What are the common misunderstandings in enterprise management?

Managers' management methods and abilities directly affect the work efficiency of a department or even a company. Different managers have their own work styles. In the face of various differentiated working methods, managers often encounter 10 kinds of misunderstandings. Let's take a look ~

First, not to motivate subordinates.

The so-called inspiration refers to education with people anytime and anywhere. Whenever you see a subordinate doing something wrong, you can be inspired, even the doorman can be inspired, but many supervisors are often reluctant to speak. A supervisor should take 70% responsibility for educating his subordinates, and only 30% responsibility depends on the human resources department, which only cares about the basic education of trainers in the enterprise. A real supervisor should make a training plan instead of "herding cattle", but seize any opportunity to inspire your subordinates.

Second, refuse to take personal responsibility.

There are two kinds of people in the world, one who tries to explain and the other who keeps showing. As a supervisor, you should try your best to show, explain less and dare to take responsibility. If something goes wrong, let's see if it's our own fault. When you are ready to ask your boss for advice, ask yourself first, have you shouldered your responsibilities, and is it necessary for you to enter the boss's door? In short, always remember Steven, a famous American management consultant? Brown's words: if managers want to exert management efficiency, they must be brave enough to take responsibility.

Third, only emphasize the results, not the ideas.

People should have thoughts first, then ideas, touches, and finally become behaviors, and after a long time become habits. Behavior is hard to become a habit. The ideas of subordinates are responsible for education and indoctrination. If you don't teach him ideas, he won't have ideas and won't be moved. Without the talent of moving, he can't develop behavior, and without behavior, he can't have habits.

Fourth, forget the lifeblood of the company: profit.

Without profit, even if the company has the most perfect products, the best image, the most capable employees and the most eye-catching financial risk management, it will soon get into trouble. Managers have four responsibilities: creating profits for shareholders, seeking employment for society, seeking welfare for employees and seeking quality for consumers. The most important thing is to create profits and let the company develop, which is the primary responsibility of all supervisors.

Five, equal treatment management style

For people with simple ideas and high obedience, we can give him work instructions, give him efficiency requirements, give him budget control and implement top-down linear management; For those who have received higher education, have seen the world, have complicated experiences and emphasize team spirit, they should be involved, pay attention to two-way management and not engage in one-way street. There is no complete formula for the company's methods, some emphasize the system, and some attach importance to human management. It is useless for a company to rely on a personnel regulation. Every company has personnel management, which is similar. Therefore, management should be adapted to the target, and should not be treated equally.

Sixth, look at the problem, not the goal.

To be a good manager, you should pay attention to your goals, just like swimming. Look ahead when swimming, and don't bump into the pool wall unconsciously. Don't spend too much time on small problems, spend more time on goals. If a supervisor focuses on small problems, he will forget his goals and lose creativity. We emphasize that we should look at the goal, not that we should not look at the problem. Be sure to look at the problem and look carefully, because the problem is the opportunity. But only by looking at the problem from the height of the goal can the problem become an opportunity.

Seven, there is no standard.

The so-called standard is actually a token, a dignity and a quality. The company has standards that can make employees feel proud to work in such a company. When all relevant people regard standards as an oath and a quality requirement, self-esteem will become stronger and stronger in the company and management will become easier and easier. Therefore, supervisors should not only implement standards, but also set promotion standards. With management standards, they can have high management performance.

Eight, if you are not in charge, be a buddy.

The supervisor should have his own dignity and not violate the company's regulations. Once the subordinate's feet step on your shoulders, the next step is to step on your head. We should love, support and reward our subordinates, but they can't stand on your head and talk. This is immoral and against the rules. If the supervisor indulges his subordinates, it will be difficult to manage in the end. If he starts to break the rules, he will start to punish them. If there is no punishment, he will become a "role model", the company's standards will be destroyed, and things will be difficult in the future.

Nine, conniving at people with insufficient ability

We should strictly manage your subordinates, correct your behavior and ask your organization to save them. If the supervisor only demands himself, it is tantamount to conniving at people with insufficient ability. It is unfair to others to indulge those who are not competent enough to stay in the organization, so everyone has no energy, and the result is poor, and finally the organization is dragged down.

Ten, form an opposition within the company.

The supervisor should always emphasize the concept of "we". If someone makes a mistake in staff training, it's our fault, and then we will review what went wrong. This concept should be established from the beginning of career, and it will become a habit over time. In the end, there will be no opposition within the company, and the company or your department can truly unite as a whole.