Chapter 3 Chapter 3 Knowledge of Buckets

Chapter 3 Knowledge of Buckets 1. Liu Bei's Leaky Bucket Theory It is said that Tao Qian, the boss of Xuzhou Electric Co., Ltd., appreciates Liu Bei very much.He believes that Liu Bei is a young man with great wisdom and great affinity, and he is a young man with great development prospects.Tao Qian is old and has no children. He talked to Liu Bei twice and three times, hoping to entrust the Xuzhou company to Liu Bei after a hundred years.This means that Liu Bei will be able to own corporate assets worth more than 1 million in a few years. If it was someone else, it might be ecstatic.After all, Liu Bei is different. He calmly said to his boss Tao Qian: "I think you should carefully consider two aspects. Personally speaking, Xuzhou Company has condensed your whole life's hard work. As the heir, this burden But it's so important, I don't know if I can afford it. For Mr. Yu, since choosing a successor is related to the personal interests of each employee, if the name is not right, it may affect the stability of the business team. "

Tao Qian asked strangely: "I am the boss of the company, how can my choice of successor affect the stability of the business team?" Liu Bei said: "As a form of social organization, a company has two senses of ownership. One is nominal ownership. On the surface, the company is private to you and you can dispose of it at will. The other is actual ownership. From the perspective of employees, everyone works in the company for their own interests and future, so it is a public organization. The more the company can respect the personal interests of employees, the more employees have the ownership work attitude; otherwise, they will leave in disappointment. The only correct approach is to link the personal interests and future of employees with the development of the company, and it is possible to have and maintain a high-performance work team."

Tao Qian pondered and said: "I can understand what you said. You mean, I can't be partial to any measures in the company's management, or I can't show any partiality, otherwise I may abolish the public for personal reasons. From the experience of Chinese history, although there is no king in the world, any emperor prospers the world because of public affairs, and destroys the world because of private interests. Although I cannot compare myself with the emperor, the reason is the same. However, I am old, do you want me to come from the underworld to remotely control the development of the company?"

Liu Bei quickly argued: "I am very willing to inherit your business and realize your wish, and I can also directly use the existing resources of Xuzhou Company to do something without going through the hardships of primitive accumulation. It's just that I don't want to It can be seen that the normal management of the company is affected by some seemingly unfair practices." Tao Qian asked, "What do you think I should do?" Liu Bei said tremblingly: "I dare not say what you should do. I just think that a company is like a wooden barrel—you must know the famous barrel theory: how much water a wooden barrel can hold depends on the shortest piece The length of the plank, not the longest one—this metaphor seems to be able to be further extended. How much water a barrel can hold depends not only on the length of each plank, but also on whether the combination between the planks is tight. If there is a gap or a large gap between the boards, it cannot be filled with water. You may think that my comprehensive ability is relatively good, but the combat effectiveness of a team depends not only on the ability of each member, but also on the members. Only by cooperating and cooperating with members can a balanced and closely integrated whole be formed. I don’t want to see the company become a leaky bucket for some reason.”

Tao Qian's gaze stayed on Liu Bei for a few minutes, and then he smiled and said, "Your 'new wooden bucket theory'—or 'leaky bucket theory'—is really very reasonable. If you want to do it, you can use one. Bucket? I mean, how do you think you should do a good job of building team culture in the company?" Liu Bei replied: "Only management science can create a high-performance team." Tao Qian asked with great interest: "Well, well, why do you say that?" Liu Bei explained: "The entrepreneurs who have made a difference today have all come out of the market with real swords and guns. It is undeniable that they have business qualifications beyond ordinary people, such as market sensitivity, courage and courage. and other personal advantages that depend on success, so they are used to believing in their own experience and advantages, and do not believe in or unconsciously reject management science."

Tao Qian said: "Experience is a good thing. After all, 'an old horse knows the way'." Liu Bei said: "From the perspective of management science, experience is indeed a good thing. However, effective management should not stop at experience. It should also analyze and study experience to find out the key factors of success or failure, and then turn it into scientific code of conduct." Tao Qian said: "It is a smart way to sum up the principles of being a person and doing things from experience." Liu Bei said: "Why do we have to sum up these principles from experience? Nowadays, the market is changing rapidly, and the streets and alleys that have been familiar for many years so that you can walk with your eyes closed will become dizzy overnight. , There is no way to 'know the way' correctly. Relying on the so-called experience, we can only make specious judgments about the ever-changing market environment. A group of outstanding companies have suffered heavy losses one after another. Hasn't it already sounded the alarm for us?"

Tao Qian smiled kindly: "Yes, I am an empiricist who has become obsolete. Tell me, how to use management science to create a high-performance team?" Liu Bei thought for a while and said, "How to create a high-performance team is a systematic project. I need to prepare a report and submit it to you before five o'clock tomorrow afternoon, okay?" "Okay!" Tao Qian felt that he liked this steady young man more and more. 2. Five tips for creating a high-performance team Coming out of the boss's office, Liu Bei hurriedly found Guan Yu and Zhang Fei and asked them to help at night.Guan Yu said: "In terms of management ability, you are far above my third brother and me. What can we help you?"

Liu Bei said: "My systematic thinking ability is not good, and my writing ability is also very poor. You are familiar with "Zuoshi Chunqiu", and your writing skills must not be much worse. And third brother, your handwriting is good, just enough to show off Beautiful Zhang Ti calligraphy. As the saying goes: 'Three cobblers are the best Zhuge Liang.' We should be able to do well." Zhang Fei said, "You might as well go to Zhuge Liang." Liu Bei said: "I don't know where Zhuge Liang is? I can tell you that once I know about Zhuge Liang, even if he is hiding in the hut, I will invite him out. But tonight, we must complete this task." A report. I hope this report can provide some constructive suggestions for the management and development of the company.”

Just like writing a graduation thesis back then, the three brothers worked all night and finally compiled an article "Five Keys to Creating a High-Performance Team": 1. Create a supportive HR environment To create a high-performing team, management should strive to create a supportive human resource environment, including: encouraging members to think more collectively, leaving enough time for communication, and emphasizing members' ability to achieve results Express confidence.These supportive practices help organizations take the necessary steps towards teamwork as they foster deeper alignment, trust, and appreciation for each other.Managers need to build a good communication platform for this.

It is worth pointing out that although in the company, the small team of the Three Taoyuan Brothers is suspected of being a gangster, the loyalty spirit of our Three Taoyuan Brothers "do not seek to be born on the same day in the same year, but to die on the same day in the same year" is a typical example. The embodiment of team spirit. 2. Team member pride Every member hopes to have a glorious team, and a glorious team often has its own unique logo.If this badge is missing, or if it is defaced, the employee's sense of pride as a team member is shattered.Many ignorant managers don't know that the pride of team members is the spiritual motivation for members to contribute to the team.

Therefore, from creating the company's image system to encouraging various departments and project teams to create a subculture of heroism, it will have a positive and far-reaching impact on the creativity of the team. 3. Match each member's talent with the role Team members must be competent to perform job responsibilities and be adept at working with other team members.Only in this way, each member will be clear about their role, their working position in each functional process and the previous process and the next process.Only in this way can everyone who enters the team truly become a team member.If this is done, the members can act quickly according to the needs of the conditions, without the need for someone to give orders - in other words, the team members can respond spontaneously according to the needs of the work, and take appropriate actions to complete the team's goals . For example, in a certain surgical team in a hospital, if no one performs their duties at the proper time and according to the proper requirements in a certain link, the patient will be in danger.In the same way, the quality of service provided by the company to customers will not be guaranteed due to the negligence of one person. Therefore, an effective team requires the talents of each member to match the role, and requires all people to go all out. 4. Set Challenging Team Goals It is the supervisor's job to motivate the entire team to work towards an overall goal, not to emphasize individual workloads.Done well, a role model may serve as a leader; however, in a different work environment, this practice is likely to undermine teamwork. The right approach is to set a challenging goal for the team and encourage teamwork from every member.When people realize that this goal can only be achieved if all members go all out, this goal will focus the attention of employees, and some internal conflicts will often disappear invisible.At this time, if there is still someone who is selfish, others will accuse him of disregarding the overall situation.In this way, a more cohesive team can be formed. 5. Proper Performance Evaluation An effective performance evaluation system usually includes two evaluation forms: formal evaluation and timely evaluation in daily management.The reason why enterprises conduct performance evaluation is firstly to judge whether they are competent through the evaluation of employees, so as to effectively ensure the scientific nature of their matching with positions, remuneration, training, etc., which is the evaluation of performance evaluation; secondly We hope that through performance evaluation, we can help employees find out the real reasons for their poor performance and stimulate their potential. We call this the developmental nature of performance evaluation. The work closely related to performance evaluation is how to pay scientifically.As a form of recognition for the performance of all employees in the team, these compensation systems should first be designed to show the characteristics of "fairness internally and competitiveness externally".Whether it is monetary reward or non-monetary reward, its purpose should be to stimulate employees' creativity and teamwork spirit. When a project team or an employee performs outstandingly, we need to reward through performance evaluation.Many times we will find that it is not enough to just give out money or just give out certificates, but both money and certificates must be given out.For example, while awarding bonuses, trophies and certificates such as "Best Team of the Month" or "Best Employee of the Month" are also issued.In this way, those banknotes will become emotional and exciting. In informal day-to-day appraisals, you can often get more creative with emotive approaches to rewards, including fancy gifts and dinners.Luo Guanzhong often mentioned that I like to use small favors and small favors to win people's hearts. This trick has been tried and tested. As Liu Bei said, Tao Qian read the article "Five Keys to Building a High-Performance Team" the next afternoon.He said jokingly: "It seems that you are a master of team management?" Liu Bei said: "Team management involves many units and levels, and each unit and level has its own subtleties. I may do well in some places, but overall, I just have a rough understanding." Tao Qian said: "As a team leader, you don't have to be an expert in all aspects. In many cases, a rough idea is enough." first object.As for who will be the evaluator, he decided to go to Kong Rong. 3. He was a cooper Kong Rong is a scholar who is well-known for his erudite talents and moral articles. He has worked as a teacher, a civil servant, and later worked as a humanities consultant for Donghan Enterprise Group Co., Ltd. led by Cao Cao.There is a story about Kong Rong giving pears, which is passed down as a good story. When Kong Rong was four years old, one day, his father bought several pears and asked Kong Rong to choose one to eat.He chose a small one, and his father asked him: "Why didn't you choose the big one?" Kong Rong replied, "My brother is older than me, so I should keep the big one for my brother to eat." When Tao Qian was with his classmates, he asked him again: "From an economic point of view, do you think it is cost-effective to eat small pears?" Kong Rong replied: "I only gave up the pears once, but my brother loved me all my life because of it. It gave me a very high honor. If the big pear given away is regarded as a moral cost, it will be a huge profit!" When Kong Rong took Liu Bei's "Five Keys to Building a High-Performance Team" from Tao Qian, he couldn't help being surprised, and praised: "This person can be called handsome and talented!" Tao Qian asked, "How can you see it?" Kong Rong said: "There is a special power in this person. Let me call this power 'management penetration'. This power is the typical characteristic of a handsome talent." Tao Qian asked: "What is 'management penetration'?" Kong Rong said: "'Penetration of management' refers to the ability of subordinates to complete their work actively through the deployment of managers. In fact, it is the real leadership of managers to subordinates. The penetration of management emphasizes the work of subordinates initiative, emphasizing the authenticity of leadership possessed by managers." Tao Qian asked, "Why do you think he has this kind of 'management penetration'?" Kong Rong said: "This person has a very strong sense of teamwork and has such a strong interest in management. It is conceivable that he is so-called handsome. As for the penetrating power of that kind of management, we can also see some movements from this article. Scholar Speaking of 'cultivating one's morality, governing the family, governing the country and the world', this person is quite aware of the point of 'self-cultivation'. In this impetuous business era, being able to achieve such a level of cultivation is already regarded as an outstanding person. From this, it can be concluded that this person is emotionally He has excellent performance in control ability, communication ability, coordination ability, etc. Once he takes on the important task of management, he will inevitably use his affinity and prestige to unite his subordinates around him, so that the entire team has cohesion and combat effectiveness." Tao Qian said: "Prestige is indeed one of the essential qualities of a manager. But to say that a person is handsome just based on this point is a bit general." Kong Rong said: "Prestige is only the first level to evaluate whether a person is handsome or not. There is also a very important level, which is information management. Many managers with mediocre qualifications like exclusive access to information. Show a superior leadership image; secondly, this unequal information relationship can also allow him to have arbitrary decision-making power. On the contrary, a rational manager will share information so that employees A better understanding of the actual situation around them will help them recognize the goals of their work, thereby promoting democratic decision-making and mobilizing everyone's enthusiasm for work. I think this person is quite open-minded, and will inevitably create a new atmosphere on this point .” Tao Qian said: "If people who like to share information are handsome, then all journalists in the news industry can be general managers." Kong Rong said: "People evaluate whether the emperors of the past dynasties in China are wise emperors, mainly to see whether they can communicate effectively between the emperor and his ministers, and between the emperor and the people. The same is true for the managers of enterprises. If managers and subordinates can communicate frankly with each other, it will be possible to achieve Managers and subordinates think differently, so that managers can understand them from the standpoint of subordinates and appreciate the hardships of subordinates, which can further enhance subordinates' recognition of work value and support for managers. This person believes that effective communication It is to create a supportive human resources environment. With this vision, you can see your mind, which is the third level for me to judge whether he is handsome or not." Tao Qian said: "The chairman of the labor union is very good at communication, but no one thinks that he needs the outstanding management ability of the general manager." Kong Rong suddenly realized something, laughed, and said with a smile: "An excellent manager will also establish a relationship of mutual trust with his subordinates. Trust can make subordinates believe that following you is valuable, and they will be more motivated by this. Engaging, being more proactive, being more empathetic, and working harder will not only reduce the friction in coordination, but labor efficiency is also incomparable. There is no doubt that this person also wants to implement performance evaluation in management to achieve Mutual trust between managers and subordinates, so that the team has a spirit of cooperation. This is the fourth level." Tao Qian said: "That's right, this person talked to me about the 'leaky bucket theory' the day before yesterday, and he mentioned the mutual trust between the boards and teamwork when hooping the bucket. He used the bucket hoop as a metaphor for team building, It's quite appropriate." "Then," Kong Rong asked jokingly, "Brother, do you intend to ask him to be your successor? Choosing a successor is the same as choosing a son-in-law. You have to pick out the best ones, right?" Tao Qian sighed and said: "Recalling the past, you and I were young classmates, full of vigor... In a blink of an eye, I was already sixty-three, and my temples were already grayed with snow. However, the Xuzhou company that I have worked hard for many years is just like what you described That way, it’s like my own daughter—you have to entrust it to a good family boy.” He grabbed Kong Rong’s hand and asked cautiously, “Old classmate, do you think we won’t be mistaken?” Kong Rong comforted him and said, "Trust me, that's right. Your 'son-in-law' is definitely an excellent cooper." 4. Comments from the author "Sun Tzu's Art of War" begins with a clear statement that "Tao" is the first factor to win a war.The so-called "Tao" is to make the values ​​​​of the subordinates and the leader consistent, so that the subordinates will live and die with the leader, will not be afraid of any difficulties and dangers, and show a noble dedication. In this era of fierce competition, enterprises need the dedication of employees more and more strongly, but on the other hand, the dedication of employees is so rare that it has almost become a myth.The reason for this situation may be due to management's mercenary Figure, seriously hurt people's value self-esteem, dedication and even became the object of ridicule.The enterprise is caught in a dilemma, but it is still like a "leaky bucket", always unable to achieve ideal cost management and profitability. The hoop bucket is a people-oriented management philosophy, which can have a guiding influence on your every personnel decision, so that you can establish a value-based labor relationship and cultivate a strong sense of teamwork and high loyalty. degrees of employees.As a manager, you need to hoop this bucket.