Under the normal operating conditions of the company, it must be that the number of new personnel has not increased and the new business is increasing. If there is no increase in personnel and no increase in new business, considerable care is required, as this has already proven that the company is already shrinking.
After the new business is added, do we have to increase the number of personnel?
If the company's new business is increased, the number of personnel must increase accordingly, and the company's costs must increase.
To increase a business is to add a person, it is better not to increase, after inviting people into the company, we not only have to Latest Mailing Database give him a salary, give him a bonus, and take care of him when he leaves in the future, many things, not a salary. On the other hand, if the new employee can work with peace of mind, if he is not at ease with the work, he will not be able to do it, and he will continue to create problems, then it is not worth the loss?
At this point, everyone may think that we must "calculate" from the side of personnel costs.
Miss by a mile!
It is not right to streamline employees, it is also wrong to fill vacancies, and anyone who makes ideas from the cost of personnel will not be a good operator.
When the business increases, it cannot be said that there is no increase in people, nor can it be said that there is no increase in people at all. Increasing people in order to increase people is a personnel burden; To reduce costs without adding people is to abuse co-workers. The Chinese saying is over: if it should be increased, it should be increased in moderation, and if it should not be increased, it should not be increased.
Earlier we talked about the analysis of whether the company's management personnel should be increased, and here we continue to analyze how the supervisor should be assigned after the new task is settled.
Here we should have a basic concept, the middle-level supervisor in the meeting with the big boss, he is completely unrestrained, but the grass-roots employees tantrums and pat the table is not too much impact, just like children make mistakes, as long as it is not too serious, adults probably will not "hold a grudge". The higher you go, the less you have this right. It is difficult for the middle manager to resist, the leader is easy to turn his face, and the work is not done by you, but just move back, and you will be long-winded for half a day.
After the middle supervisor has a meeting and receives a new task, the task must be dispatched, or he will exhaust himself.
When a new mission is assigned, there is a very obvious conflict. The idea at the grassroots level is that every time you give me an extra job, it is more of my hard work, how relaxed you are at the top level, just move your mouth, things are not for me to do, when the meeting to take on new tasks, I promised to be really fast, and I didn't think about us at all.
And any supervisor with a little conscience, he is also very embarrassed, the more basic the more difficult it is to send out, of course, coercion is certainly OK, after all, the power is in the hands of the middle-level supervisor, but this must not be a good supervisor.