Click the image for details Private Enterprise Internal Management Research/Pan Wenfu Although you may be a leader of some sort, with a few or even a dozen subordinates, the work instructions you give them are not executed smoothly. There are all kinds of delays, complaints, and even expectations that you, the leader, will do the work yourself. Personnel management, when broken down, is an extremely complex matter, involving humanities, society, politics, psychology, interests, emotions, mechanisms, organizational structure, values, development orientation, responsibilities, rights, and interests, and so on. Of course, if you don't want to confuse yourself, you can also analyze it from a few simple lines. Premise: The vast majority of Chinese people do not respect others in their hearts, and have historical and human factors of anti-management. This has been accumulated for thousands of years and is innate. In simple terms, everyone is not willing to be managed. No matter how high the leader is, they are not in our eyes.
- Separate position and authority Position is what you specifically do; authority is your effective command over others. However, position does not equal authority. You may be a manager or a section chief, but that does not mean you have the authority of a manager or section chief. Subordinates still have ten thousand reasons not to listen to you. Because the position is given by your superiors, but authority is given by your subordinates. Only when subordinates recognize your command does it become authority. Therefore, you need to strive for position from your superiors, but for authority, you need to strive from your subordinates. Building your personal recognition among subordinates is something your superiors cannot help you with.
- Classification of personal recognition Personal recognition among subordinates does not necessarily mean you have to be a gentleman; there are two categories to choose from: one is worth getting along with, and the other is worth trading with. So-called worth getting along with means that people think you are a good person, with noble morals, a modest gentleman, can have private relations, and are willing to give you face. So-called worth trading means that they may not recognize your personal morals and values, but in work, you are acceptable, have certain professional skills, arrange things reasonably, and keep your word. Although they do not seek private relations with you, work interactions are acceptable. You must have at least one of these two types of personal recognition. If you have neither, then you cannot be a leader.
- Work quantification Disputes between leaders and subordinates, and between subordinates, stem from insufficient quantification of work, unclear job positions, overlapping work scopes, unclear work processes, unclear standards, and opaque information transmission and progress. These are pure internal friction. There are four measures to solve them:
- Job descriptions;
- Work execution instructions;
- Annual work planning table for the entire department;
- Evidence-based internal information release and reception.
- Interests People do not get up early without benefit. Why should subordinates listen to you? Interests are the simplest answer. Of course, interests are not only economic; there are promotion opportunities, learning opportunities, building networks, building personal brands, solving specific problems, all of these are interests. So, as a leader, what interests have you actually brought to your subordinates?
- Responsibility Leaders have higher income, do less work, or enjoy higher treatment, which is one of the reasons subordinates are unhappy. Therefore, while enjoying these benefits, leaders must take on more responsibility. When the department encounters problems, or even when subordinates mess things up, the leader should rush to take the blame first. If someone is to be shot, the leader should be shot first.
- Replaceability Subordinates are sometimes arrogant because they are currently irreplaceable, meaning some work can only be done by them, and others cannot do it. The leader has to beg me, so naturally they will not be so obedient. If every subordinate position is replaceable in the leader's eyes, then subordinates lose much of their capital for arrogance. Replaceability includes the following factors:
- Relevant work skills and resources are open, transparent, and shared; you can do it, and others can too;
- There is an AB role setup or internal job rotation mechanism, so the work of each subordinate can be replaced;
- If necessary, the leader can also personally step in and directly replace;
- Other departments within the enterprise, or outside the enterprise, have corresponding human resource reserves that can come in at any time. Private enterprise owner background, managing a family dealer company for many years, during which he also served as business manager and trainer in several production enterprises. Research direction is internal management of small and medium-sized private enterprises, mainly topics include personnel management, cost control, management backend construction, and demobilized military personnel entering private enterprises. He continuously breaks down more than 400 topics related to internal management of private enterprises and keeps updating material collection and solution updates. Click the image for details The Third (CFIC) China FMCG + Internet Conference will be held in Chongqing in October 2017. At this conference, New Distribution has invited 1000+ dealers, 500+ brand owners, founders of 200+ B2B platforms, and 100+ investment and financing institutions to participate. The theme of this conference: New Forces, New Ecology. At that time, we will invite well-known domestic B2B industry experts, mentors, and B2B platform founders to discuss the following topics:
********How can the FMCG industry leverage B2B to achieve new growth opportunities
********How to build the new supply chain behind new retail
********How can intra-city logistics help B2B achieve leapfrog development Highlights of this conference: The industry's first "2017 China FMCG B2B Industry Competitiveness White Paper"
Case sharing of excellent transforming and upgrading dealers
********Conference + Exhibition upgraded, Hall 6 Internet Technology Exhibition strengthens docking
********Alibaba, EAS, Best Store+, GLP, Unilever, Haiding, Yunmei Co., Ltd., and other most well-known enterprise leaders in various fields will give speeches on site and express pioneering views. October 17-18, 2017 Chongqing International Expo Center Registration channel is now open. Long press the QR code below or click "Read Original" to register. Before September 15, early bird tickets enjoy a 30% discount! Add friend and note "Conference Registration" Click the links below to review the highlights of the first and second FMCG + Internet conferences: 2016 "FMCG + Internet" Summit Forum 2017 (Second) China FMCG + Internet Conference Click the links below to review the highlights of the first and second FMCG + Internet conferences: 2016 "FMCG + Internet" Summit Forum -END-