Forklift manufacturer China: respect employees' ideas

Forklift manufacturer China learned that in the actual work process, some managers only attach importance to the idea of excellent talents, but often ignore the idea of ordinary employees, which is also wrong. Even if they are not the most valuable employees of the company, their ideas will have merit. The pallet truck manufacturer believes that we should not treat each other equally and be good at finding the flash point.

Forklift manufacturer China believes that the general manager of a company has done a good job in this regard. His company has been established for a long time, and the old subordinates who had worked for him have been conscientious in the position of ordinary employees. Now, the company has developed, and many young and promising new employees have been recruited. They are talented and ambitious, bringing endless vitality to the company. Soon, the pallet truck manufacturer learned that most of them became supervisors and managers with their own abilities, and managed these old subordinates.

Once, the forklift manufacturer China heard that there was a dispute within their company about whether they should develop overseas markets, and the barriers between the two sides were clear: the young managers cited the classics and said that developing overseas markets is the main driving force for the company's sustainable development; The old subordinates felt that the current situation of the company was not suitable for such a big move, and hoped to steadily and gradually expand the scale. Obviously, young managers have an advantage. They are capable and pioneering, and their achievements after entering the company are obvious to all. However, the old subordinates are generally considered to be a little rigid in their thinking, unable to do things without their hands and feet, and their position in the company is not as important as that of the young managers. "The good time of their entrepreneurship has passed, and now is the time to reuse young people." The pallet truck manufacturer told everyone that the company's management generally believed that.

The forklift manufacturer China learned that the general manager understood that the young managers' words were reasonable, but he did not ignore the opinions of the old subordinates. In the absence of a choice, he took it as an experiment to let the department in charge of the young manager who was the most vehement advocate develop, instead of putting the whole company's energy into it. Soon, the department received a large number of overseas orders. The young manager was very proud and advocated that the whole company should develop overseas business immediately, but the old staff still opposed it. The pallet truck manufacturer told everyone that the general manager, out of respect for their ideas, still did not fully adopt the opinions of young managers, even though he was shaken.

The forklift manufacturer China learned that it was not long before the department was returned because the products it produced did not meet the international standards, and then the customer complained because the company could not keep up with the company and could not complete the overseas orders on schedule. Facts have proved that the company does not have the ability to develop overseas business at present, and the opinions of the old subordinates are correct. The young managers were silent, and they learned to respect the ideas of these "old guys", and learned that the ideas of ordinary employees are also valuable. The pallet truck manufacturer told everyone that the company worked together and the team cohesion was significantly enhanced due to the admiration of the general manager for respecting ordinary employees.