen to advice.
First of all, you should have relevant knowledge and skills in your industry, and then you should have management ability. Learn to delegate power and assign tasks, complete deadlines, follow-up inspection, assessment and reward and punishment systems, and you should also implement them step by step.
A little bit. No doubt about employing people, no doubt about employing people!