How do post-90s managers deal with subordinates born after 70s and 80s?

In the workplace, more and more post-90s have taken up management positions, while post-70s and post-80s have become their subordinates. Differences in age and thinking will cause many problems at work. How should a post-90s manager deal with subordinates born after 1970s and 1980s? Three methods are recommended for reference:

0 1 Enough respect.

As a manager, the post-90s generation will definitely suffer in age. Therefore, at the beginning of management, we should give enough respect to the seniors born after 70 s and 80 s, especially the senior employees and business backbones in the department. Only by uniting the team can we go further together.

In terms of colleagues, use various channels and ways to increase communication opportunities with colleagues. Don't be superior just because you are a leader. Everything must be forced to obey you. We need a flexible buffer to gradually build our prestige.

Focus on results

A good manager needs to create a distinctive departmental incentive system under the management regulations of the higher authorities. Combine the key performance of the department and conduct a fair performance appraisal for each position. Promulgate appropriate evaluation standards and promote the "result-oriented" incentive model.

Let employees who have made great contributions and outstanding performance get corresponding reports; Let "loafers" be superficial assholes and stop making up numbers. At the same time, after a period of assessment, find talented and loyal partners, bring them into your small circle, have your own people, and you will feel at ease in the follow-up work.

03 Clear distinction between public and private

As a manager, the post-90s generation needs to make the company clear. The premise of convincing the public is not to substitute personal emotions into work. In the workplace, "taking things for people" is advocated, but many managers can't do it.

After work, post-90s managers may wish to share their personal hobbies with you. During the break, join one of our the glory of the king games, share some interesting things and increase the interactivity of the team.

Respect enough, result-oriented, and distinguish between public and private. When the post-90 s managers get along with their subordinates after 70 s and 80 s, the effect will be very good.

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