There is a topic like this: no matter large enterprises or Internet companies, no matter start-ups or mature enterprises, no matter government departments or public institutions, where there are people, there will be organizations, and where there are organizations, there will be management. But there are different ways of management, different ranges of management, different styles of managers and different objectives of management.
1. System management is a systematic project to make employees "be human again"
The formulation and implementation of the system is essentially a process of shaping people. Why should the system be established? It's because some aspects are not standardized, there are problems, and we need to make clear our behavior requirements. The habitual behaviors we used to need to be changed according to the established system.
No one likes to be constrained. The system itself is a constraint on people. It will make people uncomfortable, uncomfortable and even hurt the interests of some people. I used to go to work by taking the path. Now you let me go a long way. Where can I succeed!
Especially for those who are accustomed to freedom and laxity, managers must think twice before setting a system: can this system be implemented, are they confident and determined to implement it?
If the implementation of this system is difficult and I don't have a great deal of confidence in it, I won't even say it. Otherwise, it will only make managers lose face and reduce their management prestige.
2. How is your team system implemented? Are there any leaders who take the lead in not implementing?
After the promulgation of the system, the leaders ask others to implement it, but they often do not; or the middle and senior managers do not implement it, only ordinary employees are required to implement it. As time goes by, everyone will not carry out the policy and return to the situation of "being in charge of people is very tiring".
Is there any non execution caused by ignoring the process and only focusing on the results?
Because the system itself may not be reasonable, if it is implemented, it is very troublesome to ask for this review and that signature; if it is not implemented, as long as the result is the same, the leaders will be equally happy, and even praise their subordinates for "cleverness" and "well done". Over time, we all ignore the process and only pursue results.
In fact, process is the necessity of result, and result is the necessity of process. Without the process of control in advance and in the process, there will be no good results. Even if there are good results, they may be accidental and individual. Once there is no good result, it's too late to trace the reason, because from the leader to the employee, they have formed the habit of not process but result.
Is there any non implementation caused by inequality before the system?
In some enterprises, the top leaders can "take it for granted" not to implement the system. After the top leaders violate the system, considering that they have not been able to implement the system, they will "open the door to the outside". After the middle-level cadres violate the system, the top leaders will also excuse themselves with "reasonable reasons". For some employees, because of human relations and other reasons, they can also "do nothing next". The bigger the opening, the bigger the closing As a result, the implementation of the system has collapsed in a large area. Is your enterprise and team equal before the system?
3. Abandoning the acquaintance culture and establishing the stranger culture
As the leader of the enterprise and the manager of the Department, is there such a situation that your subordinates call you big brother, brother and brother? If there is, this "acquaintance culture" will lead to the virtual rules and regulations of the team.
Why? Because you and your subordinates are brothers, even if you make a mistake, you will pass with one eye open and one eye closed. Why do they call you big brother? There is only one purpose: he wants privilege, wants to be superior to everyone, doesn't follow the rules, specializes in the team, and walks sideways.
Therefore, the managers follow the "mass line" and become one with the masses. As a result, the subordinates make mistakes and violate the system, and the superiors can't forget their feelings. The sequelae is that the subordinates take the system seriously, and the whole team management is close to out of control.
What if not? It's much easier to do things. We are working relationship, contractual relationship, business, how to come, work with money, behave according to rules and regulations. Why? Because my eldest brother is not here, I have to be careful, or I will be punished. This is the "culture of living".
Therefore, whether it is the boss, general manager or department manager, in order to lead the team well, we must abandon the "acquaintance culture" and establish a "stranger culture", and do not leave room for those who are opportunistic and clever, so that the implementation of the system will be much smoother.
4. System management is fundamentally responsible for employees
Wise managers understand that system management is like screwing a screw. Although it takes a lot of effort to tighten it, as long as we stick to it and tighten it, we will strictly enforce the law from the beginning. After that, the team will form a mechanism to operate automatically according to the system. If we do not tighten it enough, we will slowly run out of air, and the wall of the system will become a broken wall, and the team will lose its rules Restraint, the wind will get worse and worse.
However, over and over again, some employees have developed a bad habit of disdaining the system and rules, and finally they have made an unforgivable mistake to be expelled or even to break the law and commit a crime, "drowning to death"; while severe managers are like "fire", burning, ruthless, dare to grasp and manage, and employees dare not slightest neglect in front of the system. In the long run, we have developed the rule-abiding and discipline abiding Good habit, no small mistake, no big mistake, safe life.
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