5 Golden Rules To Help You Improve Your Management Skills!

Many novice managers often lament that management is so complex that they can't get started, and that they have put in a lot of effort with little success. So, are there any rules to management? In fact, there are rules for management. Next, I will select five management rules for beginners, for your reference and learning.

1, Fauré with behaviour
Psychology will not listen to advice, not to measure, arrogant and arrogant behavior is collectively known as Phaeotong behavior." God wants to destroy a person, will first make him crazy", this is perhaps the most vivid description of the Fahrenheit behavior. In the workplace, those who are arrogant are not dangerous, though repulsive, when they are not in power. Once they are in power, they will do great harm to the organisation.
They put themselves in a high position, but lay out haphazard plans, give sloppy orders and don't admit their mistakes. Such people are unwilling to accept advice from others, especially subordinates, and refuse help from competent people. If he fails, he will put the blame on others, making the working atmosphere tense and leaving his subordinates breathless. Therefore, managers should be warned not to be such a person.

2, The law of compromise: find a balance between assertiveness and compromise
When you have an argument or confrontation with a subordinate, have you found the reason for "why this is happening"? Once you have identified what makes your relationship so tense, you will be able to understand how to deal with them. One important point is not to be too forceful or too compromising. Managers can't directly change their employees and they certainly can't give up their right views, but you can take a compromising attitude to soften the way to your own ends. When it comes to disputes, unless it is a matter of principle, other disputes can be solved by compromise.

3, The law of pulling and beating
Managing a team requires stimulating desire with one hand and controlling it with the other. Excellent people in the team need to be rewarded, but if a reward, the other party's desire will continue to expand, and eventually will be out of control. For capable people, managers need to adopt the strategy of pulling and beating, slapping them and then giving them a sweet date.
Managers need to understand that whoever you are too biased towards will become a threat to you. So, every once in a while, you have to give your staff a few knocks. Dare to authorize, but also dare to withdraw power, know how to promote, but also know how to suppress, to let the subordinates always have the feeling of accompanying the king like a tiger, your management is considered a success.

4, Not worth the law: do things worth doing
The law of unworthiness is a classic dynamic rate in management. It reveals a common human psychology: the things you think are not worth doing tend to take a perfunctory attitude, leading to the realization of the desire for self-satisfaction gradually away.
There was once a classic line: "When a dish is made well, the ingredients don't matter, the seasoning doesn't matter, the temperature doesn't matter, what matters most is the heart of the chef.
So, what are the things worth doing? There are several characteristics of work that is worth doing: it fits our values, it suits our character and temperament, and it gives people hope.
If a person doesn't think something is worthwhile, the result won't be very good, which requires managers to be scientific and reasonable when assigning tasks.

5, Everything in advance to greet, explain their principles
Before announcing their plans or work arrangements, managers should first explain the consequences of a work error. Learn to have a target and stand firm, rather than allowing and condoning the blind optimism of subordinates.
Some managers are indifferent to the various problems that can arise when organising work, but are very upset with their subordinates when problems arise. This will only cause resistance from staff and discourage the team. This is because you have not made a statement in advance, which is against the principles of management. The right thing to do is to let employees know in advance the worst consequences of things and warn them not to break them.

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