Chapter 21 Chapter 21 Downward Communication (1) - Use language to motivate subordinates

To motivate employees, leaders must first figure out which factors can really play a motivating role. In the history of leadership science, the motivating factor-hygiene factor theory proposed by American behavioral scientist Frederick Herzberg is worthy of serious study by leaders.This theory is also called the two-factor theory. In the late 1950s, Herzberg and his assistants surveyed 200 engineers and accountants in the Pittsburgh area of ​​the United States.The interview mainly revolved around two questions: what items made them feel satisfied at work, and estimated how long this positive emotion lasted; and what items made them dissatisfied, and estimated how long this negative emotion lasted. how long.Herzberg found that what makes employees feel satisfied belongs to the job itself or the content of the job; what makes employees feel dissatisfied belongs to the working environment or working relationship.

He called the former motivators and the latter hygiene factors. Satisfaction of hygiene factors has an effect on workers similar to that of health care on physical health.Hygiene removes from one's environment that which is harmful to health, it does not directly improve health, but has the effect of preventing disease; it is not curative, but preventive.Hygiene factors include company policies, leadership practices, supervision, interpersonal relationships, material working conditions, wages, benefits, etc. Factors that bring about positive attitudes, satisfaction, and motivation are called "motivators."These are those factors that satisfy an individual's need for self-actualization, including: achievement, recognition, challenging work, increased job responsibilities, and opportunities for growth and development.If these factors are present, people can be more motivated.

Herzberg and his assistants conducted several surveys of various professional and non-professional industrial organizations. They found that due to different survey objects and conditions, the attribution of various factors is somewhat different, but in general, motivating factors basically belong to the work itself or work content, and hygiene factors basically belong to the working environment and working relationship. There are three success stories that all leaders should learn from, and it is also worth all leaders telling these stories to their employees to inspire employees' sense of success.

The first is a story about dreams: Ray Kroc is a salesman.He has promoted many products for decades, but unfortunately, they were not very successful, but he never gave up his dream of becoming a billionaire.At fifty-two, he was still selling paper cups and milkshake machines.Just in 1954, he found a well-run fast food restaurant and was immediately attracted by it.In the second half of his life, he ran this fast food restaurant - McDonald's.He ended up becoming a billionaire. The second is a story about the state of being: A man saw a fox with no legs living very well.He was amazed, but soon discovered that the fox feeds on the scraps of dead animals, as there are always animals eaten by the lions in front of him.So this person does nothing from now on, and concentrates on waiting for the Creator to arrange food for him.

After a few days, he didn't get a single grain of rice.Just when he was so hungry that he couldn't stand it, a voice came: "People should have surplus food for others like a lion, why should they rely on others like a fox and eat others' surplus food?" The third is a story about ideals: In ancient times, there was a bird called Peng.Once, the roc flew to the South China Sea.It beats the water with its wings on the surface of the South China Sea, and it travels three thousand miles with one slap.It flew high into the sky, whipped up a storm, and flew ninety thousand miles in one fell swoop.It flies out once, and it takes half a year to fly back to the South China Sea to rest.When it flies high into the sky, its back is against the blue sky, but the clouds are below it.The little birds living in the depression don't understand the roc.They can't figure out where the bird is flying around.

Leaders should first teach their employees to dream, and then let them examine their own living conditions, and finally determine their ideals, and strive for them all their lives. Zhang Zhi has been a sales executive in a small food company for four years.In the four years of sales work, he has been diligent and eager to learn.Every year, his sales performance ranks first in the company, and he is a role model for other business personnel, and is deeply loved and appreciated by the boss. However, when he was on a business trip to collect the company's payment, he received an emergency call from his mother in his hometown, telling him that his father unfortunately had stomach cancer and needed surgery urgently.The family has tried their best, but they can't get together the operation fee, so he needs to find a way to raise money to save his life.Zhang Zhi's mind was blank at this time, the sudden unfortunate news made this young man who never flinched from troubles shed tears of sadness.Before he had time to think about it, he rushed to the post office, took out 20,000 yuan from the company's payment and sent it home, and wrote in the message on the remittance slip: 20,000 yuan to save his father.

On the way back to the company, Zhang Zhi was scared.As a sales executive, he is very aware of the company's strict financial system and iron sales discipline.Misappropriation of public funds is a taboo for salespeople.In the lightest case, they will be refunded and fired, and in the most serious cases, they will be brought to justice.He has never made a single penny mistake in his four years of sales work, so he dare not think about it anymore. On the desk of the company boss, there is the remaining payment and a post office remittance receipt.Zhang Zhi talked with the boss for more than an hour.The boss always has a stern face.Finally, the boss said: "Take a break first, and ask Assistant Liu to notify all the sales department staff, and an emergency meeting will be held in an hour." Zhang Zhi thought to himself: This is definitely the end.

When all the sales staff sat in the company conference room, the venue was silent.After reaffirming the company's strict sales discipline and financial system at the meeting, the boss expressed his deep apology to Zhang Zhi.The boss checked that he didn't care enough about his subordinates, and told everyone that something happened to Director Zhang's family, so he lent 20,000 yuan to Zhang Zhi, and asked Zhang Zhi to sign an IOU and state the exact amount to be repaid from his monthly salary. .Now, the embezzlement of public funds has turned into a relationship of creditor's rights and debts between the boss and Zhang Zhi's private person.The company's payment for the goods was not small, and it was handed over to the company's financial department.Zhang Zhi, who has worked in the company for four years, was deeply moved by the boss's tolerant way of handling things.

In reality, many leaders are always accustomed to adopting an extremely tolerant attitude towards their own mistakes. Whenever they make mistakes, they always comfort themselves by saying that failure is the mother of success; but when it comes to employees' mistakes, they often show another face . "We pursue perfection! We don't allow failure!" Children learn to walk by falling over and over again, and they learn to speak by saying wrong words.The road to success must be full of thorns, and there is no road to success without making mistakes. In actual work, some leaders often only see a few successful subordinates, so they don't hesitate to give them all the compliments they can think of.However, for most of the "losers" who have also worked hard, they are often not paid attention to, or even their existence is ignored.Over time, employees who have failed will lose self-confidence and lose their fighting spirit.If the leaders can encourage or praise them at the right time, they will definitely regain their self-confidence and find themselves.

Throughout the ages, the winner is king and the loser is bandit, which seems to be an eternal truth.actually.This so-called "truth" is often forged by people themselves.The winners are because they put in more sweat and effort than others, so they deserve flowers and applause, which is justifiable.But what about those who fail?They have also worked hard for a certain goal.They pay no less than others, and even more than successful people. But always because of one or another unpredictable reason, he missed success repeatedly.Should their efforts be rewarded? On September 2, 1945, the "World War II" was about to come to an end.On this day, the last Axis power, Japan, will sign the instrument of surrender.On the USS Missouri battleship, people were eagerly waiting to witness this historic moment.At 9 o'clock in the morning, General Douglas MacArthur, the Supreme Commander of the Allied Forces, appeared on the deck, heralding the arrival of this great moment that attracted the attention and excitement of the whole world.Subsequently, the Japanese representatives boarded the warship, and the ceremony began.

Just when General MacArthur was about to sign the instrument of surrender on behalf of the Allied forces, he stopped suddenly. Hundreds of reporters and photographers at the scene were puzzled by this.None of them knew what General MacArthur wanted to do.The general turned and called Major General Jonathan Wainwright and Lieutenant General Arthur Percival to come and stand behind him.General MacArthur's move once again surprised and envied the people at the scene.Because those two officers occupy the most prominent positions in front of the historical camera.Generally speaking, it should belong to those victorious generals with outstanding military exploits.And now, that great honor was assigned to two men who had been taken prisoner early in the war. In 1942, Wainwright was in the Philippines and Parcival led his troops in Singapore to surrender to the Japanese army.Both had just been rescued from prisoner-of-war camps and had arrived in haste by plane. Later, people understood the good intentions of General MacArthur.Both of these men led their subordinates to endure humiliation and give up resistance after leading their subordinates to fight hard, because they were outnumbered and had no reinforcements, and in order to avoid more sacrifices under the condition of accepting the orders of their superiors.From their bodies as thin as two sick bamboos, their haggard faces, and their trance-like expressions, it can be seen that they have suffered mentally and physically in the prisoner-of-war camp.Although the victory of the war is over, Wainwright and Percival, who are the defeated generals, are also heroes.They also contributed to the final victory of this war. In the eyes of General MacArthur, as if having them standing behind him was not enough, he made an even more astonishing move.He sent two of the several pens used to sign the instrument of surrender in both English and Japanese versions.To Wainwright and Percival.In this special way, MacArthur expressed his respect and understanding to the two conscientious losers; he expressed his gratitude to them for their great sacrifice of personal fame and suffering in order to save the lives of their compatriots. To be a good manager, you can't just value those who get things done.You have to take seriously those subordinates who have done their best, even made great sacrifices, but for other insurmountable reasons, fail to complete the task.A failure may make them lose their self-confidence and fighting spirit. If you can encourage or praise them in a timely manner to let them know that their hard work was not in vain, they will definitely regain their self-confidence and find themselves.Well, next time they will most likely not be losers, but winners. Money has a potential power to influence people's behavior. A good manager will consider giving higher salaries to his subordinates, because high salaries are a never-fading trick for recruiting outstanding talents. Generally speaking, as long as the material needs of subordinates are met, higher wages are paid, and as long as the work is not particularly hard, subordinates are happy to do it.High wages are more attractive to employees.Of course, we do not deny that some companies have low wages, but their employees are relatively stable.Managers should also understand the truth that true geniuses should be priceless, even if they cost tens of thousands of dollars. A graduate student in Switzerland successfully developed an electronic pen and a set of auxiliary devices, which can be used to correct infrared photos taken by remote sensing satellites.This major invention immediately attracted the attention of the whole world.After hearing the news, a large company in the United States immediately sent someone to find the graduate student, and invited the graduate student to work and study in the United States with a favorable salary as a condition.At the same time, some companies in Switzerland also wanted to keep him.So the parties launched a fierce battle for talent.These companies have to pay him a high salary.The battle for talent is fierce.Finally, the shrewd and bold representative of the American company said: "Now we will not add it. When other companies add it, I will multiply it by 5." Although compensation is not the best method, it is often the most effective tool for motivating employees and retaining talents. Salary can provide a kind of security and can give employees a kind of relief.This is like a farmer having a piece of good land, which can guarantee a good harvest every year when the weather is good.Salary can meet people's basic living needs, and money can buy people the necessities they need.In a self-sufficient society, people can produce most of the necessities of life themselves, while in today's highly commoditized society.Everyone works for money, because money is needed to buy everything that is needed, and money is needed to pay for daily living expenses.Only when the salary can meet the basic living needs of employees can employees feel safe, and employees will be kept in their original positions to continue working. Otherwise, employees will consider other job options. The forms of incentives are divided into spiritual and material.Spiritual incentives are used to meet "psychological needs", and material incentives are used to meet "physiological needs".Because material is the foundation and basic condition of human existence, food, clothing, housing and transportation are the most basic needs of human beings. In this sense, material interests have eternal significance for human beings and are an eternal pursuit. Modern psychological theory holds that human behavior is a controllable system.With the help of psychological methods, human behavior is studied and analyzed, and affirmation and incentives are given, so that behaviors that are beneficial to production and society are recognized, and the purpose of directional control is achieved and strengthened.This will maintain their motivation and promote the maintenance and development of these behaviors. Wages and benefits are the most important form of material incentives.This is an indirect way of satisfying a need. In a sense, wages and benefits are not only the satisfaction of material needs, but also the satisfaction of spiritual needs.This is because it also serves as a badge of status, a source of self-esteem and a guarantee of security.Some foreign companies attach great importance to material incentives, and believe that this is an important means to stimulate people's motivation and mobilize their enthusiasm.Procter & Gamble was on the list in the survey report of "Top 50 Most Popular MBA Companies" by a Swedish survey agency.Coincidentally, Procter & Gamble still ranks among the best in a recent survey report on "the most popular foreign companies among Chinese college students".One of the important reasons why Procter & Gamble is so popular with employees is that Procter & Gamble provides employees with relatively competitive salaries.Every year, Procter & Gamble invites internationally renowned consulting companies to conduct market research, including the salary levels of similar industries and the salary levels of well-known multinational companies.Then adjust the salary level in time according to the survey results, so that P&G's salary can be sufficiently competitive. A scholar once said that enterprises not only need to keep people with career and relationship, but also need money and welfare to keep people. After studying the data of the past two decades, a foreign polling organization found that in all job categories Among them, employees regard wages and benefits as the most important or the second most important indicators.Wages can greatly influence employee behavior - which companies to work for and whether they do well. Therefore, how to make employees get the greatest satisfaction from salary has become a topic that modern enterprise organizations should strive to grasp.Managers should provide employees with competitive salaries, so that they will cherish this job as soon as they enter the door, and try their best to use their abilities.Companies that pay the highest wages are the best at attracting and retaining talent, especially top performers.This is especially necessary for leading companies in the industry.Higher compensation leads to higher satisfaction and lower turnover.A well-structured and well-managed pay-for-performance system should be able to retain top performers and weed out poor performers. Human needs determine the goals of people's actions.When people consciously clarify their own goals of action, and constantly compare their actions and goals, knowing their speed of progress and constantly narrowing the distance to reach their goals, their enthusiasm for action will continue to rise. A 10,000-meter runner, when people tell him that he only has 1,000 meters and he can win the gold medal by working harder, even if some parts of his body are in pain, he will be full of confidence and speed up to complete the final sprint. So, how can leaders motivate subordinates to complete tasks through goals? Generally speaking, the greater the value of the goal, the greater the social significance, the more exciting the goal, and the stronger the motivational effect.Therefore, leaders should be good at setting correct and appropriate overall goals and several phased goals to stimulate people's enthusiasm. Setting an overall goal can make subordinates feel oriented in their work, but achieving the overall goal is a long-term, complicated and even tortuous process.If there is only a general goal, it will only make people feel that the goal is far away and elusive, and it will affect the full play of enthusiasm.Therefore, it is also necessary to set a number of appropriate phased goals, adopt the method of "big goals, small steps", and decompose the overall goal into several phased goals that can be achieved after hard work.By achieving these phased goals one by one, the realization of the big goal is achieved.This is conducive to stimulating people's enthusiasm.Leaders should be good at combining short-term goals with long-term goals, continuously mobilize the enthusiasm of subordinates, and maintain this enthusiasm at a high level. When setting and decomposing goals, the difficulty of the goals should be moderate.If the goal is too difficult, it is easy to lose confidence; if the goal is too difficult, it will not stimulate the enthusiasm it should have.Only the goal of "jump and reach" is the highest motivation.Because such goals satisfy individual needs with the greatest value. In addition to the above-mentioned problems, when leaders set goals, they should also pay attention: the goals must be clear.What to do, to what extent, must be clear. Goals must be specific.What method to use to achieve it and when to achieve it must be clear. Goals must be real.It can be seen and touched, and it has reached the standard that should be tested. Therefore, leaders must not only set up lofty ideals for their subordinates, but also learn to combine this ideal with real work and advance step by step. Mr. Zhao, a successful person, recalled his growth experience and mentioned a certain teacher in the past with great emotion. He said with emotion: "Without what the teacher taught back then, we might not be where we are today." The listeners secretly guessed in their hearts: The teacher may have spoken very affectionate and inspiring words back then, but the facts are often unexpected. Mr. Zhao said that he has been mischievous since he was a child, has no interest in studying, and fights all day... In short, he is a bad habit, and no teacher can tame him.Later, a teacher became his head teacher.After he broke the head of a classmate next door, the teacher said to him angrily: "I think you are really a fool who can't help you, and you have nothing to do. If you can do something in the future, it will be like the sun rising from the west." Yes. I chopped off my finger and don't believe you can do anything..." He said that the teacher's words stimulated him a lot when he was young.He didn't expect that the teacher would look down on him from the bottom of his heart, thinking that he would not be promising.So, he decided to get rid of all bad habits and study hard... Finally, he finally succeeded.Only then did he understand the true meaning of what the teacher said. This is a typical example of using the "radical method".Grasp the psychology of the person being motivated, pour him a basin of cold water severely, and blow his emotions.In this way, he will burst out with more strength under his anger.This is actually an incentive. Zhuge Liang is very good at using the method of aggressive generals: when Ma Chao led his troops to attack, Zhang Fei asked for orders to fight.Zhuge Liang deliberately said: "Ma Chao's family has been wearing tassels for generations. Ma Chao is extremely brave. He defeated Cao Cao in Weishui. It seems that he can only be transferred back to Guan Yu." This angered Zhang Fei.He issued a military order to fight Ma Chao, and finally made Ma Chao surrender.Zhuge Liang's radical method played an important role. As a leader, there are many opportunities to get in touch with employees.Sometimes, you will find that an employee who has done an outstanding job is complacent and even a little smug because he has completed tasks well many times. He paused, and said to him: "I think Xiao Li who works with you is very good. He must have contributed to the plan you completed last time. You have to work harder..." In this way, he will feel the pressure around him, thereby restraining his complacency, and will work more devotedly.Of course, the use of the "provocative method" also depends on the attitude and psychological endurance of the employees.Otherwise, if the employee's psychological endurance is poor, your aggressive method will not only fail to achieve the expected results, but may even make him depressed. So, how to grasp the language skills of the "exciting method"?May wish to pay attention to the following points. Some employees are full of energy, have no pressure, are easily satisfied with the status quo, do not want to make progress, and have no record of outstanding work.For this kind of person, you should always motivate him and give him some important work.At this time, you can say to him like this: "Xiao Wang, this job can only be entrusted to you. I know that your work record is not very good, but there is no way, the company is really empty now. I hope you can do your best. finish it..." After hearing this, Xiao Wang will definitely feel uncomfortable, even unconvinced, and think in his heart: "Why do you say that my work is not good? I want to show you!" In this way, he will Turn your anger into work force, and go to work wholeheartedly... So, you not only use his excess energy to improve efficiency, but also give him a sense of accomplishment after doing a good job, so that he loves his work even more.This is also a technique for evaluating the work of employees. Although some employees are very talented, they have a sense of inferiority complex and are always afraid that they will not be able to do a good job. If you hit him hard at this time, he will doubt his ability even more, so you should not be too reckless when you take action, but talk about ways . To deal with this kind of employees, it is necessary to adopt the method of "singing double reeds", find someone to cooperate, one sings the bad face, the other sings the bad face, and the effect will be very good. For example, if you, as a manager, want to reprimand a young employee, you are singing a bad face.You should be tougher and stricter with the employees, and then let your assistant, the "white face", come on stage, that is, let the assistant go to him after you reprimand him.Let your assistant play a kind role and tell him: "Actually, the leader wants to use the 'exciting method' to motivate you. To be honest, he admires you very much and always hopes that you..." In this way, he will feel your expectations for him, and he will be happy in his heart. At the same time, he will also understand the pressure you put on him, so he will work very seriously and with more confidence.In that case, the effect is naturally incomparable. In this kind of occasion, the "bad face" should play the leading role, but you must pay attention to whether the assistant who sings the "bad face" is reliable, and you must not let him exaggerate, talk nonsense, or even speak ill of you behind, otherwise the consequences will be difficult. Imaginative. Appropriately use the "provocative method" on your subordinates, and you will find that their work results will be better. A successful leader uses competitiveness well, because it is a surefire way to get people up and up for a challenge.Inspiring a sense of competitiveness can keep employees motivated. Al Smith was the Governor of New York State.He once managed to use his competitive spirit to perform a miracle. At one point, Smith needed a strong strongman to lead Sing Sing Prison, the most notorious prison west of Devil's Island, which lacked a warden.This is a tricky business.After much deliberation, Smith settled on Lewis Lawes of New Hampton. "How about going to lead Sing Sing Prison?" Smith easily asked Routh who was summoned, "There needs an experienced person to be the warden." Routh was taken aback.He knows the enormity of the task.He had to think about his future and whether it was worth the risk.Seeing his hesitation, Smith leaned back in his chair and said with a smile, "Scared? Young man, I don't blame you. This is a difficult position. It needs an important person to pick up the burden and carry it on!" This remark made Routh so competitive that he eventually accepted the challenge and remained in Sing Sing Prison.Later, Laws reformed the prison, helped criminals re-behave, and became the most prestigious warden at that time. It is human nature to be competitive and challenging.For many jobs, as long as you are good at motivating, employees will definitely do it with the greatest enthusiasm and do these jobs well.For leaders to get their job done successfully, they must make their organizations competitive and inspire people's desire to excel. A successful leader should always "control his anger", keep a calm head at all times, and not let impulsive emotions disturb his reason.But from the perspective of motivation, leaders should learn to "provoke" and ignite the "fire of the heart" of employees at any time, so that their teams have high fighting spirit and good combat effectiveness. Be courteous before fighting, praise the other party first, and then point out his shortcomings when he is in a good mood. I believe he will accept it with an open mind and be grateful to you at the same time. After Cao Cao prepared to appease Guanzhong, he returned to Luoyang.However, Xu You, a powerful man in a certain place in Guanzhong, refused to surrender to Cao Cao, and even said a lot of insults to Cao Cao.Cao Cao was furious and prepared to order Xu You to be conquered.All the ministers persuaded Cao Cao to use the method of appeasement to make Xu You submit, so that he could concentrate on dealing with the invasion of Wu Shu's army.However, Cao Cao couldn't listen to it at all, and with the knife on his knee, the officials were so frightened that no one dared to make a sound.Shi Duxi, the governor of Liufu, stepped forward to persuade him.Cao Cao shouted: "I have made up my mind, don't say any more." Du Xi asked: "My lord, what kind of person do you think Xu You is?" "It's just a common man." Cao Cao said angrily.Du Xi said: "That's right, only a sage understands a sage, and a sage can understand a sage. How can a person like Xu You understand your character? Therefore, you don't have to be angry with him. Now the enemy is in the face, and the wolf is in power. But you have to shoot the fox first. People will talk about you avoiding the strong and attacking the weak. Such an advance is not considered brave, and retreating troops is not considered righteous. I heard that a huge crossbow that is tens of thousands of pounds will not shoot an arrow at a small mouse; it weighs more than a thousand catties A big stone like a big one will not make a sound when it is struck with a small grass stick. How can a little Xu You be worthy of your driving? How can you kill a chicken with a sledgehammer?" After hearing these words, Cao Cao felt very pleasant, so he readily accepted Du Xi's advice and offered Xu You a generous offer.Xu You really surrendered. In fact, leaders in modern enterprise management also need to pay attention to the methods and methods of criticism. After all, everyone has different personalities.This is well reflected in Carnegie. Carnegie's niece, Josephine Carnegie, came to New York when she was nineteen and became Carnegie's secretary.At that time, she had just graduated from high school and had almost zero experience in doing things, so she always made mistakes of one kind or another in her work.Carnegie criticized her unceremoniously.Josephine felt great pressure. One day, Josephine made another mistake at work.Carnegie just wanted to criticize her, but immediately said to himself: "Wait a minute, you are twice as old as Josephine, and your life experience is almost 10,000 times that of hers. How could you expect her to have the same experience as you?" What about the same point of view? Your judgment, your drive, etc., are ordinary. And what were you doing when you were nineteen? Remember those stupid mistakes and actions?" After careful consideration, Carnegie concluded that Josephine's behavior at nineteen was much better than he had been, and he was ashamed to admit that he always criticized Josephine harshly and rarely praised her.Since then, when Josephine made another mistake, Carnegie no longer pointed out her mistake to her face as before. He always smiled and said to Josephine: "Honey, you made a mistake, but God knows, I have made many worse mistakes than you. Of course you can't be born to know everything, success can only come from experience." Get it, and you're better than I was when I was younger. I've done so many stupid things myself, so I don't want to criticize you at all. But don't you think it would be better if it was improved like this?" Hearing such words, Josephine no longer felt stressed, but full of motivation.Later, she became a very.Excellent secretary. Everyone is eager to get the praise of others, but also fears the accusation of others.When the leader criticizes the subordinates without hesitation, even if the subordinates think that you are right and he is indeed wrong, most people will still feel unwilling and even cause resentment. However, if you can change the way of doing things first, affirm what he did right first, and then point out his shortcomings when he is in a good mood, I believe he will accept it humbly and at the same time be grateful to you. When you must criticize, you must first think about whether it is worthwhile to criticize him for this matter; whether it is necessary; whether the criticism will help the subordinates correct mistakes in future work.