By work overtime? A group to build? By individual? Please stop futile efforts!
As the saying goes, a train runs fast only by its locomotive belt.
The manager in the team is like the locomotive.
Therefore, the way of the manager will directly affect the operation of the team.
Too often, some managers feel good about themselves for doing nothing.
When something goes wrong with the team, they can’t figure it out.
What are they doing for nothing?
And how can it be avoided?
Work overtime
Managers’ anxiety seems to be greatly alleviated by watching their employees work late into the night. Therefore, employees who work overtime must be encouraged, at the same time, by praising them, but also can beat those who do not work actively.
But the question is, do teams that encourage overtime necessarily end up being productive?
At present, how many companies are working overtime in a superficial, meaningless “boil time”?
The reason for this double-soul question is that one thing we have to figure out is what we get for working overtime. Efficiency? High output? Cost reduction? I am afraid that overtime may not be able to achieve the three things that enterprises need most, but there is one thing that they can certainly get, and there is a lot of it, and that is workload.
Clearly, this is not what managers want. The measure of good is not that three hours of work requires eight hours and two hours of self-appreciation.
A team culture that encourages overtime is bound to lead to a workload-oriented culture of futility.
Party building
Many managers embrace team building as a panacea for improving teamwork. Looking at the team’s happy and harmonious appearance, I was happy like a kind old mother. So the group construction was pushed to a new height by many managers. Everything is built for the group. Such as:
• High-end groups build yachts, luxury cars and high-end clubs to give employees the same enjoyment as stars and stars. At this moment, you do not hesitate, do not hesitate, you are the super VIP tonight.
• The team picked strawberries, soaked in hot springs and climbed mountains to plant water lilies together. The friendship began at this moment when the team played with flowers and the staff laughed.
• Lecture group construction big V talk, Daniel said, field master Clade, a vivid heart of life management class, filling a belly to learn chicken soup for success.
• The Devil group builds a variety of life and death crossing, extreme bungee jumping, jedi survival, training the iron will, casting the indomitable spirit.
However, reality is always cruel, the truth of the facts often contrary to good wishes. For most companies, the quality of the team atmosphere has little to do with the output of the final work. Some teams that have a great atmosphere are not necessarily productive. Harmony on the team may just be a placebo for the manager.
personal
Why is this happening?
If a manager, according to drucker, thinks that someone on the team is irreplaceable, it’s probably because,
1. The man’s existence masked some sort of management problem.
2, vision is not wide enough, the person himself may not be so good.
3. Managers have problems with their own abilities.
Overtime, group building, individuals, in fact, will ultimately come down to the human factor.
As the saying goes, all problems in management are people’s problems.
How to solve the problem of people?
Get a robot.
It sounds a bit sci-fi at first. But today, it is already a reality.
This robot is not that robot. This is a software robot called Robotic Process Automation (RPA). The main function is to simulate manual operation, the implementation of large quantities of computer, high repeatability, cross-system tasks.
The RPA is definitely a manager’s favorite.
Low to work overtime. Machine processing, can be 7×24 hours a day non-stop work, do not need wages, electricity can.
“Party building. Building an RPA robotics team is as simple as deploying an RPA control center (i.e., the management robot) to manage it. In addition, its relationship with other employees is not to worry about. 1. It does not appear to replace anyone, but to become the helper of human beings. 2. It’s not that smart yet (it can’t learn or think) and still needs guidance and help from human employees. So for a long time, RPA robot and human are to coordinate development, common progress.
When individuals. Fast working, high efficiency, low error rate. Despite great personal ability, RPA doesn’t have any temper. One of the most loyal and conscientious employees in the company.
In addition, the cost of “hiring” it is relatively low, unlike traditional software system development which requires a high investment, can maximize the balance of efficiency and benefits, technical barriers are low, and can enable rapid deployment. Such digital employees have now been favored by managers in many industries and fields. Finance and taxation, finance, insurance, manufacturing, medical, retail, logistics, procurement, human resources…
RPA is committed to helping business managers eliminate useless work and ensure an efficient and productive future.
