Six reflections on personnel management in small companies

People are subjective, and the boss is more subjective because of the money and the right. The root cause of labor disputes is often the subjective opinion of the boss – I think so, so I manage it like this – if the employee does not accept it, it must be an employee’s problem; if the employee refuses to accept it, the exchange of blood is. The trouble is that even if it is a blood transfusion, the positive state of the new employee will not last long.

The contradiction between people and people, when it comes to the roots, is to understand the asymmetry – everyone is subjective, they insist on looking at the problem from their own perspective, plus they refuse to admit their mistakes. It is difficult for the boss to admit mistakes, but it is even harder for employees to admit their mistakes. Then, as a boss, let’s take a step back and reflect on whether your views on the issue are too subjective. such as:

Should employees come to work for money?

In the boss’s subjective imagination, employees come to work for a job, and work is for money. Therefore, management and assessment are all carried out around the core of work content and economic income. However, employees only go to work for money? Just to solve the survival problem? There is nothing else? For example, for hobbies, convenience for commuting, learning technology, and borrowing platforms.

Solution: When interviewing new employees, the boss still has to take the initiative to ask, what is the company to come to work?

Will employees always do it in the company for a long time?

In general, it is unlikely that employees will retire from entry. However, the boss is often considered to be a long-term subjective, so it is not anxious for the training and treatment of employees. Slowly, I didn’t expect the employees’ interest in the company and work to continue after they joined the company. If there is no corresponding positive incentive, the enthusiasm for work has been falling so far, and it is not far from resignation.


The boss always has to tighten a string in his mind: all employees will go at any time.

When a new employee joins the job, he should still ask the employee: How long do you plan to work in the company? What factors will allow employees to leave early?

In the minds of employees, is the boss reputable?

The bosses are usually very confident and feel that they have always spoken and counted. Perhaps in the big things, the boss is still reputable, but it may be in some small things, small expenses, because the memory is not good, or feel indifferent, it is easy to appear some untrustworthy behavior. For the employees, it is small and big, if the boss does not credibility in some small things, small money, not to mention big things, big money.

Solution ideas: Regularly ask everyone if they have untrustworthy behavior, no matter how big or small.

Is the treatment reasonable?

To set the treatment, we must first look at the local market, rather than relying on the boss’s own subjective imagination. At the same time, we must also consider that the employees will definitely collect the salary and then compare. This comparison, the trouble came out. Because the boss is more objective when looking at the market, the key is to calculate the median and the mean, while the employees look at the market, it is high or low, which is a contradiction.

Solution: The method is also simple, that is, to regularly announce the local salary market and guide the employees to watch the salary. The source of this salary can be the local official website of the Human Resources and Social Security Bureau or a large human resources website.

Inadvertently offended employees?

When new employees first came, they were all very good. They couldn’t do it when they were doing it. The enthusiasm for work began to disappear, the overall state of decline and the grievances increased. These changes are often caused by these reasons:

Exclusion and pollution of old employees;

When you encounter problems in your work, you can’t get help; you are offended by your boss;

Restricted by other departments.

Among them, the biggest blow to the enthusiasm of employees is the offense from the boss. Of course, this offensive person is divided into two types, intentional offenders and unintentional offenders. For example, criticism, no face, fine, and downgrade are all intentional offenders. Now the bosses are very concerned about this. However, there are more things that inadvertently offend people. The so-called inadvertent, that is, the boss himself does not think that he is offending people, and even thinks that it is for the employees, but the result is offending the employees. Such as public recognition of employees, late wages, full-time awards and wages in wages, and market for surprise inspections.

Solution: The boss can find some employees who have no interest in the company, such as former employees who have left the company, or employees of other companies, collecting and understanding what is going to be the boss seems normal, but will offend the staff.

Is the employee a harmonious relationship internally?

The Chinese are aggressive, and no one is convinced. The “team” can only be established theoretically. In reality, it is mainly a “gang.” Therefore, in the workforce, it is difficult to say that the relationship is harmonious, and it is common for internal contradictions or exclusions. Therefore, the common praise, the establishment of internal benchmarks, the evaluation of advanced workers, the spread of the band, and so on, will not be more, the positive effect is small, the reverse effect is greater.