Learning KFC's symbolic marketing

I believe that in every enterprise, group and team, there will be some more difficult employees, that is, the so-called "black sheep" in the usual sense. On them, they have the following common characteristics:

1. First of all, they all have certain working ability and experience. They have certain job qualifications. The results in the team are not good, but they are by no means poor.

2. These people have a certain appeal and influence in a small scope, have a certain mass base, and are proud of themselves;

3. Always openly talk back with leaders, oppose some new plans and systems, and even spread some negative thoughts and speeches, which have extremely negative effects, but they are not conscious, but rather traits;

4, love to express themselves, free to slow down, low-handed, informal, loyalty, recognition of the system.

There are such people in the group, and the general reasons are as follows:

1. The former or previous leaders have been relocated, and they have been arrogant and developed a habit;

2. The company's leap-forward management phenomenon is serious, and the high-level leaders have the meaning of re-use, so that they have the same "shangfang sword".

3, the company is not well managed, such employees consider themselves to be the mainstay, and no one dares to move themselves;

4. The team's atmosphere is not good, the intrigue is serious, the faction is complicated, the management is unfair, and it is in the stage of human governance and illegal system;

5. Once the leader of the "falling wilderness", he has been a leader, but he can't objectively recognize his own deficiencies. He dissatisfied with the handling of his opinions, and he is dissatisfied with his heart. He thinks that there is no hope for promotion, no progress, and a broken can.

As a leader, especially a new leader, if you encounter such an employee, it is like a hot potato. It is a pity that it may affect everyone's enthusiasm. If you don't open it, he often embarrasss you and affects you. What should I do to carry out and manage my work? Is there any way for such employees to play a positive and positive role?

If you have such an employee in your team, you must first have a correct understanding: First, such employees can be completely reversed, not to be incapable, or useless, use well, they can play a positive role Role, and practice, and even stimulate team spirit; Second: to have a heart, sometimes appropriate resistance is to prevent mistakes.

A team, a group, can't have a pool of stagnant water, can't appear without a different voice. This kind of voice must have a positive response sound and a negative opposition voice. Otherwise, it will only be a word, like a vibrating arm. The bureaucrats of the common people will make big mistakes like the "Great Leap Forward" and the "Cultural Revolution." Positive response support voices can inspire everyone's enthusiasm, improve morale, negative opposition can make you moderately calm, avoid excessive radical individualism. But you must not let unscrupulous employees be unscrupulous. If you don't have any way for him, let him ride on the leader's head, then your leadership prestige will naturally be affected, and the work performance will be greatly reduced. When appropriate, you must give them a "tight spell", let him always under your control, and then slowly guide, focus, and promote their development and progress, the only way to let them belong to you, for your use .

The author has been involved with such employees for four times, but after a period of "competition", can be smoothly introduced to the right path, and live in harmony, there is a strong effort, and I became a manager with my help. This kind of employee is not convinced by the system, but dares to admit defeat. As long as you leave your face to him and let him convince you, you can use it despite your peace of mind. In the specific "matching" process, the following methods can be used for reference:

1. Cold-down method: within a certain time frame (small group may be five to ten days, large group may be long, but not more than one month), especially when the work is very busy, the task is very heavy, and all the class members are busy. If you are not happy, don't care about it, don't assign any work, let him calm down and think about it until he can't help but talk to you, then OK, initiative It is in your hands, and then very warm reception, presenting problems, communicating with them by means of empathy, letting them realize their shortcomings and proactively propose cooperation programs.

2, betting law: 瞅 准 an opportunity, in public, when it is once again open to you embarrassing, or when it is impossible, suddenly attacked , on-site agreement, win, what should I do? Lose, what should I do? The content of the bet should be work-centered, and the content of the bet is something that it thinks is “impossible” (it is not impossible, but only has some difficulty). Of course, as a leader, when choosing a gambling thing, you must have a sure grasp in your heart, and then make a look to him, so that he has nothing to say, obediently obey your management.

3, the enemy law: this type of staff, generally a typical "negative" representative, in a collective to balance power, but not one-sided, so as a leader, you need to establish a "positive" representative, let The two are more than each other, and you just need to reconcile from it, balance the power, let them perform, and you can sit in the middle of the army. This point, everyone can refer to Ji Xiaolan and He Kun, and how does Qianlong use them?

4, the pressure method: from the collective to find a staff that is usually not subject to everyone's attention, but has been obsessive, hard work, privately help their achievements, constantly discover the flash of their attitude, publicly praised many times Reward, at the same time, not criticize the behavior and practice of the surname, first suppress the arrogance of the arrogance, and find a suitable reason and support for yourself, let everyone see your fairness and justice, and then wait and see Change, when it has a little positive improvement, praise it in time, and slowly let it go to your management.

5, exchange commitment law: This type of staff, generally speaking more credit, loyalty, as long as you have the opportunity to become friends with him, then he will be compliant with you, and go to the fire, not to leave. This method generally takes two to three steps to complete. It depends on the previous steps to get a good impression on you. For example, when it is difficult, take the initiative and selfless help. The second step is to find a machine to further deepen understanding and enhance feelings. But it is just right, you can't let it touch you too much, and you can understand too much. The third step is to take the initiative to talk about it, talk about work, and frankly help him grow. The premise is that he must perform well and work hard. But your promise will definitely be honored. In the process of talking, we must first praise its strengths and strengths. If a confidant is dead, such people generally think that they have no ambition or ambition, and then pains and weaknesses, and then propose solutions, which are encouraged later. The commonly used "sandwich" method.

6. Collective stripping method: As mentioned above, such employees generally have a certain influence, representing a group of people with negative thoughts, but he is a person who dares to say it. This kind of thinking cannot be allowed to spread and expand in the collective. Therefore, it is possible to take him as the head, conduct collective segregation, and separate it from the big collective to let it lead and manage. But he has to make some demands and give certain rights. And commitment to meet his desire to be an official, let him drive this part of the people to create a positive situation.

Through the above practices, I believe that we can receive better results and solve the common headache problems in management. Of course, if it has not been effective, only "reluctantly cut love" will be opened. In short, such employees still have the ability to create benefits and values ​​for the collective, rather than nothing. There is no such thing in management: there are never bad employees, only bad leaders?