Marketing Transformation Of Private Enterprises

On September 29th, there was often such a situation in the transformation of private enterprises. change All the measures have been put into effect, and all personnel changes have been implemented, and all the steps for change are in place. However, the expected output value and huge profit increase have not appeared. On the contrary, there also appeared a decline in efficiency, a sharp decrease in profits, a sharp decline in production and sales. Thus, the revolutionaries were attacked by the conservative, and the boss was skeptical of the change. At this point, changes either retreat or pause. What is the reason for this? It is "the throes of change".

The conventional way of introducing enterprise transformation:

first , Administration System reform When the new system is suddenly installed on the enterprise, it will inevitably run in with the original body of the enterprise. Theoretically speaking, the new system has superiority and scientificity in comparison with the old system. However, the new system has changed the whole operation mechanism after all, and it is a sharp friction that will happen if people do not adapt and do not understand. The new system is transplanted from regular enterprises, and has good supporting accessories and skilled operators in the parent enterprise. In the private sector, there are no such facilities, nor a group of skilled operators. The new system is like a high-end suit, suddenly worn by the old farmer who wears the mandarin jacket.

Second, Personnel changes After the great changes in personnel, a large number of new people entered, a large number of old people were replaced, and the continuity of their work was destroyed. Private enterprises have a weak foundation for documenting and standardization of technological resources, and rely heavily on personal experience and personal capabilities. Once the old people are replaced, they must take away the secret recipe that only they are familiar with.

Third, Establishing new operation rules When the new rules are established, they are not immediately able to be carried out. Most staff members do not adapt to the new workflow and rules, and the past work process still has great inertia. Moreover, since the new process has just been promulgated, there is still a reasonableness problem in practice.

Common situation of enterprise change in labor pains

First, Intensification of existence and reasonable contradiction Although the old mode is lagging behind, it must have some reasonable mechanism within the past long run, and some balance and tacit understanding have been reached among various internal factors. "Existence is reasonable," he said. The old system can exist for a long time, and there must be a coordinated mechanism within it. Today, this mechanism has been destroyed, and new things have not yet been fully established. During the transition period, chaos and retrogression must arise. This is the cause of the labor pains of change.

With the advent of the "labor pains", the company's output has dropped sharply, sales have been greatly reduced, profits have been negative growth, production line quality accidents have occurred frequently, customer complaints and returns have been increasing rapidly, and contradictions and conflicts between various departments of the company have intensified. As a matter of fact, this is the conflict and collision that happens in the period of enterprise transformation. All kinds of factors blend with each other. The old system is completely abolished. The new system has just begun to play its role. It is still in the running in period, and the operation mechanism is not mature enough, resulting in a dislocation. Finally, some negative results are formed, resulting in the overall decline in corporate efficiency.

Second, the conservative counter attack: the revolutionaries are facing the curse and denial. They are the conservative counter attack and the internal revolt of the reform camp. The boss shows a serious mistrust of the reformers and is the boss's support for the reformers. Most of the changes were aborted at this time.

During the period of conservative opposition, if the reformers grasp properly, they can get a lot of benefits. Because conservatives will put forward many criticisms and criticisms about the mistakes and shortcomings in the reform. These accusations are not entirely fictitious. Many of them are based on facts. Therefore, no matter what motives the conservative criticism takes, as long as the questions raised by him are facts, the reformers should listen carefully and take it seriously. They regard this attack as a kind help and correct all problems as soon as possible so as to make the reform more perfect. Without this capacity, change will not succeed. {page_break}

Third, Deposed reformers In general, the reformers are left behind, and the reform process is forced to stop. In serious cases, the reformers were removed from office, and the reform policies were abolished and everything was restored. In fact, not just enterprises, but also social changes. The conservative counter attack is actually a major test of reform. At this stage, reform faces 3 destinies: first, change is totally negated; the reformers are eliminated and everything is restored to its former state. Second, the reformers suffer from indifference. The boss doubts the ability of the innovator, the support for change, the power of the reformers, and the reformers feel that the boss is restricting his power, but the innovator has not been ousted, and there is still hope for change. Third, the boss supported the innovators, did not give them a blow, and the reform quickly went out of the throes of pain. The company quickly recovered and the conservative counterattack was soon calmed down.

According to my estimation, in the process of transformation of private enterprises, the first situation accounts for about 50%, second cases account for 30%, and third cases account for 20%. After all, there are few bosses who can genuinely support change makers. Most bosses will fully or partially withdraw their support for innovators in the throes of change, all or part of them in favour of conservatives.

Jesus did not die in the hands of the enemies of the Romans, but died on his own disciples. The Northeast Anti Japanese national hero Zhao Shangzhi was not killed in the hands of the Japanese, but died in the same Chinese traitor gun.

When the revolution of 1911 broke out in 1911, the Qing government was overthrown, the original social order was destroyed, and the new national order had not yet been established. The old values were impacted. The new values were immature and conflicting, and all kinds of political forces were competing against each other, and the country was plunged into civil war. This is the typical social transformation pains. The pain lasted for 37 years until 1949. However, with 37 years of labor pains, the five thousand years of black autocratic system collapsed, which is a price that must be paid.

During the French Revolution, whether the French lived or the whole French society lived. Economics The situation is far below the level of the Bourbon Dynasty before the revolution. During the war, the living standard of the French people dropped to the lowest level ever. However, without the French Revolution, it would be impossible for France to have a glorious history of more than 200 years, no French prosperity today, nor even the prosperity of Europe as a whole.

As a matter of fact, a society that transforms into a more violent society, the social economy and the public life will be lower in the transition period. Similarly, the more intense and fiercer a business is, the more intense the pain will be, and the greater the cost will be.

The pains in the transition period are mostly the cost paid by the reform main body for the traditional system in the past. The more backward the traditional mode, the greater the cost and the more intense labor pains. Those who change the opposition can ignore this. As long as production and sales decline and profits drop, all the responsibilities will be pushed to the top of the reform. It is as if all patients' pain on the operating table should be attributed to doctors. Perhaps the most dangerous part of change lies in this. Almost half of the changes failed because of labor pains, so the reformers were ousted.

To carry out any work, various preparations must be made. "Labor pains" often result from the transformation of various conditions. But if we wait until all the conditions are ready, we will never change. Because there is no change in the world after all conditions are fully ripe.

The "hardware" of its internal management system, personnel structure and operation rules must be linked to the "software" of enterprise culture. If there is no support from software, the "hardware" change will be very difficult. The change is just to change the "hardware" under the premise of "software" has not changed, causing people to disagree with the way of thinking, values and so on. But when people do not agree with them, they will enter a new mode, and the pains will inevitably arise. In fact, change is impossible to push forward after all "software" changes.

All changes in the world are proceeding under the condition of immature objective conditions and the "software" has not yet changed. This is bound to be a painful change. The more immature the condition, the greater the cultural gap, the stronger the labor pains.

There are not many large-scale social changes in China's 5000 years of history, so there is a general lack of social psychology in China. People do not accept the concept of "change pains" and generally blame the innovators for all the pain of change. The difficulties of change are here.