Management crises, that is, problems associated with management, often arise in enterprises of a wide variety of professional sectors. There are many management crises associated with personnel management, production, building relationships with partners, etc. As you know, people are the most important resource of an enterprise, and in many respects the success of an enterprise's development depends on competent personnel management. Let's pay attention to managerial crises in personnel and consider several situations that can occur in any work collective.
Instructions
Step 1
The crisis associated with the rational distribution of responsibilities between subordinates. A frequent occurrence in the office - some work tirelessly and to the detriment of their health (nine-hour concentration of attention on a computer monitor), while others toil from idleness (topics for discussion have exhausted themselves, tea is drunk) and languish in anticipation of the end of the working day. Most often, this alignment occurs between newcomers and experienced employees who have already established themselves as an old-timer in the organization, and who are confident in the stability of their workplace. If this state of affairs is not stopped in time, then the discontent of the working employees will grow, and this will result in a turnover of personnel, and, indeed, valuable personnel. This crisis can be dealt with in an original way. Let the manager hire his own person whom no one will know. The task of the new employee is not only to make the impression of a hardworking person, but also to conduct an investigation to identify lazy employees and possible hazing in the team. In this way, he learns about the opinion of employees about the leadership and about the actual performance of the tasks of each employee - be it an intern or a department head. The manager can also conduct video surveillance of the department, but there is a risk of cameras being detected.
Step 2
Promotion crisis. The situation is familiar - two employees work the same period of time, but one is promoted, and the other is not. In this case, mental resentment and envy often arise. The following decision will help a fair promotion appointment: announce the opening of a management position to employees. To take it, you need to pass an exam for the correspondence of your skills and knowledge for this position. Offer to get serious training in the form of attending trainings, seminars, etc. Few employees will want to spend their free time on training activities. And the employee who really wants a career growth will try his best, which will be noticed by both colleagues and the management team.
Step 3
The crisis associated with an increase in salary. Employees demand higher wages, and directors are holding on to the budget. Hence, there is a reluctance to work, apathy for the office, hatred for the boss. Look at the situation on the labor market - what salaries your competitors have. Then evaluate the performance of each employee and, in accordance with the analysis carried out, accrue bonuses and bonuses to the really deserving employees of the increased monetary remuneration for their work.
