Employees can fire BOSS

At SEMCO, a leader in Brazil in South America, an innovative company owner Ricardo Semler, work practice, called “participatory management. His approach to be bound by the philosophy of “seven days a week. And his work has been extremely successful in the past 25 years as a result of this practice. SEMCO is known worldwide for their revolutionary business practices and its amazing success . Brazil difficult political and economic climate in many companies and major accidents with the ups and downs of the economy. But SEMCO. SEMCO wind in its sails, as their work is fully competent. Indeed, if the boss is not there for workers (or even how) to call, you can shoot him (or her, but most likely is the attention that women are generally more like)!

HIRE WORKERS HEAD

Not only that, in fact, made for new employees, people who interview candidates for the new position are exactly the people who work for a new chief. Its staff to nominate him (or her) that my boss and he (or she) has an opportunity for people working with and they will decide whether to work with these people or does not meet the requirements. Very different! SEMCO, but extremely effective, as they represent the interests of their first employees.

Working as a joke

Ricardo Semler, the success is that the work of the fun. Semler for the secret of success in business makes its employees achieve a balance between work and personal passions, so much more fulfilling. This is life, joy, inspiration, and personal and financial freedom through each day, seven days a week. And the road is the importance of workers in the company and not the reverse applies. The way to do this is to find the cause of the interests, talents and skills of workers and to protect them, help them make the best choice for themselves, their hopes and dreams of the organization.

Self-motivated COMPETITION

If the employee’s personal expression and to find meaning and satisfaction in the work they do best. No need to artificially high costs for the organization to be motivated. They are highly motivated. The cheapest and best form of motivation. And what makes each company in the world of dreams? A highly motivated and working up, labor, passionate, productive and profitable. And this is Semler. Surely not everyone has the opportunity. As Semler proposes in his book “The seven weekend days, there will always be people who just rock to work every day and do good. But if you surround yourself with positive people can significantly improve positive. And day penny drop. Type Semler, and provides no ontological coaching training for their employees work. And with a wealth of knowledge and a door that can open a world of new opportunities for most people.

Meander AROUND

And to achieve this alignment of interests than SEMCO, so that people can throw around. Sounds crazy to think of traditional business, but it works for Semler. Allow people to move the company to a service or activity or group of people who get the real resonance with the search and save destination SEMCO is 99 to 100 people. If you like what you do every day of the week, although only 5 days a week or so, and if you want to do is work with what society should do we should focus not only the principle of “participation management, but also the beginning of the involvement of “capitalism.”

A good example – I always think it’s a good administrator to find out what your computer. Even if your hands have done, you have to respect this team and they believe they deserve a leading global vision for what the team does. If not, it will ultimately be the best manager of resources.

Learn to delegate – one of the hardest things for new managers and delegate to other team members trust. Normally, if a good step in the shoes of an engineering manager, he wants to do everything himself – not to fall into this trap. Please feel delegate that responsibility to his team, his team and not choke growth in the situation. And you know what delegation is one of the hardest things that a good manager must learn to do better. It is the confidence and ability to succeed without micro-management

Do not micro manage. Nobody is interested in micro-management. One of the things you can learn a new manager, responsibility, that people, most of them a challenge. Give them a chance. Behind, you can monitor the overall goal, but not to go to ask members of your team every half hour, what is happening

Take care to protect – as a director, it is important to “care” team with character, that meet the serious criticisms of the other organization. But beware, more effective protection. A good manager will always be compared with a positive review to ensure that while his team is motivated and happy, they know their weaknesses, that can be improved. It is your responsibility to ensure his team on the road to continuous personal improvement. The worst thing we can do is go under the impression that they are “good” and overlook the areas to be improved.

Steps to plan your team members in advance (usually at least a year) – so you can track progress through specific years. His team is entitled to know how they perform objectively

Advantages of taking seriously the comments of the work – in a typical enterprise depends on the formation of the team largely on the skills of passing control. Must be timely and objective as possible. If you return a problem with a computer, a step ahead and think like a problem with a team member or with you. If, before the first review if it is unique, due to special circumstances or recurrent problem corrected. Give opportunity for teams to enter what I think it should. More importantly, on the basis of their relationship. If the administration is not always right. I left it on the road – is a 2-way learning process, his team and his team. Improving oneself is necessary for me to improve as a manager and a leader.

All work and no play … – There is too much for the “results fixed” and “planning”. Take time to get your team to lunch or party. Challenge your team – from time to time to achieve the objectives of their team more than they think they are easy to make. Sometimes team members need an extra boost to their perceived limitations to innovation.

Recognizing individual and team – I personally believe that both are crucial. Team recognition reinforces the morale of individual recognition is motivation, and urges another challenge

To set individual recognition (or lack thereof) – as I said, my personal opinion is ready for individual recognition, as well as the collective consciousness of the buttons. However, remember that the right to challenge the other team to your question about why they were not found. As a good manager should be able to respond to the specific achievements are missing because they were not recognized, while others have been. If your answers to the objective without confrontation, will be generally accepted and seen as contributing to you when improvement. Before rotten apple, and other vegetables – Remember that not everyone is in each work. If you have a person charged with responsibility in a given area and for some reason, this guy is not in his job, not only to explain that is not “worthy” on your computer. often simply return to the responsibility of other things, change dramatically

Be there in times of need. It is time for everybody when they face personal or family problems. Who really help in these times of need, that the conclusion of lasting friendships. Much help the team in difficult times, asks for their help. Remember, this is – Jobs come and go, and to disband the team, but friendship forever. If you really help a person in times of need, never forgotten and that is what builds loyalty