2012年6月19日星期二

Why do I like asking "why" of employees

You do what and how to do this is very important. But "Why" to do it for you laid a successful foundation.

The power of "why"

An experiment done by the University of Pennsylvania Wharton Business School embodies the power of "why". Description of the center of the University of telephone call asking for donations to the alumni employees as experimental subjects, they will be randomly divided into three groups: the first team to read the benefits of early employees to write about the phone calls (such as to improve communication and marketing capabilities); students before the second group learned from the benefit of their scholarship, the scholarship is how these students' education, occupation and life has had a major impact; the third group is a control group, this group of people something of what attachment did not read, when they call to alumni to explain the purpose of the telephone, and then request their contributions.

A month later, the researchers found that the first group and third group collected the amount of money before the start of the experiment is similar, but the second group (this group of people realized that this fund-raising scholarships for students) collected the than their own before the start of the experiment, more than double the money.

Because the second team to understand the importance of their work - the "why" of their work is very important - this is clearly an important reason to promote the effectiveness of their work. Another way I like it: a good salesperson will explain to you, a better sales staff will show you.

I pulled so much in order to illustrate this - you do staff training, the most important one is to train them to ask "what". This is not to let you back cold? Do not worry, let me explain.

Why the conventional wisdom no longer applies

When the employee questioned why the company is in a particular way of doing things when you can give him a reasonable reason, then the employees will know what he doing is meaningful. If you can not give "We have been doing so other than the answer, then your employees will rethink their motive. If you do not know why you are doing, then you should like to thank the staff sounded the alarm for you.

This also applies to staff training. When I listen to the trainers describe the trafficking of the envelope the most effective way "or" the best way of recruiting a great candidate, and even the preferred way we answer the phone when I look forward to hearing them speak not only only how to do it, but why do it.

The conventional wisdom preached what the boss said, the staff on what to do. However, this is just with us should be reversed, because the real things sometimes have better ideas.

Innovation is not just the leaders of thing. You should be a lot of attention to staff who respectfully ask "why", because they prove that the work being done there is great interest and curiosity, which may enable them to embark on the post of leader. You should encourage them to say the proposal to seriously consider their ideas.

Finally, the ending words of the famous educator Diane Ravitch: "know how things will be a good staff, there are always jobs waiting for him; know why such things were always in front of that person's boss".

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