How Should A New Supervisor Take Office?

　　 New supervisor One Assume office Always want to create a new atmosphere, but do not transform the head, but instead cause the opposite effect. reform It should be like diving, splashing water, the smaller the better.

No fear of change can lead to a renewed life.

Everyone is a different individual. Habits and attitudes are different in ways of doing things. When a new supervisor arrives, he will not be the same as the old supervisor. It seems that the newly appointed supervisor has to change the habit of the team. It seems that he has made a long lasting effort to give people the impression of three new jobs.

No matter which supervisor, he would like his department to become better and better. It is inevitable that people will feel that the original situation is good, why they should change, or even feel that it is the best way to change. We need to understand that change is necessary and we must be brave enough to face it. Even if people do not change, we must change our ideas before making progress. Different people have different advantages and blind spots. After experiencing different supervisors, if the team can absorb the advantages and reinforce the blind spots, it will naturally upgrade the units. Therefore, when facing new supervisors, they do not need to be regarded as a flood. They should learn different ways of doing things from the new supervisor. Otherwise, the new manager is trying to change the present state, and the team is also trying to fight against change.

Of course, new managers may not be entirely right. As a subordinate of new supervisors, they should express their ideas frankly, and allow them to accept each other through informal communication, so that the running in period will be as soon as possible and the sense of discomfort will be reduced to a minimum. Of course, confronted with very stubborn executives, it is difficult for them to recognize their subordinates, leaving their jobs, lowering their morale and tensions, and even the whole unit behaving in disorder. These negative effects will arise, and supervisors usually have greater responsibilities. In order to change a unit to have plenty of time, the new supervisor does not have to rush to take office to make a big adjustment. This will cause a great rebound, especially if people have feelings of nostalgia. Any criticism of old supervisor or old practice will cause a rebound, so we must accept it at the beginning and change it slowly.

　 Change is like diving. The smaller the spray, the better.

Acceptance does not mean complete acceptance, and acceptance is to understand the value of the original culture and practice, to eliminate the need for change, and to make use of skills and gentle steps to avoid repugnance. Of course, the most important thing is to pick up a knife and axe to carry out the so-called change. In fact, it will produce very great resistance, and even produce a situation that is contrary to circumstances. Unless the original culture is very bad, it will need to be changed by subversion. Generally speaking, companies that can survive in the present environment have a rather bad culture and practice.

If the new director is excluded from the company at the beginning, it will be more difficult to carry out other work in the future, and will not be accepted by the original team. I think transformation is like diving, and the smaller the splash, the less perceptible it is, the better way, that is, a potential change.

After all, "change" has been accepted as a general rule. No matter what the supervisors or subordinates should regard change as a normal phenomenon, they should also fully communicate with each other and avoid unnecessary speculation.

Of course, those who are welcome and competent are the best. We should be selfish in doing things, but we should put ourselves in others' shoes.