Why do you feel that bosses are free every day? What do they usually do?

Almost all people like the boss are too busy to see anyone all day. Moreover, the internal and external affairs of the company are under their "control". As we all know, real big enterprises are "laid-back". Because they only do big things: fund-raising, employment and resettlement. Real big bosses are "idle"! Just do these three things: borrow money, employ people and place entrepreneurs. The first thing to do is financing. Because today's sudden death enterprises, regardless of size, most of them died because of the interruption of funds. Therefore, the first thing for entrepreneurs is financing.

Financing means not only preparing the initial venture capital of the enterprise, but also preparing the reserve funds for the development of the enterprise. Contingency reserve arrangement, reserve fund due, capital investment required for strategic change, etc. There are many financing channels, such as personal debt, bank loans, private equity funds, venture capital, issuing stocks and bonds, attracting new strategic investors and so on. Whether the necessary funds can be raised in time is the key to test the entrepreneurial skill. Therefore, it may be the best choice for entrepreneurs to be meticulous, socialize more, form their own circle and play golf. Great entrepreneurs in today's society are all top capital players.

What entrepreneurs have to do is to select people. The employer of an enterprise is a broad concept, including intellectuals, acquaintances, electors, group members, nurturers, employing people, encouraging people, luring people and releasing people. Acquaintance: refers to knowing talents through various channels. One of the important channels is headhunting. Know people: know the advantages and disadvantages and personal significance of talents, and know fairly well. Good people: it is to choose the right talents and arrange them in the right positions to avoid mistakes and waste. Team members: form a team to make talents with complementary advantages play a greater role than 1

Education: mainly to make up for the shortage of talents and cultivate employees' moral concepts. Employment: it is mainly the advantages of the employer, and sometimes in order to achieve a special purpose, the employer also has shortcomings. Encouragement: including encouraging talents, giving full play to their maximum value and stimulating their potential. Attraction: it is to retain talents. First-class enterprises rely on culture to attract, second-rate enterprises rely on people, and third-rate enterprises rely on money to retain people. To really retain talents, entrepreneurs must establish a good corporate culture.

Release: after all, it is art. People who are not suitable for the development of the company should not only let go, but also those who are suitable for the development of the company should sometimes let go, so that talents can bring greater value to the company after leaving the company. The third important thing for entrepreneurs is layout. Layout means that entrepreneurs should understand the macro trend, grasp the direction of economic development and formulate the company's development strategy. Entrepreneurs should judge whether the company needs to change and change, and decide the fields that the company should enter and give up. This arrangement can't be decided by knocking on the head. Only by accumulating relevant information for a long time, gaining insight into the current situation and deeply understanding and grasping the market can entrepreneurs draw a grand blueprint for the future of the company. If this decision is made carelessly, the whole army will be wiped out, and the company's hard work for many years will be wasted. In such an important matter, entrepreneurs have to do their best.

The three major events that entrepreneurs need to do most are equally important, and they are all the things that entrepreneurs need to do most, but they have their own emphases in different periods of enterprise development. Entrepreneurs should carefully consider, relax and go further according to the specific situation of the enterprise. If these three main entrepreneurs can do well, entrepreneurs will basically have nothing to do. Such enterprises will certainly stand among the world-famous enterprises. How to make employees work for themselves? Work hard? Through the ways and channels of giving employees a raise, employees know very well how to raise their salaries. In this process, employees will naturally take the initiative to learn and increase their knowledge and skills. Linking the employee's value with the salary makes employees feel that all my efforts are rewarded and the salary is timely. KSF: Enterprise managers can raise wages by increasing output value and value. Because wage increase does not increase the cost of enterprises, it is highly respected by small and medium-sized enterprises. Suitable for management and front-line positions. How does KSF salary model make enterprises with higher employee income make money?

KSF is a win-win model for managers and enterprises. Generally speaking, there are 6 ~ 8 performance incentive channels for managers, find a balance point in each channel, and work out distribution rules beyond the balance point. This model is not the existing profit of the enterprise, but a very valuable distribution, which requires managers to achieve good results and effects and conduct value transactions with the enterprise. Enterprises achieve high performance, KSF manager's overall performance model provides employees with an unlimited salary increase model, and employees can create better performance and raise wages through their own efforts. KSF salary model 3354 is used for the first batch of enterprise executives, department managers, technicians and salespeople. Enterprise management is the core responsibility, which directly affects the development of enterprises. Therefore, in order to prevent top managers from occupying a position, not working and getting high salaries, we should abandon the traditional salary model and switch to KSF salary model. The incentive measures of KSF mode are as follows:

Employees have 6 ~ 8 salary increase channels, so the salary flexibility is great. As long as employees do a good job themselves, they can raise their wages themselves. The interests of employees and enterprises are integrated, employees get high wages and enterprises get high profits. After employees become the operators of enterprises, they will not leave the company easily, but run the company with their bosses. Real big bosses are "idle"! Just do these three things: borrowing money, employing people and resettling KSF. The main design principles are data speaking, result orientation, effect payment, value division and wage division. KSF is an incentive plan to motivate employees to work hard by providing them with the opportunity to raise their wages without increasing the cost of the enterprise. Design example: KSF salary performance design table for enterprise production manager. In this case, we use KSF model to divide his reward into eight parts. And these are closely related to the interests of the company. As a production manager, I also have the ability to improve.

For every X yuan increase in output, Y yuan will be rewarded, and for every X yuan decrease, Y yuan will be lost; Cost ratio of parts per liter, reward V yuan, U per liter, less V yuan; The qualified rate of product performance will be rewarded with N yuan for every increase of m%, and N yuan for every decrease of m%; On-time delivery rate, a% per liter, compensation of B yuan, reasonable a%, exposure of B yuan; Staff turnover rate, no loss, compensation of 200 won, each loss 1 person, less than 100 person; KSF value-added salary increase method provides employees with an unlimited salary increase model, and employees can create better performance and raise wages through their own efforts. For enterprises, the more employees take, the more they earn, and there is no increase in expenditure. If you want to see whether a person can succeed, you should see what kind of talents are gathered around him. Excellent leaders can often make good use of people and maximize the power of talents.

Leaders can also use this concept when managing teams, or take the initiative to learn more management skills to improve their abilities. Recommend personal growth process "partner, achievement, salary, marketing, management, SFK" are practical working methods and excellent experience cases. At present, enterprises are facing two vicious cycles. First, poor performance, no high salary and no recruitment. No talent, no performance, no one to do it, and even worse performance. Second, it is increasingly difficult for enterprises to make money in order to stay and recruit people, constantly raising wages and raising labor costs. These two "death cycles" are taking away all kinds of enterprises, and only change can have vitality!