How to manage to achieve high labor efficiency? The ultimate difference between managing a company with high labor efficiency and one with low labor efficiency

Managing a low-efficiency team vs a high-efficiency team, it turns out there is a big difference! Boss, stop being busy!

Want to die quickly? Then use the management elite's method to manage a group of employees who are just idling around.

I'm not exaggerating. This is a lesson we learned the hard way from our own personal experiences.

High-efficiency company: Like driving a Lamborghini, you can fly with just one step

What is high labor efficiency? It means that there are not many people, but one person can do the work of three, and the profit is as high as a roller coaster.

Most high-efficiency companies have recruitment standardsAllPut it very high.

Ordinary positions require a bachelor's degree or above, and core positions all require a 211 university degree or above.

What are these people like? They have thoughts, ideas, and the ability to execute.

You give them a direction and they can run a hundred meters.

You tell them one idea, and they can give you ten solutions.

They naturally hate being controlled and value freedom, self-motivation, value realization, and personal growth - a whole set of words that sound like "metaphysics", but if used well, they become fighting power.

So when we manage them, we emphasize motivation.

The way to manage is not to require them to punch in at a certain time, but to help them see their own track clearly.

It’s not about telling them what to do, but about making them realize that the best reward is for them to make achievements on their own.

To be honest, we are more like "coaches" than "managers" most of the time.

They are driven by honor, goals and a sense of achievement.

We give them freedom and goals, and the rest is up to them to work on.

The results are also obvious: profits soared, the team stabilized, and involution became an "internal combustion engine."

Low-efficiency companies: like pulling a cart, it will explode on the spot if you don’t pay attention

There is one exception, a company with a traditional business model with a large number of people.

There are a lot of people, but the efficiency is extremely low.

This is not to say that they don’t work hard, but their character settings are completely different.

Most of the employees have low education, and most of them are people who "treat work as a job".

We made a big mistake at the beginning.

We thought we could manage them in the same way we manage highly educated employees, using trust and motivation.

But reality gave us a loud slap in the face.

Do you know what happened?

As soon as we relax a little, some of them start to be lazy and exploit loopholes in the system.

Once one person drills, others will follow suit, and there is no psychological burden at all.

This is not an individual problem, it is a cultural problem.

It's not that they are bad, but that they live in another system of rules.

So we started to fight back.

Continuously improve work standards and establish a strict punishment mechanism.

We have developed an incredibly detailed operating procedure.

Anyone who violates the rules will be dealt with immediately and without any ambiguity.

At the same time, we began to strengthen education at the value level.

Talk about loyalty, responsibility, collective honor, and the saying "If you don't work hard, others will take the blame for you."

Slowly, employees' performance began to meet our expectations.

But behind this "slowly" is our countless volcanic eruptions of communication, and the process of personally taking part in the process and plugging the holes one by one.

Highly educated employees need systems, low-educated employees need rules and rituals

Some people think that only low-educated employees need systems, but you are wrong.

Highly educated employees also need systems, but what they need is clear goal orientation and growth paths.

What low-educated employees need more isSense of rules和Sense of being regulated.

For the former you have to motivate him, and for the latter you have to "control him".

If you're not watching him, he'll slack off.

If you don't set any punishment, he will treat the rules as bullshit.

If you don't explain the interests clearly, he will ignore your "vision".

Sometimes, they even believe in something more attractive, such as "bonuses for punching in on time" rather than "your future career development."

This is the difference.

It's not which one is more noble, butDifferent races have different ways of breeding.

The truth about management: There is no universal formula, only "adaptive system"

Looking back now, we realize:

Most of the management tricks circulating on the Internet are designed to cheat people.

“We need to stimulate employees’ intrinsic motivation,” “We need to create a flat organization,” “We need to build a learning team” - these all sound good, but if you actually use them on a factory assembly line, accidents will occur.

Management methods must be treated differently for different companies, different stages, and different groups of people.

You can’t use the iPhone user’s thinking to do itAndroidROM adaptation.

I can speak some truth about management because I have experienced two extreme types of companies.

We know what works.

We know that it is not about "generating electricity with love", but about "lighting the right lamp with the right voltage".

This is why, once you understand this, you can immediately find a breakthrough that suits you.

We are not the ones who give answers, we are the ones who provide different "possibility maps".

Management is not about unification, but about classification.

The management of modern enterprises should be more like advertising.

You can’t just put one set of posters across the entire internet.

You need to use different creatives, different landing pages, and different CTAs (Call To Action) according to the audience.

Similarly, employee management also requires precise targeting.

A high level of education requires a sense of direction, a sense of challenge, and a sense of participation.

People with low education need a sense of rules, constraints, and rewards.

If you use the wrong "target", the conversion rate will be 0.

Once the match is successful, even traditionally inefficient industries can create miracles.

Final Thoughts

The difference between high-efficiency and low-efficiency management is not the difficulty, but the completely different thinking mode.

1. High labor efficiency relies on motivation, while low labor efficiency relies on management and control.

2. Employees with high education focus on internal motivation, while employees with low education focus on external norms.

3. High labor efficiency is about addition, while low labor efficiency is about subtraction + avoiding loopholes.

4. Don't use the wrong method, otherwise no matter how hard you try, it will be useless.

You think you are a "bad boss", but in fact you are just driving your sports car like a tractor.

So, if you are running a company now, ask yourself:

Which management model are you using now? Are your employees sports cars or carts?

Only when you identify it correctly can you step on the gas, brake, and turn accurately. Otherwise, no matter how well you steer, you will just be spinning in place.

Now, it's your turn. Review your team and choose the key that really suits you. Open the door to efficiency and move forward at lightning speed.