Baking Management Talk

Many middle-level managers of baking companies are promoted from the basics.

Managers who are promoted without professional training usually carry out their work in the same way that they have brought their leaders in the past, and may not be able to effectively apply the management methods that have been applied to them

In fact, in addition to this problem, there are other contradictions and disharmony in internal promotion, so how to solve these problems? It is a way to help new managers with simple standards and tracking models.

First of all, it must be recognized that everyone has their own individual side.

How to manage past colleagues is not an easy task

Faced with this situation, there are three solutions: First, give the new manager enough patience, and active care and help can make him go through the break-in period quickly; Between people and things, focus on things, not people; thirdly, compared to flattering team building, the action that is more conducive to new managers is one-on-one communication, and the content of the communication should revolve around the team's common goals expand upon completion

Specifically, assign tasks when they are busy or challenging

Employees in an enterprise are definitely not machines, and they will have their own ideas, habits and preferences at work

A common challenge for novice managers is not knowing how to give employees feedback

Newly promoted managers may not consciously take the initiative to give feedback to employees at first, and regard this work as an administrative requirement of the company and complete it as a routine like submitting a report

More often, the trouble of new managers is that they don’t know how to give feedback, they are always worried about hurting their subordinates’ self-esteem, and they don’t know how to deal with tense and conflict situations

Some managers will communicate in a way that avoids the most important things, as if to avoid conflicts.

　　There are also some managers who may not care too much about the thoughts and reactions of employees, and only hope to persuade employees to admit the problem through power, but arouse the defensive reaction of employees.

　　To deal with such problems, you should first have the correct way of thinking: whether it is criticism or praise, you need to grasp the proportions, and the grasp of the proportions depends on the nature of the matter and the personality of the employee

　　Although the above methods are not enough to cover all the problems and challenges encountered by new managers, one thing is very clear.

(Mochin)

　　"China Food News" (05 edition on August 15, 2022)