Employees join because of the company, but leave because of middle management

<section id="nice" style="padding-right: 10px; padding-left: 10px; overflow-wrap: break-word; font-family: Optima-Regular, Optima, PingFangSC-light, PingFangTC-light, &quot;PingFang SC&quot;, Cambria, Cochin, Georgia, Times, &quot;Times New Roman&quot;, serif; line-height: 1.6; letter-spacing: 0.034em; color: rgb(63, 63, 63); font-size: 16px;"><h2 style="font-weight: bold; color: black; font-size: 22px; text-align: center; background-image: url(&quot;http://img.macrozheng.com/mall/md/koala-2.png&quot;); background-position: center center; background-repeat: no-repeat; background-attachment: initial; background-origin: initial; background-clip: initial; background-size: 50px; margin-top: 1em;"><span style="display: none;"></span><span style="display: inline-block; height: 38px; line-height: 42px; color: rgb(72, 179, 120); background-position: left center; background-repeat: no-repeat; background-attachment: initial; background-origin: initial; background-clip: initial; background-size: 63px; margin-top: 38px; font-size: 18px; margin-bottom: 10px;">Employees join because of the company, but leave because of middle management</span></h2> <p style="padding-bottom: 8px; margin-top: 0px; margin-bottom: 0px; padding-top: 1em; color: rgb(74, 74, 74); line-height: 1.75em;">If you lose a lot of employees, there must be something wrong with your managers and your middle management. If you don't believe it, you can do an experiment by yourself and call a group of excellent employees who have left the company for more than 3 months. As a friend, you can sincerely ask a question: "what was the real reason why you left the company?" You will be surprised to find that more than 80% of people will tell you: "boss, I can tell you now. The real reason why I left the company was not the family reasons and personal reasons written in the resignation report. The real reason was that I couldn't get along with my immediate boss. Either he didn't like me or I didn't like him.</p> <h2 style="font-weight: bold; color: black; font-size: 22px; text-align: center; background-image: url(&quot;http://img.macrozheng.com/mall/md/koala-2.png&quot;); background-position: center center; background-repeat: no-repeat; background-attachment: initial; background-origin: initial; background-clip: initial; background-size: 50px; margin-top: 1em;"><span style="display: none;"></span><span style="display: inline-block; height: 38px; line-height: 42px; color: rgb(72, 179, 120); background-position: left center; background-repeat: no-repeat; background-attachment: initial; background-origin: initial; background-clip: initial; background-size: 63px; margin-top: 38px; font-size: 18px; margin-bottom: 10px;">"A thousand mile horse is often found, but Bole is not often found.</span></h2> <p style="padding-bottom: 8px; margin-top: 0px; margin-bottom: 0px; padding-top: 1em; color: rgb(74, 74, 74); line-height: 1.75em;">In the management process, 70% of star employees are tortured by mediocre managers. Therefore, the biggest factor that determines whether a person can achieve outstanding results comes from his direct boss. One of the most basic effects for a person to achieve the best results in a post is called "manager effect". There are three basic factors for a person to achieve success:</p> <ul style="margin-top: 8px; margin-bottom: 8px; padding-left: 25px; color: black;"> <li><section style="margin-top: 5px; margin-bottom: 5px; line-height: 26px; color: rgb(1, 1, 1);">First, he should have corresponding advantages. In one thing, he should have his advantages. This is called talent. It will be explained in detail later. This is a concept of talent identification and selection. Whether a person can achieve outstanding results has something to do with his talent. The ugly duckling can change into a swan, but the premise is that it must be a swan egg. The duck egg can't hatch a swan. So he himself must first be a good seed.</section></li></ul> <ul style="margin-top: 8px; margin-bottom: 8px; padding-left: 25px; color: black;"> <li><section style="margin-top: 5px; margin-bottom: 5px; line-height: 26px; color: rgb(1, 1, 1);">Second, his advantages should match his job. That is, the advantages and talents should match the work needs. It is impossible for Yao Ming, who is more than meters tall, to succeed in gymnastics.</section></li></ul> <ul style="margin-top: 8px; margin-bottom: 8px; padding-left: 25px; color: black;"> <li><section style="margin-top: 5px; margin-bottom: 5px; line-height: 26px; color: rgb(1, 1, 1);">Third, an excellent superior manager is actually like a catalyst. It is not an internal cause, but it is an important driving force. Athletes are the same. In addition to being talented and matching, they also need an excellent coach to dig him and cultivate him.</section></li></ul> <blockquote style="border: none; box-shadow: 1px 1px 10px rgba(0,0,0,0.2); padding: 20px; margin-bottom: 20px; margin-top: 20px;"> <blockquote style="border: none;"> <p style="padding-bottom: 8px; margin-top: 0px; margin-bottom: 0px; padding-top: 1em; color: rgb(74, 74, 74); line-height: 1.75em;">therefore, we will find that behind an excellent athlete, there is an excellent coach;there is an excellent brokerage team behind an excellent actor; an excellent team has an excellent coach behind it;behind a successful man, there is a great woman; behind a good child, there is a great mother</p> </blockquote> </blockquote> <p style="padding-bottom: 8px; margin-top: 0px; margin-bottom: 0px; padding-top: 1em; color: rgb(74, 74, 74); line-height: 1.75em;">Therefore, an excellent superior leader is an important driving factor. Therefore, we call him "catalyst". The greatest impact on a person and a team often comes from the direct supervisor of the team, who is the decisive factor of the core decision-making of an organizational environment and culture; He is the core influencing factor that determines the status of a team and employee engagement. The result of changing a department from leader to leader may be completely different, the same group of employees, but their achievements may be completely opposite. The Chinese men's football team is a typical example. Several generations of Chinese people have worked hard for so many years, but they can't get into the world cup. Later, Milu became a coach. When he came, he said, "Happy football, attitude determines everything." In fact, it is the adjustment of players' state, atmosphere and environment, but it has brought different results.</p> <p style="padding-bottom: 8px; margin-top: 0px; margin-bottom: 0px; padding-top: 1em; color: rgb(74, 74, 74); line-height: 1.75em;">In the enterprise, many employees will put forward various opinions in the process of work: "our task is too heavy, there are too many overtime, and the subsidy is not enough. Why do we have to do this..." there will be many problems. At this time, who can deal with it at the first time—— He is the direct supervisor of the employee. He can solve all problems in one sentence. If the leader did not deal with the problem at that time, the morale, ability and combat effectiveness of the team would decline rapidly. There will also be various frictions between people in team cooperation. Who can resolve the contradiction at the first time? When employees have emotions and complaints, who can dredge them at the first time? When an employee has an opinion, who will he raise it to at the first time? When an employee has good improvement suggestions, who will he tell at the first time? When employees make mistakes, who can find and deal with them at the first time? When employees have problems, who can adjust them in time? When an employee violates the rules, who can find and stop it at the first time—— Middle management!</p> <p style="padding-bottom: 8px; margin-top: 0px; margin-bottom: 0px; padding-top: 1em; color: rgb(74, 74, 74); line-height: 1.75em;">The boss is always the last one to know the bad news. When a matter is reported to the boss for handling, it is often too noisy to end. So when we understand this, we know that in fact, middle-level management is a key core link in organizational management. The core focus of organization, management and team comes from the core middle-level management team, which is the key point of management. If the middle management team of iron camp and flowing soldiers is done well, the whole team can do it. If there is a problem in the middle management, the effect of only adjusting employees will not be obvious.</p> <p style="padding-bottom: 8px; margin-top: 0px; margin-bottom: 0px; padding-top: 1em; color: rgb(74, 74, 74); line-height: 1.75em;">A good middle-level manager can give full play to the advantages of employees, give his employees a corresponding and matching environment, and act as a catalyst to promote employees to give full play to their value. This is what a good and excellent middle manager will do. Similarly, when an employee continues to achieve good results, we should know that there must be a good superior and leader who pays silently behind him.</p> <ul style="margin-top: 8px; margin-bottom: 8px; padding-left: 25px; color: black;"> <li><section style="margin-top: 5px; margin-bottom: 5px; line-height: 26px; color: rgb(1, 1, 1);">Middle management decides life and death! Middle management is the key! Middle management is the backbone of the organization! Middle management is the foundation for the development and growth of an organization!</section></li></ul> <p style="padding-bottom: 8px; margin-top: 0px; margin-bottom: 0px; padding-top: 1em; color: rgb(74, 74, 74); line-height: 1.75em;">Every entrepreneur who wants the enterprise to grow rapidly must attach great importance to the cultivation of middle-level management team and treat it as the core work of management. Otherwise, the enterprise cannot continue to operate and its foundation cannot be evergreen! If entrepreneurs do not understand the knowledge of capital, no financing skills, no financial circle, no crowdfunding ability and no thinking of equity division, it is particularly difficult for enterprises to win modern competition for long-term development! Yu Liang, President of Vanke, said that the era of employment has passed and the era of partnership has come! After turning core employees into partners, a miracle happened!</p> <ul style="margin-top: 8px; margin-bottom: 8px; padding-left: 25px; color: black;"> <li><section style="margin-top: 5px; margin-bottom: 5px; line-height: 26px; color: rgb(1, 1, 1);">Why did Huawei grow from 40000 yuan to more than $100 billion and become one of the world's top 500? Because he began to implement the full shareholding partner model in the 1990s and began to establish joint ventures with customers all over the country!</section></li></ul> <ul style="margin-top: 8px; margin-bottom: 8px; padding-left: 25px; color: black;"> <li><section style="margin-top: 5px; margin-bottom: 5px; line-height: 26px; color: rgb(1, 1, 1);">Handu clothing house introduced the partner management system in 2008, ranking first in the Internet clothing brand for 10 consecutive years, with a performance of more than 2 billion.</section></li></ul> <ul style="margin-top: 8px; margin-bottom: 8px; padding-left: 25px; color: black;"> <li><section style="margin-top: 5px; margin-bottom: 5px; line-height: 26px; color: rgb(1, 1, 1);">Xuhui real estate introduced the partner management system in 2012 and maintained a 70% growth in performance for six consecutive years, becoming a super dark horse in the real estate industry.</section></li></ul> <ul style="margin-top: 8px; margin-bottom: 8px; padding-left: 25px; color: black;"> <li><section style="margin-top: 5px; margin-bottom: 5px; line-height: 26px; color: rgb(1, 1, 1);">Aier ophthalmology introduced the partner management system in 2014 and became the first in ophthalmic chain Medicine in five years, with a market value of 80 billion.</section></li></ul> <ul style="margin-top: 8px; margin-bottom: 8px; padding-left: 25px; color: black;"> <li><section style="margin-top: 5px; margin-bottom: 5px; line-height: 26px; color: rgb(1, 1, 1);">Country garden introduced the partner management system in 2014 and became the first real estate in China in three years, with a performance of more than 500 billion. Partner age:</section></li></ul> <p style="padding-bottom: 8px; margin-top: 0px; margin-bottom: 0px; padding-top: 1em; color: rgb(74, 74, 74); line-height: 1.75em;">Famous enterprises represented by Huawei, Alibaba, country garden, Xuhui real estate, Haier, handu Yishe and Aier ophthalmology have introduced the partner system with "benefit sharing" as the core. More and more small and medium-sized enterprises have introduced the partner management mode to cultivate core talents and form a community of interests, career and destiny with the company! It's not whether you want to use the partner management mode, but the times have chosen the partner management mode! If the boss doesn't understand the partner's equity, it's like laying a mine!</p></section>