CEO Huawei and Nham Chinh Phi: “80% of excellent employees are tormented by mediocre middle managers”

If your employees are getting less and less, it is inevitable that your middle manager has problems.

Take a test, call the top employees who have left the company for more than 3 months. You can use your friend’s status to ask them sincerely: “Then, why did you leave the company?”. You will discover an unexpected fact that over half of them will tell you: “The boss, I can tell you now, the reason for leaving the company is really not for the family, for the sake of all of them are just excuses, the reason is that I don’t fit my boss, not that they hate me, but that I look at them uneasily. ”

Nham Chinh Phi, CEO of China’s largest telecommunications group Huawei shared that, during the management process, 80% of elite employees were tormented by middle-level managers. The biggest cause determines whether or not a person can achieve good results from the upper level who directly manages them.

The factors that make up an outstanding employee are:

1. Advantages

In a field, certain jobs, he must have his advantage. This is called talent. Whether a person can achieve excellent results is very much related to his talent. The ugly duckling can turn into a swan, but the prerequisite is that it must be a swan egg, how a duck egg hatches a swan, so he must first be a good seed.

2. Suitable

His advantage must match his work. Leaving a person taller than two meters, doing gymnastics is impossible.

3. Excellent superior

A good superior is really like a catalyst, this is not an internal cause but an important motivation. Athletes with the same qualities, in addition to talent and suitability, also need a good coach to detect and train them. You will discover that:

Behind an excellent team is an ingenious coach;

Behind a good actor is an excellent assistant team;

Behind the successful man is the wonderful woman;

Behind an elite child is a great mother …

Therefore, a talented leader is an extremely important catalyst.

The greatest influence on a person or group usually comes from their direct manager. Management is a decisive factor in the environment and organizational culture, is at the core of determining the position of a team or employee dedication. A part that changes management may be very different, still those employees but the results and finished products can be quite contrasting.

In a business, you will often encounter conflicting ideas such as: “Our department’s task is overloaded, overtime is too much, subsidies are not enough, why must we do this? “…

At this point, who is the first to handle? It is direct management of employees, he can solve all problems in just one sentence. If the leader does not immediately resolve the problem at the time, the team’s morale, ability and combat effectiveness will drop quickly.

There will be many “rubbing” between the teammates in the same team. Who can resolve conflicts from the beginning?

When employees are tired and complain, who is the first “clearing” to help them?

When an employee has an opinion, who will he first submit?

When an employee has a good improvement proposal, who will he report to first?

When an employee is at fault, who is the first to detect and handle?

When the psychology of employees is not good, who is the first to promptly adjust?

When employees violate the rules, who is the first to detect and sanction?

— That is middle management!

1. What does the boss want?

Sell

Profit

Active employees work harder

Comment: If the company only requires employees to work overtime, not to benefit employees, they will naturally not want to and are not willing to do more.

2. What do employees want?

High salary

Respect

Work less and easily

Comment: If employees only require high salaries and cannot do the job, the boss naturally does not want to, and overtime will not increase their salary, employees think how to confront the business, even choose to leave.

From a human perspective, I always believe:

Where the benefits are, the time and spirit of people will be there.

Material benefits are the first motivation for most people.

When employees actively do their jobs is when the motivation and creativity are the strongest.

So:

What people need, give them that. Employees need fairness, you give him fairness; he wants to spend a lot, get a lot of money, you have to help him calculate it clearly.

Respect, care for and create development opportunities for employees, but, for a limited amount.

Overtime is not a problem, what is important is what they can get after overtime?

I think companies should not pay fixed salaries to employees:

Boss: The salary to be paid every month, will increase every year, but the output value and employee value will not increase;

Staff: Doing as much and doing less are the same, so what to do more? Why do you do more? Mr. A. risked his work like that, isn’t his salary still the same?

This is the downside of fixed wages!

I do not agree 100% with the use of rigid mechanisms to manage employees.

Of course, in order to achieve the goal, some businesses that have made the survey, cannot do it, even if the goal is scientific or objective, it will eventually reduce enthusiasm. of employee!

The best companies should actively increase their employees’ salaries. The best way is to rely on performance and achievements to increase your employees’ salaries.

If you want a dedicated (subordinate) employee, give them a reason to be devoted.

Employees today are demanding higher and higher for businesses, their creativity is also the most powerful, who can promote the creativity of employees, that person is the ultimate winner, want to be the final winner, your middle management class and your mechanism must first be humanistic and please.