I found that the employee was playing with his mobile phone at work, should I go over and remind him?
During the work period, employees come to work. Should we report criticism?
I only need to go to the bathroom for dozens of minutes. Do I need to deduct my salary?
...
Don’t ignore the above issues. If you are the boss, you may feel embarrassed, but please don’t care. Because, often some details can determine the success or failure of a company.
It is not to let you closely monitor employees and master their every move like a "big brother". Maybe a simple and crude method was useful at the time, but it could never stand the respect of the employees.
Who hasn't ordered their own private affairs yet, who likes the boring bad office situation, it's normal to smoke a cigarette and think about things. However, as a boss, you must always be clear that "freedom" and "obligation" complement each other. As a leader, you do not care about everything, nor do you completely let it go. Instead, you must be relaxed and moderate to provide employees with the best office status.
So, why do some companies become more and more chaotic when they manage? In my opinion, there are only a few reasons:
1. Pretend to understand if you don’t understand, you can do anything
Many small and medium-sized enterprises always feel that they are omnipotent, they are good at everything and have to manage everything, from the company's strategic finance to the product copywriting packaging. I am always afraid that my subordinates will not do good things, so I like to point fingers at my subordinates. The result is that my subordinates are undecided. Only the boss follows me, and even if the boss is not here, I will not do things because the more I do, the more I make mistakes. It is natural to do it well, but if you do it wrong, ask yourself to dig a hole for yourself.
Another point is that you must do everything yourself and want to master everything yourself, but you lack systematic guidance. Not only that, you also have to ask for instructions early and report later, which leads to the more you guide, and the more you make the orders change every day, and finally seriously delay the project time progress.
What the editor wants to say is that if you are a leader like this, the company will not need to recruit employees, and it is easy to do it. Anyway, I am omnipotent, and recruiting so many mediocre talents is a waste of money, right?
2. No standardized system is established
The so-called institutional system is a treaty or contract that is clearly stipulated and must be abide by by everyone. For example: commuting hours, work responsibilities, project leaders, corporate culture, training systems, etc. There is an old saying that "no rules cannot be achieved without rules." Rules are like laws. They are not intended to restrain employees, but to remind them what should and cannot do. "You can't smoke in the office", "You can't wear a vest", "You can't eat"... Although these rules are tedious, once established, they will benefit you for life.
3. Fishing for three days and running for two days
The management system that was determined for a few months began to distort in less than a week. Some even leaders take the lead in violating the regulations, which are like waste paper. The editor believes that many companies also encounter such situations. First of all, it is very important to be a role model for leaders. Things that cannot be followed by themselves. If they are blatantly violated in front of employees, how can they talk about prestige?
Secondly, any system is gradually optimized step by step, and it is constantly corrected during the trial operation. Avoid "one-size-fits-all" and pay attention to these 5 points during the implementation process: 1) It is necessary to fully consider its feasibility and operability; 2) Correctly handle the relationship between the system and emotional human nature; 3) Ensure the fairness and normative of the procedures; 4) It must be clear and concise and measurable; 5) Implementation must be strictly and equal.
4. No effective performance evaluation system was established
If a company has a complete corporate culture and personnel facilities, and there are problems with the performance system, it will be difficult for such a company to grow rapidly. How to design a salary mechanism, optimize the organizational structure, and improve the employee promotion mechanism? All are the top priority of the enterprise. Without reasonable salary, employees cannot see the future, lack channels for promotion, and cannot retain talents.
As entrepreneurs, they should all know about these. As for how to establish an effective performance evaluation system, the Laogao E-commerce Club will hold a keynote speech on "E-commerce Upgrade Management Change" in Shanghai from May 27th to May 28th! At that time, Alibaba’s entrepreneurial veteran (work number No. 38) and the first dean of Alibaba College, Zhang Pu will give you a wonderful speech "From the guerrillas to the regular army - discussing the management upgrade of the entrepreneurial team"!
Also attending the grand event were: Dai Qingzhu, former co-founder of Bitcoin China, founder of Alipay Sesame Credit, inventor of Taobao seller evaluation rules; Chen Liang, former political commissar of Alibaba Group Affairs Department, manager of Taobao University brand department, and current rotating general manager of preaching education; Lin Nailing, CEO of Italy Arpa International Company China, and more than 10 heavyweight celebrities. Explain thoroughly at one time, and give enough at one time! Welcome to listen!
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