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

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Q: How do I receive such articles every day? Answer: Just click "Help School" above the picture, please note! If you don't believe it, you can do an experiment yourself and call a group of great employees who have left the company for more than 3 months. As a friend, you can sincerely ask a question: "What is the real reason 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 that I left the company The real reason is not the family and personal reasons written in the resignation report, but all the excuses. The real reason is that I don't get along well with my immediate boss, either he doesn't like me, or I don't like him. " Maxima is common, but Bole is not common. In the management process, 70% of star employees are tortured by mediocre managers. Therefore, the biggest factor in determining a person's ability to excel comes from his direct supervisor. A person who wants to get the best results in a position has a basic effect called the "manager effect". There are three basic factors for a person's success: first, advantage. He should have a corresponding advantage. He should have his advantage in one thing, which is called talent. This is a concept of identifying and selecting talent. Whether a person can achieve outstanding results is related to his talents. An ugly duckling can become a swan, but only if it is an egg of a swan. How can duck eggs not hatch swan? So he must first be a good seed. Second, match. His advantage should be commensurate with his job position. In other words, the advantages and talents should match the job requirements. Yao Ming, who is more than two meters tall, is unlikely to succeed in gymnastics. Third, excellent superiors. A good superior manager is actually like a catalyst. This is not an internal cause, but it is an important driving force. The same goes for athletes. In addition to talent and matching skills, they also need an excellent coach to tap and train them. Therefore, we will find that: behind an outstanding athlete, there is an excellent coach; behind a good actor, there is a good team of agents. There is a good coach behind a good team. Behind a successful man is a great woman. There is a great mother behind a good boy. So an excellent superior leader is an important driving factor, so we call him a "catalyst". The most direct influence on a person and a team is often the team's direct supervisor, who is the decisive factor in the core decisions of the organizational environment and culture. He is the core influencing factor that determines team status and employee engagement. For the same group of employees, the results of moving from one department to another may be completely different, but the results may be exactly the opposite. The Chinese men's football team is a typical example. After several generations of efforts, China has never been able to enter the World Cup. Later, he transferred to Milu as a coach. When he arrived, he said, "Happy football, attitude is everything." In fact, this is an adjustment of the player's state, atmosphere and environment, but it brings different results. In the enterprise, many employees will put forward a variety of opinions during the work process: "Our side is too heavy, too much overtime, not enough subsidies, why do we do this ..." There will be many questions. At this time, who can deal with it first? ——It is the direct supervisor of employees, and all problems can be solved in one sentence. If the leader fails to address this issue, the team's morale, ability, and combat effectiveness will rapidly decline. In teamwork, there can also be various frictions between people. Who can resolve the conflict first? When employees have emotions and complaints, who can guide them first? When an employee has an opinion, who will he first raise it to? When an employee has good suggestions for improvement, who will he tell first? When employees make mistakes, who can immediately detect and deal with them? Who can adjust in time when employees' mentality is questionable? When an employee violates a rule, who can detect and stop it first? ——It is a middle management staff! The boss is always the last person to know the bad news. "Our side is too heavy, too much overtime, not enough subsidies, why do we do this ..." There will be many questions. At this time, who can deal with it first? ——It is the direct supervisor of employees, and all problems can be solved in one sentence. If the leader fails to address this issue, the team's morale, ability, and combat effectiveness will rapidly decline. In teamwork, there can also be various frictions between people. Who can resolve the conflict first? When employees have emotions and complaints, who can guide them first? When an employee has an opinion, who will he first raise it to? When an employee has good suggestions for improvement, who will he tell first? When employees make mistakes, who can immediately detect and deal with them? Who can adjust in time when employees' mentality is questionable? When an employee violates a rule, who can detect and stop it first? ——It is a middle management staff! The boss is always the last person to know the bad news. "Our side is too heavy, too much overtime, not enough subsidies, why do we do this ..." There will be many questions. At this time, who can deal with it first? ——It is the direct supervisor of employees, and all problems can be solved in one sentence. If the leader fails to address this issue, the team's morale, ability, and combat effectiveness will rapidly decline. In teamwork, there can also be various frictions between people. Who can resolve the conflict first? When employees have emotions and complaints, who can guide them first? When an employee has an opinion, who will he first raise it to? When an employee has good suggestions for improvement, who will he tell first? When employees make mistakes, who can immediately detect and deal with them? Who can adjust in time when employees' mentality is questionable? When an employee violates a rule, who can detect and stop it first? ——It is a middle management staff! The boss is always the last person to know the bad news.

When something is reflected to the boss to handle, it is often too noisy to end. Therefore, when we understand this, we will know that, in fact, middle management is a key core link of organizational management. The core focus of organization, management and team comes from the core middle management team, which is the key point of management. Iron camp, mobile soldiers. If the middle management team is ready, the entire team can do it. If there is a problem with middle management, the effect of just adjusting employees will not be obvious. A good middle-level manager can give full play to the advantages of employees, provide a corresponding and matching environment to his employees, and at the same time can act as a catalyst to promote employees to fully realize their value. This is what a good middle management person should do. Similarly, when an employee continues to achieve good results, we should know that there must be a good boss and good leader who silently pay behind him. Middle management decides life and death! Middle management is key! Middle managers are the backbone of the organization! Middle management is the foundation for the development and growth of the organization! Every entrepreneur who wants a company to grow rapidly must attach great importance to the cultivation of the middle management team and take it as the core work of management. Otherwise, the enterprise will not be able to continue operating and will not continue forever.