In the workplace, buying hearts and minds is a very important management skill. Wise leaders know that relying on the suppression of authority alone may drop the chain at a critical moment. Only by buying hearts and minds can subordinates really want to work for them, and the team will be more united and cohesive. On the contrary, appropriate actions to buy people's hearts can make the relationship between team superiors and subordinates and colleagues more harmonious, reduce the psychological barriers to communication and cooperation, and ensure the delivery of good results. Here are some common tricks to buy people's hearts.
It is human nature that the human heart needs to be redeemed
In the workplace, we all need to face the fact that the human heart needs to be redeemed. As the old saying goes, human nature is both fearful of authority and fearful of virtue, which means that people will be afraid of authority, and at the same time, they also believe in subduing people with virtue. For the company's organization, Weiwei is temporary, because it can't stand the fact that the leader can run away and change jobs. So in the end, it is virtue that can stabilize people's hearts.
But humanity is redeemable, and it's a bargain because everyone pursues their own selfish interests. If a leader wants to get the support of his subordinates, he has to buy people's hearts.
Everyone has their own needs and expectations for your subordinates, and as a leader, you need to earn their trust and loyalty by meeting their needs and expectations. Only then will you be able to truly take control of the team and make it more cohesive and cohesive.
A leader who relies on power to suppress is not a good leader, and even if the task is completed, he will deviate from morality. The author has been in the industry for so many years, and I have found that all leaders who blindly use power to suppress people, especially the stunned young people who have just come up, without exception, end up very miserably, and some even betray their relatives and leave, and finally leave their jobs and leave.
Here are some common tricks to buy people's hearts.
If you are a leader and have just taken office, you wantEngage in welfare
Why is this node easy to engage in welfare, because for the new leader, it is the best time to ask the company and superiors for resource support. If you are a new leader, you should seize this opportunity, once the opportunity is missed, there will be no follow-up.
At the beginning of the leader's tenure, it is often the most unstable time for the team. At this time, you need to win the trust and support of your subordinates by "making a big deal about welfare". For example, you can give some benefits to your subordinates, such as bonuses, gifts, etc., to show that you value and care about them. Not only will this allow you to integrate quickly into the team, but it will also allow you to build authority and trust within the team.
For example, let's say you're a new leader and you find that people in your team are generally unmotivated and disengaged. So, you decided to buy people's hearts by "making a big deal of welfare". You gave each employee a bonus and a gift, and personally expressed your gratitude and concern to them. This move was very surprising and touching to the employees, who began to believe in you and were willing to work for you.
After completing the task, the company benefits, they benefit, and their subordinates should be evenly wet
When the team completes the task, the company gets the benefits, you get the benefits, but the subordinates don't get any benefits. In this case, you need to buy people's hearts by evenly wetting the rain and dew. In other words, let your subordinates share in the fruits of victory and make them feel that they are an indispensable member of the team. If they feel enthusiastic and do a great job, customer service all kinds of hard work, and finally ** reward, but in the end they are a piece of chicken feathers, nothing is fished, I believe that the scene of doing things together will not appear again, and it will be difficult to do things next time. When people's hearts are scattered, it's not easy to bring the team, this is called a timely reward.
For example, let's say you lead a team that completes a very important task that makes the company a lot of money. If you follow the company system, even if your subordinates do not share in the fruits of victory. You must also go and fight for this reward for them. What if you really can't get it, take out a part of your reward and treat your brothers. This move surprised and touched the subordinates, and they began to trust you and support you more.
We must dare to stand up for the department and strive for interests
As a leader, you need to fight for the good of your team. When the company or other departments infringe on the interests of the team, you need to dare to stand up for the department to defend the interests of the team. This can make your subordinates feel that you are a responsible and responsible leader, and can make them trust and support you more.
For example, let's say your team has a low status in the company, and other departments often infringe on your interests. At one point, the company decided to reduce the budget of your department, which left the team members very dissatisfied and disappointed. You decide to stand up for the department and fight for the benefits. You personally communicate with the company's leaders, express your dissatisfaction and disappointment with your team members, and make reasonable requests. Eventually, your efforts paid off, and the company leaders agreed to increase your department's budget. This result was very surprising and touching to the team members, and they began to trust and support you more.
When someone leaves the team, do their best
When someone leaves the team, as a leader, you need to do your best. Whatever the reason for this person to leave the team, you need to respect their choice and give them enough care and support. At this time, do not pick and search, it is a deduction of performance, and attendance, which will not save a few dollars. The key is that the posture has to be sufficient, and who is this posture for?It is for the departing employees to see, after all, the mountains do not turn around, maybe one day they will be transferred to work together, at least people will not fall into the well.
It's more about showing the incumbent subordinates, you deal with the behavior of the departing employees, everything is in their eyes. This allows others to see that your leader is affectionate and righteous, and it can also make a good impression on the people who leave.
For example: Let's say you have an employee on your team who is leaving the company for personal reasons, and you need to take care of the aftermath before he leaves. You talked to him personally, got to know him and gave him enough care and support. You also threw a simple farewell banquet for him.
Summary:Leadership is an art, learn to buy people's hearts, and there are more than a dozen actions to buy people's hearts, believe me, tangible and intangible returns are very considerable, it can help to do a good job in management, get better development space.