In management, some traditional practices are wrong, and managers should avoid making these mistakes.
1、 Refuse to assume management responsibility
When being criticized by the boss, don't say it's one mistake or another. Many mistakes in the team are management mistakes. So when facing problems, managers should be brave enough to assume management responsibilities, shoulder them first, and then solve problems with the team. This is called taking responsibility. Mistakes are mistakes. Why should we shift the responsibility to others? The most important thing is to admit your mistakes boldly, then try to solve the problems and draw lessons from them.
President Truman once hung a striking slogan at the door of his office:
“buckets stop here!”
This means that the problem is over and will not be passed on to others. Every supervisor should take this sentence as his motto. There are two kinds of people in the world, one is trying to explain, the other is constantly showing. As a supervisor, you should try your best to perform, less to explain, and dare to take responsibility. When there is a problem, see if it is your own fault? When you are going to consult your boss, ask yourself whether you have taken responsibility and whether you have to go to the boss's door? In a word, always remember one sentence:
If managers want to exert management effectiveness
Must have the courage to take responsibility
2、 Don't inspire subordinates
The so-called enlightenment refers to the education that follows people, anytime and anywhere. No matter when you see that your subordinates are wrong, you can enlighten them. Even the guard can enlighten you, but many supervisors are often unwilling to open their mouths. Managers must not forget:
70% of your subordinates' education depends on you
However, it is wrong to say that education is a matter for the Human Resources Department. A supervisor should take 70% of the responsibility to educate his subordinates, and only 30% of the responsibility lies with the human resources department, which only cares about basic education. The real supervisor should do professional education, not "herd cattle and eat grass", but seize any opportunity to inspire your subordinates.
3、 Only emphasize results, not ideas
People should have their thoughts first, then they can have their thoughts, produce touch, and finally become behavior. After a long time, they become habits. It is difficult for behavior to become a habit. Chen Zhifan, a litterateur, said in his book Reflections on Cambridge that only many, many histories can cultivate a little tradition; Many, many traditions can cultivate a little culture. Many bosses like to say:
Don't tell me the process
I just need the results
It sounds very handsome, very personal and elegant. If you are a military commander or division commander, you can order your subordinates and brothers to attack the mountain for me. Don't tell me how much blood you shed. I have no impression of blood; Don't tell me how many people died. I don't care. I just want to capture the mountain before noon today. Yes, this concept is emphasized in military affairs, and many bosses like this style. However, today we are doing business, not asking our subordinates to die.
We should emphasize our thoughts. If you don't reverse his thoughts, it will be useless to talk about it 100 times. If your subordinates follow you and do not grow in thought, when they come in, they will be the same as when they leave. You cannot be a successful supervisor, and they will hate you.
Subordinates are responsible for education and indoctrination, and supervisors should educate them as they educate their own children. If you do not teach him thoughts, he will have no thoughts, and will not be able to produce touch. Without touch, he will not develop behavior, and without behavior, he will not be able to produce habits.
4、 Equal treatment management
Everyone has different backgrounds, personalities and experiences. No two people in the world are exactly the same. How should we educate them? That is to refuse to be treated equally.
One key can only open one lock, not all locks with one key. For example, when criticizing people, you can criticize the cheeky people in public, and call the face saving people to the office to talk alone. As a supervisor, you need to spend some time studying your subordinates, understanding and judging from their behaviors, actions, eyes, words and thoughts.
If he likes money very much, let him do sales; He is very careful in his work, so he can do design work; People who only look at things on the ground are suitable for keeping warehouses, and people who use calculators to eat should be accountants; The motherly people go to customer service; People who can't sit still let him do field work. This is called employment advantage.
For people with simple ideas and high obedience, we can give them work instructions, efficiency requirements, budget control, and line management from top to bottom; For those who have received higher education, are sensitive, have seen the world, have complex experiences, and emphasize team spirit, we should let them participate. We should pay attention to two-way management, not one-way.
There is no complete formula for a company to use. Some emphasize system, while others attach importance to human management. It's no use for a company to have one personnel regulation. Every company has its own personnel regulations, which are similar to each other. Therefore, management should adapt to the object, and cannot be treated equally.
5、 Forget the lifeblood of the company: profit
For an enterprise, if you investigate the core of the problem, you will find that managing a successful company is like a stuntman keeping five balls in the air, four of which are white, with the words: product, sales, enterprise and public relations, employees, and the other is red ball. At any time, the stunt player must remember that no matter what happens, the red ball must not fall to the ground, because there are two words written on the red ball: profit.
Without profits, even if the company has the most perfect products, the best image, the most capable employees, and the most eye-catching financial foundation, it will soon be in trouble. As a supervisor, he has four major responsibilities: to create profits for shareholders, to seek employment for the society, to seek welfare for employees, and to seek quality for consumers. The most important thing is the first one. It is the primary responsibility of all directors to create profits and develop the company.
The head office assesses you, and the top manager appraises you, and only asks one thing: Is there any profit? Of course, the so-called pursuit of profit does not mean that we should make money by any means, but that we should take the pursuit of profit as a responsibility and a goal, and always keep it in mind.
6、 Focus on problems, not on goals
As a supervisor, you should pay attention to the goal. Just like swimming, you should swim and look ahead at the same time. Don't hit the wall of the pool to know. Don't spend too much time on small issues, but spend more time on goals. If a supervisor focuses on small issues, he will forget his goals, lose creativity, or at least become exhausted.
Many executives seem to be very busy, but they are usually busy. They spend 90% of their time every day making only 10% contribution to the company. One of the main reasons for this inefficiency is that they only pay attention to small things. We should work according to the general principles. We should do the most important and urgent things before going to work every day. We should let go of other unfinished things. One cannot do everything. There will always be unfinished things.
We emphasize that we should look at goals, not to say that we should not look at problems, but we should look at problems carefully, because problems are opportunities. But only when we look at problems from the perspective of goals can problems become opportunities.
Therefore, the supervisor should not say that I have encountered a problem, but that I have faced an opportunity. This means different things. If you focus on trivial matters, you can hardly see the real problems and opportunities. If you can't do this, your competitors will get ahead of you, because there is a famous saying in marketing: Anything you can't think of, your competitors will help you think of it.
7、 Not a supervisor, just a buddy
As a supervisor, you should have your own dignity. Don't break the rules in the company. We should love our subordinates, support them and reward them, but we should not break the rules. If a supervisor connives at his subordinates, it will be difficult to manage them in the end. He will be punished for breaking the rules for the first time. If there is no punishment, he will become a "model", the company's standards will be broken, and the future will be difficult.
8、 No standard is set
A company's setting of behavior standards is to make the company and its employees have dignity. There is no standard in the company. If a manager does not design a standard, the company will be out of order. If you enter a company, people ask you how to enter. You said, it's not easy to go in. It requires written examination, oral examination, and peeling. On the other hand, if you say it's easy to come in, you can just go in. People will think that this company is not worth staying in, has not been screened and has no strict standards. People have this mentality: the more you have a standard of conduct and a performance requirement, the more dignified he feels.
The so-called standard is actually an oath, a dignity and a quality. Like Mercedes Benz in Germany, what do you think of when you see Mercedes Benz in the street? That is a kind of dignity. Why do rich people like to buy Mercedes Benz? If the manufacturer doesn't have such a standard, will you buy its car? In the same way, whoever has a standard like Mercedes Benz has dignity.
With the company's standards, employees can feel honored to work in such a company. When all relevant people regard standards as a pledge and a quality requirement, self-esteem in the company will become stronger and stronger, and management will become easier and easier. Therefore, supervisors should not only implement standards, but also set standards. Only with management standards, can they have high management performance.
9、 Connive at people with insufficient capacity
Some supervisors like to look for love in the office and find the love from their subordinates. In fact, it's wrong. Management is not a competition. You should see who has the most love. Don't be a good man. Being a man (refers to people who don't stress principles but only make peace with others), don't do things, and don't be a man if you do things. If you can't do this, you can give up your position and let those who are willing to be black faced become supervisors.
Today, the company has given you a task to complete. If you are afraid of offending one or the other, don't do it at all. Han Feizi, an ancient legalist, made a brilliant statement on this issue. In today's words, it is:
A supervisor can only suppress himself, which is called fear
A supervisor can only correct himself, which is called chaos
A supervisor can only save himself, which is called cheap
It is unnecessary for the supervisor to tell himself not to do this, not to do that, correct here and there, and always save for himself. If you have the ability, you are in a mess. Everything under your command is normal. You entertain customers outside every day. The company is safe. This is called fierce. If you dress beautifully all day long, and the desk lamp lights your lonely back to work late into the night, and finally vomit blood and become ill from overwork, it is called abject.
Why? The management is like a pyramid. If the top is just a bit weak, the bottom is stable, and there will be no big deal; If the bottom is broken, even the top is good, it will be tottering. Therefore, you should strictly manage your subordinates, correct your actions and ask your organization to economize. If the supervisor only requires himself, he will connive at the person with insufficient ability.
Some bosses prefer to find a person with less ability than themselves as their deputy, and the deputy also finds a person with less ability than himself as his subordinate. In this way, the ability is getting worse and worse, so the supervisor always says that his subordinates are not good, in fact, it is his own fault.
Chinese people have a local concept of employing people. They prefer to use people who are close to their own geographical or social relations, even if their abilities are poor. These are people who connive at the lack of ability. It is unfair for others to overindulge people with insufficient ability and let those who are incapable and not striving for improvement stay in the organization. As a result, everyone has no energy. As a result, the poor will bring down the good and eventually the organization.
10、 Only superstars
Don't look only at superstars, but emphasize team spirit. Just like a team, it is difficult to win if it only emphasizes super stars and does not emphasize the efforts of all.
McDonald's has a saying that our company does not have a store manager, who is called to outsiders. The manager of McDonald's also needs to order meals for customers, which is a rule of the company headquarters. McDonald's employees all over the world need to order meals for customers regardless of their positions. They realized that the success of the company today depends on all employees, not any superstar.
Even if the company has a superstar, its contribution should be diluted, especially if it is a superstar. The supervisor should put 90% of his love on 90% of the people and not put 90% of his love on 10% of the people, which is unfair to the other 90%. Everyone who makes contributions to the company should be regarded as a hero of the company, so that the company becomes a TEAM.
Therefore, the boss should not only look at superstars, but also pay attention to cultivating subordinates and making them stars.
11、 Create opposition within the company
In the company and in front of customers, don't say "they", but "we". The supervisor should always emphasize the concept of "we". If anyone does something wrong, it is our fault, and then go to review where the problem is. This concept should be established from the beginning of your career. Over time, it will form a habit. Finally, there will be no opposition in the company, and the company or your department can truly unite as a whole.
