Technician management

1. Give more carrots and fewer sticks. 2. Respect the work of technicians as well as their dignity. 3. Leaders should act fairly and set a good example. 4. Reduce the concentration of power at the top and delegate responsibilities downward, and so on. It is recommended to read about “Chinese-style management””

I have been working in process technology management for about half a year now; the team of technicians consists of around 20 people, two-thirds of whom have less than 2 years of work experience. Here are some insights: (1) The division of tasks should be specific and clear; depending on different levels of ability, roles can be divided into supportive and guiding types. Those with higher abilities should be given more autonomy, while those with lower abilities need more guidance and supervision. Sometimes it’s important not to oversee them too closely, as this may cause resentment; a balance between strictness and flexibility is necessary. (2) Hold regular technical meetings and require the submission of periodic written work reports (briefings), as well as special summaries for projects (in the correct format, with sufficient content and clear conclusions), in order to foster a habit of writing reports. (3) Provide more encouragement and guidance, lead by example, strengthen learning and training, encourage proactive learning, and help people develop a correct understanding of their strengths and weaknesses in their work. (4) Gradually raise the requirements: not only should basic information and data be reported, but the data should also be analyzed and evaluated in greater depth, so as to proactively identify problems and propose solutions, enabling subordinates to take on responsibilities. The ultimate goal is to build a technical team that is \"automatic and self-motivated\" with a strong learning atmosphere within about 2 years. There’s still a long way to go.

Provide adequate space, give more guidance and less criticism; at the appropriate time, pass on some technical knowledge to the technicians

Respect implies treating everyone equally; technicians are usually students with high standards, and they have a strong sense of initiative, so it’s important to provide them with guidance. If most people lack enthusiasm, then it’s time to reflect on the systemic issues!

Respect their judgment and decisions; if there are disagreements, they should be discussed thoroughly so as to motivate them.

Assign different people to manage them, taking into account each person’s temperament and living habits. Those who are lazy need to be kept under constant supervision, while those who are diligent can be given a bit more freedom.

(1) The division of tasks should be specific and clear. Depending on different levels of ability, roles can be divided into supportive and guiding types; those with higher abilities should be given more autonomy, while those with lower abilities need more guidance and supervision. It is important to avoid being too controlling, as this may lead to resentment; a balance between strictness and flexibility is necessary. (2) Hold regular technical meetings and require the submission of periodic written work reports (briefings), as well as special summaries for projects (in the correct format, with sufficient content and clear conclusions), in order to foster a habit of writing reports. (3) Provide more encouragement and guidance, lead by example, strengthen learning and training, encourage proactive learning, and help people develop a correct understanding of their strengths and weaknesses in their work. (4) Gradually raise the requirements: not only should basic information and data be reported, but the data should also be analyzed and evaluated in greater depth, so as to proactively identify problems and propose solutions, enabling subordinates to take on responsibilities.

Leaders should have the ability to recognize talent, possess authority and charisma, be capable of making decisions, take responsibility, and pay attention to continuously developing their subordinates. Money is useful, but it’s not reliable; what you should choose is someone who can work well with you, not necessarily the most capable person. This concept must not be overlooked. Just choose the right person for you, keep them, make use of them, and treat them well. That’s all there is to it. In short, it all depends on leadership; don’t make excuses about how young people are these days. One soldier bear makes a small group; a nest of general bears makes a large one – an absolute truth. Some leaders feel that everything is as fluid as a wild horse, allowing for easy control. :)

1. Ensure a reasonable work arrangement so that everyone has something to do; 2. Conduct proper ideological work with technical staff to foster a positive attitude, a commitment to learning, and a spirit of striving to overcome technical challenges. 3. Strive for good treatment for technical personnel. 4. Technicians should go to the grassroots more often to avoid a disconnect. 5. Technology serves production. 6. Promote technical personnel to leadership positions at the front line of production. 7. Foster unity and avoid being condescending. 8. Proactively address various difficulties faced by technical personnel.

A few more words. When listening to my manager analyze this issue recently, he mentioned two important factors: corporate culture (mindset) and employee competence (skills). Increasing initiative at work is not just a matter of mindset; if one lacks the necessary skills, good intentions may still lead to bad outcomes. Execution ability and the capacity to carry out tasks are issues that need to be addressed together.

Thank you all for your guidance! ! ! !

My feelings: As a technician, one must be diligent and eager to learn； Work diligently and down-to-earth. Lack of practical experience is a stage that all newcomers go through. If one does not put in the effort to study, observe, and analyze problems, how can they expect to solve them? Can work experience be accumulated? There are things that cannot be taught ； Does every event have to be experienced in order to solve the problem? The work is quite superficial; there are many such college students around me.