The job of the stuff that there is 60% in the company did not produce performance normally, how big waste is this? Although controller made a lot of effort, we also had learned many administrative knowledge, tried system of a lot of management, but the effect that always cannot see ideal. Does the problem go after all where be?
Think seriously please, your company is existing such common phenomenon --
Have 5% -- the company staff of 10% , go to work even if come carping, with you to what work, he cannot bear the sight of all systems, all decision-making he has different idea, and he won't think he is done how;
Have 15% -- the employee of 20% , the thing that he makes is unqualified;
The stuff that has 20% is unconscious move works, do rightly with the fault, he does not know why;
Have the job of the employee of 20% only, be high performance.
The job of the stuff that there is 60% in the company that is to say did not produce performance normally, how big waste is this? Although controller made a lot of effort, we also had learned many administrative knowledge, tried system of a lot of management, but the effect that always cannot see ideal. Does the problem go after all where be?
This is me 10 years dog to 200 enterprises the discovery of research. Come ten years, be these problems attract me to last deeply infatuation, attention management --
Why same natural resources and person, give different controller undertakes administrative, does the result go however very far?
Why is so much person immersed in those who disable, in the job that is without a meaning even?
What is the crucial essential factor that affects people work?
Why can personnel flow?
Why to a lot of people feel to organize and let them produce effect?
The occurrence of these problems, it is to result from actually administrative view.
Management watchs one: Talk with performance: Management is in charge of to performance only
Phenomenon one: Contribution and hard work
Everybody knows generally now, "Hard work " did not help to performance. But in reality, a lot of people had " hard work " later, can feel already very company of not let sb down. Actually we also can accept these views, a lot of companies or think with sufferring from fatigue to be standard. The sense that this shows right managing still does not have understanding to be clear about. The fatigue that say pain is the first waste that goes up to management.
Phenomenon 2: Ability and manner
Management is in charge of to performance only, what produce performance directly is ability, is not a manner. Who produces performance, who is the most important. When ability of manner translate into, ability is useful.
You might as well the business that reviews oneself, who is the employee that you live well? Able person is tired dead, does the person that doesn't work live very well? is able person normally always the mood is so not good, not able person always is very flattery. So your management decides an issue, what you assess is a manner much, or is capability much?
If your content of 50% is to be in,assess a mood, your company's able person lives naturally very tiredly -- and if have an opportunity,this is meant, he can flow. This is the 2nd big waste to management.
Phenomenon 3: Ability and moral character
Moral character is evaluated in the ability when encountering major challenge only, normally the circumstance falls, the moral character that we evaluate a person very hard is good bad still, management cannot be here ante detain, and just should try to solve it: The responsibility that management should assume does not have an opportunity to let a person make a mistake namely, let ability of moral character translate into, create performance. Learn to manage so, want to see economics and constituent behavior learn.
When " heart " than " just " important?
What must want to explain is: On two time place, moral character is mainer than ability. It is to be when invite applications for a job; It is when promote.
Management watchs 2: Equilateral allocates law: Management is one kind allocates
Controller must know a 3 type thing to divide into the equilateral triangle: Namely triangle of influence, responsibility, interest is quits.
Almost all government gives an issue, because,be 3 person not quits. Management is one kind allocates actually, need is special those who submit to to notice is, distributive is a kind of responsibility here, is not influence. The biggest mistake that we make in management allots power namely. Must make clear, influence distributive basis is not post, however responsibility.
For instance: If fulfil the responsibility of the responsibility branch of performance the biggest, so power is the greatest should be branch manager. But actual middling often is not such. I suggest everybody makes two important observation:
To who does the general manager of ① company often attend a meeting? The person that attends the meeting is the person with the greatest power. He is the person that often gives headquarters function the department, if manpower resource director, financial manager attends a meeting? Often still mix does manager of branch manager, a gleam of attend a meeting? The person that often attends a meeting with general manager has authority to make a decision most, just this decision is to pass general manager deploy to go down.
The design of ② company title, the appellation that is personnel of a gleam of is tall, is the appellation that still is company function branch tall? Appellation has indicative sense, influence often allocated in the appellation of post.
You can discover, the person of function branch is more in the assembly room of general manager, and the appellation that the appellation of chief of branch of second line function compares post of branch, a gleam of is tall. How do you let chief inspector of resource of a manpower be a manager of young a gleam of to serve again? Each other meet to greet sb, fluctuation state of mind was pulled open immediately. Such allocation is not the allocation that is based on responsibility, administrative effectiveness nature sells at a discount greatly.
Management watchs 3: Management is management service from beginning to end
This is me all the time importunate viewpoint, also be the topic that talks at most. Contain two important understanding among them:
The first, what does management do, must by management decision;
The 2nd, level of management is insurmountable management level.
Why to manage what to do to want by manage affirmatory?
In a company, "Manage " it is to choose right thing to do; Management is to want to do the business right. Logistic impact is very clear. Normally for instance the circumstance falls, small profits but quick turnover is managed, corresponding dimensions is changed and cost management; A minute of goods runs a minute of price, corresponding character and brand manage; The service turns management of management correspondence flow; Custom-built change management correspondence flexible change management to wait.
Why to manage cannot be more than manage? Because the administrative ability of a company is more than the word of business ability, that often means loss. This is why some company systems concept of very perfect, culture very advanced, talent is very outstanding, but the account that manages depression namely. Although you very know government, but your administrative view has a problem.
You might as well look, your most outstanding person is to be being done manage, still doing government? You open in-house meeting much, still open exterior meeting much?
If every time of your tall canal group is an in-house conference, what see everyday is his subordinate, so your management with respect to the serious offence manage. This is why Jackie Welch says: Bad controller, the most important in the morning time is opening in-house meeting, not important afternoon time sees a client; Good controller, the most important in the morning time is in see a client; Afternoon as far as possible little time opens in-house meeting. Can know from the allocation of time, you are to manage big, still manage big.
