Learn to empower yourself to make yourself more relaxed, Ms. Zhang, general manager of a management consulting company.

I remember that when the company was founded, due to the shortage of manpower and the lack of professional experience of employees, every project was done, from the initial communication with customers to the formulation of the program, from finding information to writing training notes, I did everything personally, even if I had any details about it, I had to ask myself, such as doing outdoor training for the employees of the company's customers, and even the quality of the equipment I used did not dare to mind.

The result is that employees are always tense, and I am tired and dizzy every day.

Xiao Chen is the elder of our company. He has been following me since the establishment of the company for 5 years. He has a flexible mind and a careful and careful work.

On one occasion, a bank customer asked us to do the training project of internal management and staff cohesion. According to the usual practice, I was sure to take part in such an important project in person.

I called Xiao Chen to his office and said to him, "this project is solely for you. You only need to report the results of each stage to me.

He said: ensure that the task is completed.

I did not ask about the whole process, but I did not participate in it.

A month later, I received a thank-you letter from a bank client, a E-MAIL that was full of praise for the company and Xiao Chen.

Seeing this, I smiled.

Of course, because of my authorization, Xiao Chen has done like a duck to water, and now he becomes the vice president of the company.

Commented on this: it is the management style of many female bosses.

In fact, decentralization does not mean giving up management responsibility, but managers have a purpose, plan and scale to reasonably allow employees to make decisions that they think are right.

Managers leave most of what must be done to employees and decide when necessary.

The essence of this decentralization is that it combines the strong foundation of training with the practice of ensuring that employees can handle affairs properly.

The incentive to let employees have a sense of belonging, Ms. Xu, the boss of a logistics company.

In the past few years, I feel the most important thing is how to keep employees' hearts and make them work for the company.

At first, the income of the company's employees was not very different. According to the length of service and the fixed salary, the performance was not prominent enough. The outstanding and poor employees were only a few hundred dollars, and the whole company seemed to lack vitality.

In response to this situation, I made a drastically reform after consulting the management consulting experts.

First of all, in the aspect of salary distribution, we have abandoned the previous pattern of almost one size fits all, and fixed salary according to performance and goal setting.

In this way, a prominent employee can get three or four times the original salary.

After implementing this performance appraisal salary reward method, the staff's enthusiasm has been greatly stimulated, and the consciousness of initiative work is also strengthening.

Of course, in addition to material incentives, adequate mental encouragement is also essential.

For example, the best monthly staff, outstanding contribution to the annual staff, the most caring employees and so on.

In addition, family members will be invited to celebrate holidays together to let them know about their relatives' work.

Comment: the effective incentives of employees can generate employees' sense of belonging to the company.

Enterprise benefits should be linked to the interests of employees. Reasonable and effective performance appraisal methods will make employees feel rewarded and work hard.

Motivation includes two aspects, one is material reward, the other is spiritual reward.

Giving outstanding material and money rewards to employees who perform well, and giving medals and bonuses to individuals who make outstanding contributions, will not only promote themselves, but also to others.

The Institute is empowered to make it easier for you, Ms. Zhang, general manager of a management consulting company.

I remember that when the company was founded, due to the shortage of manpower and the lack of professional experience of employees, every project was done, from the initial communication with customers to the formulation of the program, from finding information to writing training notes, I did everything personally, even if there was any detail, I had to ask myself, such as doing outdoor training for the employees of the enterprise customers, and even the quality of the equipment I used, I did not dare to carelessly, personally check.

The result is that employees are always tense, and I am tired and dizzy every day.

Xiao Chen is the elder of our company. He has been following me since the establishment of the company for 5 years. He has a flexible mind and a careful and careful work.

On one occasion, a bank customer asked us to do the training project of internal management and staff cohesion. According to the usual practice, I was sure to take part in such an important project in person.

I called Xiao Chen to his office and said to him, "this project is solely for you. You only need to report the results of each stage to me.

He said: ensure that the task is completed.

I did not ask about the whole process, but I did not participate in it.

A month later, I received a thank-you letter from a bank client, a E-MAIL that was full of praise for the company and Xiao Chen.

Seeing this, I smiled.

Of course, because of my authorization, Xiao Chen has done like a duck to water, and now he becomes the vice president of the company.

Commented on this: it is the management style of many female bosses.

In fact, decentralization does not mean giving up management responsibility, but managers have a purpose, plan and scale to reasonably allow employees to make decisions that they think are right.

Managers leave most of what must be done to employees and decide when necessary.

The essence of this decentralization is that it combines the strong foundation of training with the practice of ensuring that employees can handle affairs properly.