How to manage it well
First, managers should make good use of the four no's.
1.The four main positions are not overall, not monopolized, macro is not subjective, not arbitrary, let go and do not let go.
2.The fourth deputy position does not contribute ideas, does not make decisions, is not offside, does not rush ahead, and is not famous.
3.The four levels do not understand or misunderstand, do not dismantle Taiwan, do not divide the division of labor, and do not have many hearts.
4.Fourth, the use of people is not to be rectified, there are not many things to do, there are not many things to say, and there are not many words, and it is not strict or strict.
Second, we must understand six in place.
1.You're going to go among the employees. It is necessary to communicate with employees, take everyone to work together, support employees at critical moments, and support employees with face;
2.Hearts in place.
You have to have employees in your heart, as long as you are affectionate to employees, employees will naturally repay you with gratitude;
3.Words in place.
First, praise is in place, and employees should disclose the table in a timely manner if they do a good job;
Second, the criticism is in place, and the employees have made private criticism and correction;
Third, the requirements are in place, and the results and consequences of the work should be clearly explained;
4.Caps in place.
To be able to wear high hats to employees, appropriate and appropriate high hats can greatly satisfy the sense of achievement of employees; Do it.
Strict self-discipline, starting from me, what you ask employees to do, you must take the lead; If you don't check it in place, the employee won't do it or he is not good. Arrangement of work and inspection work is a closed loop, missing.
One must not check the progress and results.
3. How to effectively report work.
Step 1: Rehearse in advance and be aware of it.
Step 2: Be sure to take some time to simulate the content of the report, and prepare for it in terms of time control, report language, logical framework, etc., and be proficient in it and familiar with it.
Step 3: Focus on the point and be logical and clear.
Think about the purpose and core points of the conversation with the leader in advance, list a few things such as a list, and put the important things in front of the head, so as to get straight to the point and quickly attract the attention of the leader.
Let's start with the results. The specific leadership time is precious, and the results need to be given to the leaders at the first time, which is also the thing that the leaders want to know the most, and with the results, the leaders will be more interested in listening to the specific instructions and discussions on the details in the next step.
Step 4: Data speaks for itself.
The content of the report mostly reflects specific data, which is the most.
Strong proof that your leaders trust your work. It's better not to use it"Significant improvement"Vague words such as "it works well" are reported with specific growth data and visual data comparisons.
Step 5: Confirm the content. Understood correctly.
After the communication of the report content is completed, it is necessary to read the content deployed by the leader to confirm it to prevent deviations in the follow-up work. For example: Mr. Wang, let me summarize, you see if there is a deviation in my understanding, I need to do this in this matter, and we should pay attention to the points of a, b, and c.
Fourth, how to assign tasks.
1.In all work, there must be a goal
Work begins with the goal, to be goal-oriented, the goal to be clear, this is the general direction. Only when the direction is right can we do the right thing and be effective;
2.Where there is a goal, there must be a plan.
Only by decomposing goals, planning paths, and forming plans can we be efficient.
3.Where there is a plan, there must be an execution.
Subdivide the plan, implement it to the people, have clear rights and responsibilities, so that everyone has something to do, everything is done, and constantly promote the PDCA cycle, so as to implement the plan, otherwise, the plan is just empty talk, 4Where it is carried out, there must be an inspection.
Set up checkpoints in the process, correct deviations in time, and ensure the results through process management, which is quality;
5.Whatever is checked, there will be results.
Inspection is for correction and improvement, which is also the most important part of PDCA, the result. Good results should be carried forward and solidified, and bad results should be analyzed, investigated, and improved, prevented and promotedAll the results must be responsible.
There are good and bad results, there are experiences and lessons, and the root cause is the human cause, and the responsibility must be to the person.
7.Where there is responsibility, there must be rewards and punishments.
How much responsibility, how much power, and how much benefit should be matched, power, responsibility and interest should be equal, what behaviors should be encouraged and what behaviors should be opposed, and rewards and punishments should be clear. Instructions for managers: no rules are not a circle, we must be a sympathetic leader, ruthless management, and a ruthless system, which is the core of a company to become stronger and bigger.