1. Mutual influence, the group becomes stupid,

2. Personal bias affects the accuracy of employment and narrows the field of vision.

3. It relies too much on people’s experience and intuition rather than mechanisms. It is prone to deviations, cannot be expanded and is difficult to teach.

4. Errors in judgment caused by urgency. Urgency vs. caution are easily mutually exclusive.

Negotiation Interview Method: Steps

interview:

Written record:

The meeting decided:

1. Do you admire this candidate?

2. Will this candidate improve the level of the team he or she is about to join?

3. To what extent is this applicant likely to become a "super star", such as unique skills, interests, hobbies, and ideas that can activate the work atmosphere for everyone?

It is best for the hiring manager to personally send the offer notice to the candidate and promote the position and company to the candidate to reduce variables. For recruiters to stay in touch, it’s important that your stance be sincere and personal

What are the biggest issues with your existing interview process?

What's the biggest highlight?

Does the heckler interview method provide any inspiration for optimizing your existing processes?

A single individual, not bound by competing responsibilities, owns a single project and leads an independent, largely autonomous team to achieve its goals

1) Technology dependence reduces efficiency

2) Dispersion of energy,

3) Slows down innovation, affects morale, and deprives the team of rights.

feature:

benefit:

Management Method 1: Single-Threaded Leader

Management Method 2: Press Release Work Method

When a problem arises, solve it with certainty and determination. It is easy to fall into the trap of "solving the problem"

Managers are getting busier and busier, and have no time or energy; as for their subordinates, they have not grown or made progress, and they want to ask you for answers whenever something happens. Once something goes wrong, they may still say, "This is what the leader meant" or "It was the leader who asked me to do this..."

Excellent managers need to practice one more step on top of this: constantly summarizing and refining, and forming rules.

The time teller repeats instructions, while the clock maker sets goals.

Those who tell time solve problems in a simple way, while those who make clocks solve problems in a long-term way.

A unique standard

Before an employee does something, let him clearly know: goals, standards, requirements, bottom line, misunderstandings, when the results will be released, and when to report in the middle, all are agreed with him in advance.

When it comes to consensus on rules, don’t think that saying it once is enough. Say it at least 3 times and repeat it to him at least once to make sure he really understands and accepts it before letting him start executing it.

Human needs are divided into five levels: physiological needs, safety needs, love and belonging needs, respect needs, and self-actualization needs. , the higher the level of needs are satisfied, the higher the level of human happiness will be.

Let employees feel a sense of belonging, gain respect and recognition, do not coax them, you can be strict, as long as it helps them grow and succeed. recognized, seen

Inspiring another person brings a great sense of accomplishment. In the process of motivating others, you will also receive feedback.

backward compatible