To do management, we must first learn to know people's hearts and understand human nature, and only by grasping human nature can you do a better job in management. ArguablyOnly if you know people's hearts and understand human nature, your management road can be regarded as a beginner. Why?
Because there are thousands of faces, the human heart is unpredictable, and if you don't understand human nature, then it is difficult for you to balance it;If you don't perceive a change in people's hearts, then it will be difficult for you to bring out a good team. So, how to grasp people's hearts and grasp human nature?It is advisable to follow in three steps. 
Cognition: the flowing human heart, the unchanging human natureThe competition for human nature is not uncommon in business management. Share 3 short stories, I believe you will have a better understanding of human nature. 1 Porridge: Distribution MechanismSeven people used to live together, sharing a big bucket of porridge every day. Sadly, porridge is not enough every day. In the beginning, they drew lots to decide who would divide the porridge, one each day. So at the end of the week, they had only one day when they were full, and that was the day they shared their porridge. Later, they began to elect a person with high morals to come out and share the porridge. Power will produce corruption, and everyone will start to find ways to curry favor with him, bribe him, and make the whole small group miserable. Then everyone began to form a three-person porridge committee and a four-person selection committee, attacking each other and tearing each other, and the porridge was cold in the mouth. 
Finally, they came up with a method: take turns to divide the porridge, but the person who divides the porridge has to wait for everyone else to pick the last bowl left. In order not to let himself eat the least, everyone tries to divide it evenly, even if it is not even, he can only admit it. Everyone is happy and harmonious, and the days are getting better and better. The same seven people, different distribution systems, there will be different atmospheres. 2 Parachute: Responsibility to the personDuring World War II, the U.S. Air Force parachute had a pass rate of 999%, which means that in terms of probability, one in every 1,000 soldiers who parachute will die because of a substandard parachute. The military requires manufacturers to achieve a 100% pass rate. The person in charge of the manufacturer said that they did their best, 999% is the limit, unless there is a miracle. The military (some say General Patton) changed the inspection system, randomly picking out a few from the parachutes before each delivery, and letting the head of the manufacturer personally parachute for testing. Since then, a miracle has happened, and the pass rate of the parachute has reached one hundred percent. 3 Escort of prisoners: payment methodsFor a time, the British** hired private ships to transport prisoners, paying according to the number of people loaded on the ship, and making more money by transporting more money. Soon the drawbacks appeared: the mortality rate of criminals was very high. **Racking their brains to reduce the mortality rate of criminals during transportation, including sending ** onboard supervision, limiting the number of shipments, etc., but they can't be implemented. 
In the end, they finally found a solution once and for all, which was to change the payment method: from paying according to the number of people on board to paying according to the number of people disembarking. Shipowners can only earn transportation costs if they deliver people to Australia alive. As soon as the new policy was announced, the death rate of offenders was immediately reduced to about one percent. Later, in order to improve the survival rate, the shipowner also equipped the ship with a doctor. You see, that's human nature!The human heart is fluid and fickle, but the characteristics of human nature to seek advantages and avoid disadvantages are immutable.
How to grasp the degree of human competition, on the one hand, can stimulate the enthusiasm and creativity of subordinates, on the other hand, to ensure the harmony and stability of the team, which greatly tests the management level of managers. Therefore, don't believe too much in people in management, believe in human nature, and learn to control human nature instead of trying to control people. 
Satisfying: 3 major needs of human nature
How to harness human nature?It is necessary to understand that the essence of human nature is to seek advantages and avoid disadvantages, maximize interests, and strength and interests determine everything, which is human nature, and there is no good or bad. To do management, it is necessary to meet the three basic needs of human nature. 1 Respect – Treat people as human beingsIn management, you have to treat people as human beings and your subordinates as flesh and blood people, not working machines. In reality, after many managers sit in the management position, they become "addicted". 
When they manage the team, their management methods are simple and rude, they usually ignore the real feelings of their subordinates, always preach with a straight face, and obtain the desire to conquer that the leader should have in the voice of their subordinates. Subordinates can be restrained, but they must not be "oppressed". Therefore, to do management, don't "I think", let alone treat subordinates as "grandsons". YesLearn to respect each other, respect the differences of each individual, and treat them equally. Not only material rewards, but also emotional care, rather than treating them as standardized. I have always believed that only in this way can we be qualified to do management, manage others, conform to human nature, manage ourselves, and go against human nature. 2 Appreciation – No one is perfectI don't know if you know about the "Rosenthal effect", when you expect your subordinates to perform well, you will give more attention and encouragement, which will stimulate the positive behavior of your subordinates, and he may really become better and better, and finally become the person you expect. On the contrary, when you have negative expectations for your subordinates, you feel that your ability is not good and your attitude is not good, and the more you look at it, the more unpleasant it becomes, thus inhibiting the performance of your subordinates, and after a period of time, he may really get worse and worse. After all, every employee has a need to be appreciated and respected. If you don't know how to appreciate your subordinates and can't see the shining points in them, then they will never improve and will not be able to produce the best results. 
I have been saying, "employing people's strengths, accommodating people's shortcomings", only in this way can we maximize the value of talents. Similarly, "a good boss knows how to appreciate", this sentence is not false. A subordinate will not easily quit a bad job, but will only leave a bad boss, asking himself how many employees leave because of their superiors. When managers find that their subordinates are insufficient, have they really reflected on their own management problems?Sometimes, the shortcomings of employees are also exposing their own management shortcomings. In the face of the shortcomings of subordinates, from another point of view, it often becomes an advantageManagers should have eyes that are good at discovering beauty, learn to appreciate their subordinates comprehensively, and always maintain a "positive expectation" attitude towards employees, rather than always picking on small things. 3 Inspire – the kindness of manDrucker said, "The essence of management is to stimulate people's goodwill and potential. "That's trueThere is no secret to management, the only thing you can do is to do your best to stimulate the goodwill of your subordinates, so that they can learn to compete healthily from goodwill. 
For example, you want to reuse a result-oriented person, rather than someone who likes to boast but doesn't do the real thing. If it is the other way around, then employees will feel that as long as I pat the leader's sycophants, I can be reused, once this behavior seeps into the heart, will it stimulate the good of human nature in the long run, or will it stimulate the evil of human nature?I believe the answer speaks for itself. 
Drive: The goodwill of human natureSo as a manager, how can we better drive the goodness of human nature?These three elements are important. 1 Based on motivation, ignite enthusiasmHuman nature is lacking in incentives. In the workplace, anyone does not work for the company, nor for the leader, he will only work for himself. Instead of complaining about the lack of motivation on the part of subordinates, that's betterTo really understand the motivation of the subordinate, what he is working for?
If his motivation is to make money, then you combine personal goals with team goals to motivate materially and maximize personal benefitsIf he pays attention to short-term growth, then you should take the attitude of leadership, take him to grow step by step, and give him a sense of mission to grow. Only if you are in the right direction and prescribe the right medicine, you canReally dig into the needs of your subordinates, so as to stimulate their motivation, which is different from person to person and specific and quantified. 2. Cultivate ability based on fear of difficultiesHuman nature is fearful. From easy to difficult, people feel very painful and don't want to do it, but from hard to easy, they are happy to do it. Therefore, in the face of difficult and challenging work, managers must clarify with their subordinates what belongs to him and what responsibilities he should bear, and distinguish the boundaries of responsibilities and rights. But it doesn't mean that you should leave it alone, but when your subordinates encounter problems, you have to provide solutions to them, or see that things are going to collapse and then intervene, so as to prevent your subordinates from being busy in vain and not getting results.
In short,Managers should not be the bottom line for employees, but should learn to network for employees, and gradually cultivate the ability to solve problems from letting them continue to tryTeach him the method, give him counseling, and help him get results. 3 Based on inertia, prompt actionHuman nature is full of inertia. There is an opportunity and ability, and if the subordinates are too lazy to do it, it is difficult to make a difference. So, as a manager, look for the right anchor and prompt employees to do it. It's like youSet the general direction and authorize your subordinates to do it, but in the process of doing it, you also have to do a good job of rhythm controlPatiently tell your subordinates to make sure they don't deviate from the direction of action and that the work is in place. Write at the end:The higher the level of leadership, the less rigid it is, but from the perspective of human nature, to find out human nature, and to do better management. To inspire people's goodwill, we should treat people as people, so that subordinates can be respected enough;We must know how to appreciate, motivate employees to do it from praise, help them get results, and create greater value.