Management chaos, low efficiency, poor quality, and reduced efficiency, all from ? First, there is a lack of a sense of boundary between the overlapping powers and responsibilities.
Why did Zhang San interfere with Wang Wu's work content, and Wang Wu interspersed Ma Liu's work content, which led to mutual disharmony, mutual accusations, work prevarication, serious internal friction, frequent disputes, mutual non-support, and mutual non-cooperation ......Eventually, the entire company has low operating efficiency, poor quality, many problems, large loopholes, poor benefits, and thin profits.......
The reason for the above-mentioned abnormal situation is that the company has not sorted out and planned the rights and responsibilities of various departments and positions, and in addition, the leaders must not be idle in front of the leaders, and they must let the leaders see that they are busy, so they will find things to do to deal with the eyes of the leaders, which will naturally cause disputes and contradictions between each other and form a serious internal friction phenomenon.
Therefore, if a company wants to manage smoothly and efficiently, it must first find a way to clarify the scope of work rights and responsibilities of each person, and it is strictly forbidden to appear
Cross-conflict situations.
Manage the gray area.
Ambiguous situation.
A situation where the bulls are responsible.
The situation with multidimensional command.
Second: Leaders and people are hired according to their own preferences.
A company is a team, not a gang.
As long as it is a team, there should be a clear division of labor, whether it is employing people or arranging work, it must be implemented in strict accordance with the rules of the division of labor
With the development and growth of the company, the idea of leading and employing people is still in the state of a small workshop
People who shouldn't be used and have been used all the time complain and complain in their hearts.
It is unfair for people who should be used but have not been used to be low.
Think about it, when the above two situations occur, how can team members still have the heart to work carefully? How can you still have the energy to plan your work? How can there still be a state implementation work?
Therefore, the leadership of the employment of people, must strictly follow the rules of the company, who should be used whom, eliminate the mentality of wearing colored glasses to see people, employing people, even if the people who should be used are lacking in ability, they can not use the people who should not be used and give up the people who should be used, as a leader, is to play the role of a coach, and has the responsibility and obligation to guide and help team members grow and improve.
Third, there is a lack of appropriate processes for the implementation of work.
Therefore, if the team wants to do things right and effectively reduce friction with each other, it is necessary to sort out the work process according to the actual situation of the company, straighten out the work process, and rationalize the work process quickly, so as to ensure that everyone does things in accordance with the established direction, so as to ensure that everyone knows their upstream and downstream in their hearts, does not cross the line, does not lack position, and does not bring trouble to the upstream and downstream due to their own work behavior.
Fourth: the leader is reluctant to give up power when he is in power.
If the leader wants to lead the team well, he must have the corresponding power, but in order to achieve the team's performance and achieve the team's goals, he must rely on the joint efforts of the team and must fully mobilize the enthusiasm of the team.
Therefore, in the process of leading the team to forge ahead, the leader must not only have a clear division of labor, but also appropriately delegate power according to the actual situation of the team, so that the team can learn to assume its own responsibilities, let the team learn to decide what they should decide, do not rely on the leader for everything, do not rely on the leader from time to time, otherwise it is not only not conducive to the unity and hard work of the team, but also not conducive to the realization of the team's goals, and even lead to the leader being trapped in trivial matters every day without time and energy to consider bigger and more important things. At the same time, the team brought out lacks combat effectiveness, lack of passion, lack of vitality, and seems to be calm, but in fact, the mind is lying flat.
Fifth: the results of work execution are judged by feeling.
Everyone wants their work results to be judged fairly, even if it is wrong, there must be a clear judgment standard, wrong is clearly wrong, so that they can improve and perfect in time, the most afraid is that the leader judges the implementation results of subordinates based on their own feelings, resulting in different subordinate judgments and different conclusions, causing dissatisfaction between subordinates, disharmony, disunity, and even dissatisfaction with the leadership, which will naturally form internal friction within the team, seriously affecting the work efficiency and quality of the team, resulting in high management costs for the team.
Sixth: the system control requirements are for employees.
Everyone in the company is a part of the company, and naturally belongs to the objects of the company's system control, no matter what position, no matter what status, regardless of gender, no matter what department, no matter the length of time, we must strictly abide by the company's rules and regulations.
The most feared is that the system formulated by the company is only for employees, but only requires employees to comply, and the leader is free from the system, which not only affects the majesty of the leader in the eyes of the team, but also affects the team's execution, sense of responsibility, and sense of rules, causing employees to resist the company, resist the system, and be dissatisfied.
Seventh: Accountability and accountability for problems.
In the process of business development of the company, it is normal for problems to occur, and the company without problems is the most terrifying, because the problems are covered up and blocked, and once the outbreak will bring immeasurable damage to the company's business development, even fatal damage.
Therefore, if there is a problem, it is necessary to treat both the symptoms and the root causes, and it is more necessary to be accountable and accountable clearly, so as to avoid all employees being criticized and punished, resulting in unclear accountability, imprecise accountability, and incomplete accountability, which seriously affects the cohesion and centripetal force of the team.
Eighth: Abnormal rectification attaches great importance to the surface and does not study deeply.
To treat the abnormality in the process of the company's operation and development, we must have a correct attitude, not only to stop and solve it in time, stop the loss in time, but also to investigate the cause in depth to prevent the recurrence of the abnormality, resulting in the company's management costs remain high, the operating efficiency continues to decline, and the operating efficiency declines repeatedly.
Ninth: There is a lack of a fair mechanism for the selection of excellence.
A soldier who doesn't want to be a general is not a good soldier, this is human nature, because people go to a high place, this is the last word that no one can change, so, no matter what the best evaluation is, it must be fair and just, whoever should be whom, don't distinguish between far and near, everything is based on rules.
The most feared thing is that the company evaluates the best, deviates from the rules and mechanisms, and depends on the personal preferences of the leaders and the relationship with the leaders, which will have a serious negative impact on the cohesion, combat effectiveness and unity of the team, resulting in a serious decline in the company's operational efficiency and work quality, which will not only affect the company's internal operations, but also affect the company's peripheral development. (*Make management simple, effective, and standardized).