[Boutique] Enterprise management experience

Part 1: Corporate Management Experience

First, fully understand the employees of the company

Everyone is so simple to themselves, but so complicated to others. As a manager, it is not easy to fully understand your employees. But if managers can fully understand their employees, the work will be much smoother. As the saying goes, "The sinner died for the confidant." A manager who can fully understand his employees will be a first-class manager in terms of work efficiency and interpersonal relationships.

Understanding employees, there is a difference in the degree from the primary to the advanced stage, divided into three phases:

The first stage: understanding the employee's origin, education, experience, family environment and background, interests, expertise and so on. At the same time, we must also understand the employees' thinking, as well as their enthusiasm, enthusiasm, sincerity and sense of justice.

The second stage: When your employees encounter difficulties, you can realize his reaction and actions. And it's a good way to give employees a gift, which shows that you know your employees even further.

The third stage: knowing people is good. Enable each employee to reach their full potential in their jobs. Give your employees the challenging work to test their abilities and give them the right guidance when they face this dilemma.

In short, managers and employees need to know each other and communicate and understand each other in mind. This is especially important for managers of small and medium-sized enterprises.

Second, listen to the voices of employees

Managers of SMEs have a strong self-assertion. This tendency helps to solve problems decisively and quickly. On the other hand, it also makes managers arbitrarily obsessed with others' opinions and leads to mistakes in decision-making.

In the management of enterprises, listening to the voices of employees is also an important way to unite employees and mobilize enthusiasm. In addition to problems, an employee's thoughts will lose their enthusiasm for work, and it is impossible for him to accomplish the tasks that you have given him. At this time, as a manager, you should be patient and listen to his voice, find out the crux of the problem, solve his problems or patiently guide, in order to help your management objectives.

Those who make mistakes should also adopt listening methods. They should not blame them but should give them an opportunity to explain. Only after understanding individual circumstances can they be treated properly and properly handled.

Third, management methods often innovate

Managing employees is like driving a car. The driver needs to watch the indicator and the road carefully when driving. When there is a new change in the road surface and the pointer of the indicator changes, he should turn the steering wheel to prevent the car from colliding. The same is true for management employees. Managers must let their employees run on the track they set up. They must carefully observe and adjust frequently to prevent them from being biased. In a stable large enterprise, managers should pay more attention to the changes of employees and use various skills to manage subordinates within the basic management framework. For active SME managers, their responsibilities are more arduous. They can not only stick to the management subordinates of the rules, but also can not use the crying mode to involve the blueprint of the enterprise.

Managers must constantly adopt new methods to deal with new situations in employee management, and must have a year and ability to go beyond stereotypes. In the late 1970s and early 1980s, Ford's business philosophy was increasingly conservative, and the company's performance declined step by step, eventually slipping to the brink of loss. After becoming the president of Chrysler, Aikeka actively explored and inspired the enthusiasm of the employees. In less than two years, the company that was on the verge of production finally miraculously returned to life.

Fourth, both ability and political integrity, the amount is used

“The feet are short, the length is long.” Each has its own strengths and weaknesses in terms of ability, character, attitude, knowledge, and self-cultivation. The key to employing people is applicability. To this end, as a manager in the use of people, we must first understand the characteristics of each person, is a staff of ten, some work quickly and neatly; some are cautious; some are good at dealing with interpersonal relationships; others prefer to work alone Working in the statistics silently.

In the personnel assessment form of many companies, there are some evaluation items about the correctness and speed of handling affairs, and the excellent staff who can get the full score. As a manager, not only do you have to see the scores on the person's assessment form, but more importantly, observe in practice and combine the strengths of each employee with the job. Observing the attitude, speed and accuracy of their work from the course of their work, so as to truly measure the potential of their subordinates. Only in this way can managers manage their employees flexibly, effectively and successfully, and make their careers flourish.

5. Desalination of rights and strengthening of authority

The management of employees must ultimately be implemented to the employees to the managers, or subordinates to the superiors. This leadership obedience relationship can come from two aspects of rights or authority. Managers have high status and great power. Those who disobey will be sanctioned. This obedience comes from power. The manager's virtue, temperament, wisdom, knowledge and experience are such that the staff's resources are subject to their leadership. This obedience comes from the management of a company's managers to successfully manage their own employees, especially those who are better than themselves. The authority formed by personality charm is more important than administrative power.

6. Allow employees to make mistakes

The real world is full of uncertainty. It is impossible to do things in such an environment. Everyone can do more right things and less wrong things. He is an excellent person. As a manager, if you ask your subordinates not to make any mistakes, it will curb the spirit of adventure, make it shrink, and make business opportunities that may succeed.

Adventurous spirit is a valuable entrepreneurial quality, and adventure requires courage and capital. If you can take risks from an indeterminate spirit and rely on some kind of inspiration, you may have a chance to succeed, but it may also lead to failure. If the manager does not allow the employee to fail, the risk of failure will be severely punished by the superior, then the employee will not return a good idea, so the enterprise is an important driving force for development.

Therefore, as a manager, employees should be encouraged to take risks, innovate, seize business opportunities, and allow employees to fail. When subordinates risk a common mistake, they should not be over-represented; when the adventure is successful, be sure to admire them and give them corresponding rewards.

7. Guide employees to compete reasonably

In small and medium-sized enterprises, employees are also competitive, and competition has the difference between legitimate competition and unfair competition. Justifiable competition is a positive or positive approach. Unfair competition is the use of improper means to restrict, suppress or attack competitors. As a manager, paying attention to changes in employee psychology, taking timely measures to prevent unfair competition, and promoting legitimate competition are important responsibilities. To this end, personnel management has a correct performance evaluation mechanism. It is necessary to evaluate its ability based on the performance of work and work. Do not evaluate employees based on their opinions or preferences of superiors and interpersonal relationships, so that employees' assessments are as fair and objective as possible. At the same time, the company should establish a normal and open information channel, so that employees can have more contacts, more exchanges, and positive communication.

Eight, to stimulate the potential of employees

The potential of each person is different. It is possible to achieve good results by adopting different stimuli for people with different traits.

Medical research shows that human thinking and action forces are derived from the activity of the cerebral cortex, while the cerebral cortex has the inner and outer parts, which are different functions. Managers should apply this principle to business management and adopt different incentive methods according to the characteristics of different people.

Part 2: Experience in business management

Not long ago, the company organized a lot of business management training, and I have a lot of feelings.

The old one is not art, and the old one will not develop. If a writer always uses flowers to describe beauty and the devil as a metaphor for ugliness, it must be a lame writer. We compare the sunflowers in the field with the chrysanthemums in the garden, although they are very similar and the sunflower pattern is much larger than the chrysanthemum, but I believe that most people like chrysanthemums, not sunflowers, because sunflowers The chrysanthemum is different, not only the flower shape, but also the flat flap, the tube flap, the tube flap, etc., and the color is rich, there are red, yellow, purple, white, so much green and black and so on. It is said that there are more than a thousand varieties of chrysanthemums. But who knows, these thousands of red and colorful chrysanthemums, thousands of years ago, are the evolution of the wild daisy in the wilderness. I think, if these chrysanthemums have no human intentions to choose to cultivate, so that it will shine out, I am afraid that the wild chrysanthemums in the wilderness will probably not be taken seriously by people.

From laughter and chrysanthemum, the author can't help but think of the "Taizhou Daily" published in the Huangqiao Town of Taixing City, where the pigs were deep-processed, and the experience of the three-two-heavy cartilage grew into a billion-dollar industry. Huang Qiaoren divides a hundred kilograms of pigs into dozens of "components" and turns them into a market. Even a humble pig head is broken down into more than ten varieties. The nose and throat of the pig's head are sent. It has been used in large quantities to produce chondroitin sulfate, which is known as "soft gold" by Westerners. Their experience is a "change" word, which changes with the changes of the times, varies according to the object, and changes along the market. Or it is called "the spring, summer, autumn and winter, men and women, small and small, southeast and northwest" twelve words, constantly doing the work "change" article. For them, the single, rigid, and follow-up of others is a failure.

"Learning my life, it seems that I am dead." This is a famous saying by the painter Qi Baishi, which is about the unique creation of art. The author believes that it is not only suitable for artistic creation, but also for product updates. Huang Qiaoren's work on the deep processing of live pigs has become a "fine camp" and the formation of a new billion-dollar industry is worth learning and learning.

Part 3: Experience in business management

From the beginning of the society to the present, with the increase of the hardships of experience and the unsatisfactory accumulation of money and wealth, it is an old saying that "small wealth is diligent, rich and rich." Fortunately, after the hardships, I still have some of my own work experience! Last year, I chatted with friends on the Internet to sort out the criticisms for my friends. The friend asked a question like this: "How much money can recruit the talents that your new company needs."

I think the problem that this friend said is very limited. In addition, the quality of the treatment sometimes cannot completely determine the employee's stay, especially the talented person!

I think the question of friends is two:

Employing the salary standard and how to retain talent!

Employer's salary standard:

Each industry has its own standards. In fact, since you have established a company, you should have your own growth process. It will be implemented according to the previous standards. Because it is a newly established company, you need your staff to fight for you. The company's leaders and employees are very difficult. In the initial stage of the company's establishment, it needs a lot of accumulation, especially in terms of capital and energy. In many aspects, employees need to be given a confession, so the treatment can be adjusted within their appropriate scope. The enthusiasm of the work, work harder for your company!

How can we retain talent:

This issue is somewhat complicated. To sum up, there are three main factors for retaining talent:

1, the treatment of people.

No matter what company you don't have a complete salary system and management ideas, how do you come to pay wages? If the company's business is good, it will be more frequent. If it is not good, it will be less. Even some founders of new companies will emphasize that "the river is not water." "The river is dry", such a company is not long, it is not very big, you must know if there is no big river in the river, do it! From the perspective of their own analysis, there are many essential differences between the river and the river. It can be easily thought out! So rational management is a must. The complete salary system and management ideas are the basis for the treatment of people!

2, feelings to stay.

With good treatment, the whole staff was used by the leaders like a scorpion. The management of the company was scattered. The leader was unhappy and gloomy. From time to time, he had a temper. Such a company could not talk about cohesion. The work environment does not produce any good results. Long-term formation of a vicious circle, no matter how good the treatment can not stay, why can't you stay? A word "dry unhappy", so the leadership should also care about the work of the staff from time to time, in addition to work, also talk about Home-made topics, whether it is work or life, do not stand by and do leadership, and actively provide assistance, so that employees will feel family-style warmth and care, he will double the work to return you, because he has no worries !

3. Care for others.

For some high-level talents, the prospects of the company's business are most attractive to them. If the company manages to a certain scale, it can open the door to use the dividend-sharing form to reward. Some senior talents who want to quit or want to go it alone must analyze it carefully. After making a decision on your own situation, after all, there are not many people who are willing to take risks. It is human nature to avoid risk.

The writing is very messy, and my heart is also very chaotic. Maybe there are a lot of things in my heart, I think a lot, and write it out as a catharsis. The friend who wants to see it as the second voice of his own opinion!