"First of all, break all the rules"-talent only applies because of talent.

If you do the same thing as others, how can you expect a different life?

How can the life you describe make people fall in love at first sight? Just seeking safety and avoiding all risks, how can life be energetic and creative?

The core idea of "first of all, breaking all conventions" is humanistic management and superiority theory. It conforms to the laws of human nature and market economy.

To sum up a word-get along with the advantages of others and find out the advantages of each other.

Before you do anything, you must break all the rules of "traditional wisdom". Do everything with your own ideas and believe in yourself. Revolutionary wisdom is not so easy. This road is difficult to take. It requires discipline, concentration and trust. More importantly, it treats different people differently.

Talented employees need excellent direct supervisors (appreciation, use and training). How long can this person stay in this company/school? His on-the-job performance depends on his relationship with the direct supervisor-the guiding ideology of his son's study and work.

Change is the reality of life now.

At the rate of 25 pages a day, this book will take about half a Harle to finish. As a woman, because of this book, I know what kind of nanny, what kind of escort and what kind of logistics team I should invite to help and serve my life with high efficiency and high quality and ensure my personal and property safety. As a social person, I know how to survive as a high-quality employee and how to create a high-quality environment for outstanding employees in entrepreneurial or workplace teams. How to guide children on the road to study and the road to rivers and lakes with the concept of "natural pursuit of achievements"

Thinking-how to put the elements of Q 12 into the table and enter the routine management of your own work, so as to monitor and measure your own work, help your children monitor and learn, and achieve excellent results?

Use this book well and brush it several times. He let me in and helped me win.

Gallup is committed to measuring and analyzing people's attitudes, opinions and behaviors, and is recognized as a world authority.

Three accelerators for accelerating the change of the world: informatization,

Globalization and knowledge economy.

Successful people have one thing in common, that is, foster strengths and avoid weaknesses.

Traditional wisdom advocates hurting his ten fingers, while Gallup advocates breaking one finger.

If people are misused, it is useless to care about training again.

In the final analysis, the construction of enterprise culture is to shape the collective style and character of an enterprise, and it can never be completed by one or two reports, one slogan or one or two articles.

No measurement, no management, no accounting, no business.

Four keys to successful management: ① Selecting people. ② Define the result. ③ Give full play to advantages. (4) Apply according to the materials. (These four things are the first duties of managers)

"Talent" is a pattern of thinking, emotion and behavior that runs through.

As far as managers are concerned, they can basically be summarized as four major responsibilities: ① selecting people. Make a request. (3) inspire him. (4) train him.

1-2 base camp: "My acquisition", personal requirements for employees.

3-6 No.1 camp: "My dedication", employees feel the job orientation. The manager's personal opinion of him.

7- 10 No.2 Camp: "My Belonging", employees play an active role in the team.

1 1- 12 No.3 camp: "* * * grow together", which is the core concept and new learning of employees.

1-6 is the lower-level demand of employees. These six questions are the places where excellent managers attach great importance to the team and concentrate their time and energy. Conducive to the establishment of a good and dynamic workplace.

7- 12 is a team building and innovation initiative.

Q 12 is a management system based on employee opinion survey. Pay attention to employee's engagement and satisfaction. Its essence lies in measuring grass-roots management from two aspects: measurement and action. It aims to promote dialogue and improve management. It is the KPI (key performance indicator) of enterprise grass-roots management.

Knowledge workers are not concerned about simple employment, but career development, not survival rate but success rate. The so-called success is to excel in the position that suits your own advantages.

Excellent managers not only deliberately learn from external experience, but also pay more attention to studying their own star employees. "The power of role models around us is endless."

Catering industry (waiter team):

1, excellent waiter-predictable service and actions, and empathy.

2. usher-tell visitors with a happy expression and a firm tone that temporary meals can't be arranged (gentle and firm). Pay attention to everything, and people will be impeccable.

Friendly attitude-smile, enthusiasm, neat clothes.

3. Organizer (group leader)-more responsible, more concerned about everyone, less talking.

On busy days, we will call all people in advance to remind them of the company image they are maintaining one by one, and help each other consciously to avoid mistakes (image, help each other and avoid mistakes).

4. Supervisor-A manager's greatest contribution is to make everyone feel comfortable with himself. (1) trying to create an environment between people by taking it to the next level on the original basis. As long as it doesn't contain each other, as long as it can satisfy customers, I don't care about their differences. I spend a lot of time with my employees, listen to their chats, take them out to eat and drink, and invite them home on holidays, but I am usually most interested in their personalities. If you don't know your people, their style, motivation and personal situation, how do you manage them? I don't think you can manage them. (3) If employees' behavior touches the bottom line, they should be dealt with to deepen their understanding of themselves and their values (tough measures). For people with strong self-esteem, you should speak softly and explain the reasons carefully. ⑤ Reasons for treating others differently-Everyone wants to get others' understanding and treat others in different ways just to help others realize their uniqueness. ⑥ Adjust the shift schedule so that employees can take care of the breadwinners. In this way, employees will know that I will take care of him when he needs some special help, and it is very useful to convey such information. ⑦ Treat employees with persistent poor performance and dismiss them as soon as possible.

Feeling: When children experience work or internship, they should have such an effect-they don't need the intervention of the supervisor at all. They look after everything in the shop. They train new employees themselves, set an example and fire incompetent people at the same time. When they manage the restaurant, the supervisor can sit back and relax.

Personal growth experience-① Choose a good person. If you choose the right people, you must trust them. If you expect employees to perform well, they will perform well. Even if someone betrays my trust, I don't think it is necessary to make new rules to punish others, do I? Tolerance and mind, sometimes because you have figured it out. (2) don't promote people too much. The important thing is revenge. They will continue to do their work well in various ways, and they will get something from their work (continuous encouragement). For a supervisor, these employees are his audience. We should respect both customers and employees (employees are the audience). Never pass the buck. "I think this is a bad idea, but the company insists on doing it." In the long run, it will actually worsen its situation. (4) Don't write a bad check. Follow an important principle: make as few wishes as possible, and once you make a wish, you must realize it.

No matter what occupation you are engaged in, the only way to ensure continuous financial resources is to create an environment that can attract, guide and retain a large number of excellent employees.

Fine management of measuring performance. Daily work: talk about customers, commend advanced, respect individuals and listen more. (Pay according to work)

Dedication represents loyalty and efficiency.

Productivity, profit margin, employee retention rate and customer service are all important to every company.

Manager (middle-level cadre)-The reason why employees leave is that the manager is not satisfied with the company. The root cause of employee turnover lies in managers. From the perspective of employees, the manager is superior to the company. A company has as many managers as it has culture. The fundamental challenge of establishing a good culture in the whole company lies in how to copy it in large quantities-learning from your own star employees.

The consistent decoration of KFC branches is that each store has the same brand characteristics.

The Baldrich Prize for Quality is the most coveted commercial award in the United States.

First-class intelligence-can keep two opposing ideas and do things normally. A good manager can balance and reconcile his conflicting responsibilities.

Identify outstanding people-in most companies, the measurement standard is mainly data reflecting the company's performance: data reflecting production efficiency and profit; Data reflecting miners' exhaustion and accidents; Perhaps most importantly, data reflecting the public opinion of customers and employees.

When employees' talents are limited, it is difficult to erase or correct their nature with all efforts. Everyone is like a scorpion. Everyone has his own motivation, unique way of thinking and communication style. There is a limit to transforming a person (understanding human nature).

Good managers know people's insight-people don't change. Don't waste time to make up for the deficiency. We should give full play to our existing advantages. It is not easy to do this.

The role of an excellent manager-1 works for1,goes deep into the hearts of employees and releases their unique talents. This is the strength of the company and plays a catalytic role in its development.

Managers should be directly responsible for the selection, training and use of employees. Managers are not people waiting to be promoted to leadership.

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