How does the company do a good job in management?

Introduction: The fundamental reason for the emergence of management lies in the contradiction between the unlimited desire of people and the limited resources owned by people. In order to solve the limitation of human resources relative to human desires, people have proposed a method to coordinate this contradiction? Scientific management. How does a company do a good job in management?

First, you must obey

As the saying goes: If you want to lead an army, you must first general. As the saying goes, if a soldier is raging, a general will be raging. ?As a team and manager, you must dare to take responsibility, dare to stand out, and dare to be responsible, establish the authority and personal charm of the leader in the hearts of everyone, let the team members see the hope of the team, and make the team members feel that you are worth following.

Second, we must be fair

We must care more about our subordinates than punish them, be more strict than easy-going, pay attention to the amount and measure when strictly implementing the system, and also do a good job Appeasement and punishment are only means, and guidance is the key.

Third, it must be inclusive

To make a team dynamic, you need to mix different individuals. In order for a team to benefit from diversity, it must have the ability to allow for different voices to emerge on the team—perspectives, styles, suggestions, etc. These different voices actually bring openness to the team, but they also inevitably create conflicts and even competition between team members. The purpose of this is to bring together the differences of individuals and thus motivate them to pursue the common goals of the team. Although effective teams allow individual freedom and differences, all team members must adhere to appropriate subordinate goals or the overall arrangement of the team.

Fourth, stimulate the potential of team members

1. Be good at respecting others and do not do to others what you do not want others to do to you. Managers must learn to respect your subordinates, help them enthusiastically, offer your praise, take the initiative to care about the work and life of your subordinates, answer their confusion, and help your subordinates grow quickly.

2. Be good at listening. Managers should always listen carefully to the opinions and ideas of their subordinates and be good at positive guidance, so that the team is always full of passion and positive energy. Through communication, management can not only understand the ideological trends of subordinates and promptly discover problems that arise in the team, but also shorten the distance with subordinates through listening, enhance the initiative of senior subordinates, and accumulate new suggestions for team building.

3. Be good at delegation. Managers should give subordinates the ability and authority to do things and be responsible for the results under clear goal requirements. While delegating, they should pay attention to the nodes and ensure that the subordinates’ professional knowledge and business capabilities When it is insufficient, pay attention to teaching by words and deeds to improve the abilities of subordinates.

4. Be good at motivating. Incentive can induce people to benefit, or fear to harm them, but the most powerful incentive is to change their mentality. Guide subordinates to establish a result-oriented mentality, without any excuses or excuses, start to change from the heart, and finally take action. Understand that success does not happen overnight. In the process of success, you must go through ups and downs and have a strong will. The mentality has the hope of success.

5. Set a benchmark. The quality and abilities of members in a team are uneven. Managers should not only help members with weak abilities and poor performance to improve the performance of the entire team, but also pay attention to training. Subordinates with outstanding comprehensive performance in work performance, learning awareness, etc., set them as benchmarks, introduce and promote their outstanding performance and successful experience, on the one hand, to drive better morale of the entire team, and on the other hand, let the entire team members work together Share their methods and drive the entire team to improve together.

Fifth, stimulate the potential of the team

The team is composed of people. To stimulate the internal motivation of the team, we must focus on each member of the team and stimulate the potential of the team members. , thereby achieving the purpose of stimulating the potential of the entire team. How does the company do a good job in management?

1. We must emphasize scientific standardization and meticulousness in doing things

Combining many years of management experience and the management of most enterprises in society, let’s talk about a few points on management. Four aspects should be highlighted:

(1) Work plan. Before implementing the same goal (task), managers must conduct detailed and effective investigation and analysis to formulate multiple plans. The plans fully reflect any situations that may arise during the implementation of the goal, the methods adopted, and the advantages and disadvantages of the methods. , how to make continuous and effective corrections during implementation, the executor of the correction, the assessment of the situation, the combination of flexibility and principle in the implementation process. (2) Sharing of work plan information. Before implementing the goals, the manager will pass all the plan information to everyone, and everyone can put forward their own opinions in the plan, so that the manager can better modify the plan to make the plan more comprehensive, feasible and more feasible. Operability, while allowing the executors to feel the importance of the work, participate in decision-making and planning, and establish a sense of self-confidence and responsibility for doing good things. (3) Supervision of work. Supervision of work requires managers to listen more, interfere less, keep abreast of work dynamics, and implement walk-through management for important goals.

(4) Improvement after work is completed.

After the goal is completed, it is necessary to carefully summarize, summarize the differences between the implementation process and the plan, and the reasons for the differences, and then further improve the plan to complete it as a case for improving work efficiency and effectiveness in the future. At the same time, everyone's experience and experiences are enriched to achieve the purpose of cultivating team capabilities at work, building corporate culture, and corporate management concepts.

2. Being a human being must be artistic and principled

Let’s talk about managers’ perspectives based on years of management experience:

(1) Managers’ view of talents

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The first is to identify talents: managers are required to have a wise vision and a multi-angle visual perspective to discover the character, personality, habits, strengths, weaknesses, and specialties of everyone around them, thereby laying the foundation for making good use of talents. . The second is to love talents: after managers discover talents, they must carefully care for, cultivate and train them. They must teach professional knowledge with heart and affection, making it a stable link for the healthy operation of the enterprise, and at the same time realizing that everyone can move from professional talents to compound talents. Talented people ensure a good situation in which one person can do it, two people can do it, and three people can understand every aspect of the company's operation; in terms of character training and care, we must use our own quality and cultivation appeal to encourage them to develop good habits, so as to Transform good habits into excellent characters to achieve the purpose of cultivating high-quality teams. Jia Siyuan (formerly chief administrative secretarial expert of China Higher Secretarial College), professional core competency trainer, first-level human resources manager, secretary professional qualification trainer of the Ministry of Education, secretarial public relations professional committee member of the Vocational Education Association of the Ministry of Education, former professor of China Higher Secretarial College , chief administrative secretarial expert. The third is the use of talents: managers should use talents according to each person's own characteristics, personality, and professional expertise, use their strengths and avoid their weaknesses, so that people can make the best use of their talents and achieve the goal of maximizing the efficiency of all types of talents. The fourth is to cherish talents: managers should cherish everyone around them, make full use of corporate, personal, environmental and other resources, effectively retain talents, motivate talents, improve the quality of talents, and achieve the stability and healthy development of the enterprise and the team. The fifth is to gather talents. Managers must have a tolerant mind and an open-minded character to tolerate and understand all kinds of talents with different personalities around them, and fully integrate them organically and work harmoniously to form a big rope. , forming a high-quality, professional team with combat effectiveness, charge, unity, and progress to serve enterprises and departments to the maximum extent and create value to the maximum extent.

(2) Manager’s concept of authorization

Manager’s concept of authorization is an important factor in the development of enterprises and departments. Mainly reflected in: First, managers must fully understand the meaning of delegation at work, and eliminate the idea that delegation weakens their own rights and cultivates those who seize power. Instead, it should be understood as effectively improving work efficiency and effectively increasing employees' competitive awareness. It effectively mobilizes employees to study and work seriously. At the same time, the meaning of authorization also conveys to employees the concern and trust of managers for them, allowing employees to psychologically feel their importance and the respect and affirmation they receive. This will invisibly promote their efforts. Learning and striving for success are also an important training process and a touchstone for talent assessment for managers to adjust and promote managers in the future. The second is to accurately grasp the scope of authorization. The size and moderation of the scope of authorization are important criteria for improving and testing the level of managers. This requires managers to recognize the importance of each goal at work, and to understand and understand in detail every time. Understand the characteristics and abilities of subordinates. Of course, this is also an important basis for fully assessing the overall concept of managers.

(3) Handling of interpersonal relationships

Handling of interpersonal relationships is a complex and mysterious subject, which is very important for any manager. Management must emphasize In terms of communication and motivation, managers must do a good job in this aspect and go deep into it. Communication and motivation are the bridge for managers to achieve excellence. Communication and motivation are the comprehensive expression of managers’ artistic imagination and creativity. In their roles, managers must clearly understand what the other party is thinking, what they want to do, what kind of mentality they have, and what kind of mentality they have. What kind of outlook on life, values, and ideals should we pursue, and we must effectively control our emotions, attitudes, language, and the way we handle affairs in advance to deal with them. The response must show affirmation and denial of the work of subordinates. This is a principle. However, the response must also show the harmony between success and failure, reward and punishment, encouragement and criticism, and the mutual restraint between the two. People happily accept good and bad consequences. Of course, the purpose is to fully instill the manager's philosophy into the other party's heart: to appeal to the law, to induce them to benefit, to understand them with reason, to move them with emotion, and to convince them with virtue, so that they can respect you and cooperate with you. , learn from you.

(4) Problems of managers themselves

In fact, standardized management starts from the managers themselves. The problems of managers are very fatal problems in management, because an enterprise, The style and will of a department are the full reflection of the manager.

This requires managers to firstly recognize their positions and roles; secondly, they should not cross-level management, do not think that their professional level is high and dictate, or even interfere with the work of subordinates, and should adopt an out-of-sight and efficiency-oriented approach. ; The third is to respect and unite everyone around you, and don’t look down upon; the fourth is to lead by example, use your own actions to infect and inspire everyone around you, see yourself as one of them, and don’t relax yourself, Think that you are the Dharma; the fifth is to forget that you are excellent, do ordinary things every day, and achieve a leap from excellence to excellence; the sixth is to be good at listening to different opinions, dare to admit mistakes, discover mistakes, and be good at Analyze problems, summarize problems and improve shortcomings in work.