5 Myths of a Manager About Personnel
There are many aspects to business, each of which has its own weight for the company's sustainability in a competitive market. As a consulting agency that has implemented many complex projects for business, we can confidently say that the critical weight for successful development is the team of employees and the effective interaction of the manager with his virtual phone number service team. Without close interaction and mutual understanding between the two parties, it is impossible to build a stable business.However, managers often face various kinds of prejudices and false assumptions related to personnel. Some managers believe that all employees are lazy by nature, while others claim the exact opposite. Some top managers are convinced that employees do not like to obey. Others claim that people want to be managed and told what to do.
This is how myths are born that hinder the competent construction of a business.
Myth 1. Employees don’t necessarily need to be involved in the company’s affairs
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Managers often justify the lack of complete information by saying that it makes management easier. All information reaches only top management, and the rest of the employees must simply work effectively.
What's the bottom line?
— Information is spread in the worst possible way: through discussions, rumors and gossip.
— The company’s productivity is declining, since all employees are busy not with work, but with predicting what will happen next.
— As a rule, the number of pessimistic expectations far exceeds optimistic ones.
All this leads to a decrease in staff loyalty, since many employees simply do not understand what the company’s plans for development are, what their personal prospects are in the company.
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Myth #2: When evaluating personnel, experience is the most important thing
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Experience is often overrated!
When selecting employees, look at their abilities and enthusiasm, and teach them skills.
" The most amazing or great things are done by the people who do them first ." From the notes of Kevin Kelly, co- founder of Wired magazine, writer, photographer, futurologist.
Predict whether a person will fit into the existing corporate culture, whether the company's values are suitable for him. Model business situations to assess behavior patterns in difficult conditions, when human personal qualities rather than experience come to the fore.
There are many professional personnel assessment methods that are used in their work by experts from the Administrative Resource company.
Depending on the goals and objectives of your Company, the most suitable tools for personnel assessment are agreed upon, including: personality psychodiagnostics; professional testing; assessment center; interviewing; 360-degree assessment; business games, etc.
Myth 3. Employees are only interested in money
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The attitude of the manager towards the employees is one of the strongest motivational factors for them. The employees receive their salary once or twice a month, and communicate with the manager every day. The desire of their subordinates to work in the company depends on how the manager interacts with his subordinates.
Recognition of success is also a strong motivator for many. This is especially important for young employees. But here it is important that the praise is sincere and not perceived as a routine ritual.
The internal climate in a company is another factor that can be worth more than money in an employee’s value system.
All people are different, and the motives for working in a particular company are also different for everyone. Above, we have provided only an approximate list of elements of internal motivation that keep employees in the company better than money.
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