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The Greatest Loss Is Human Consumption.

2011/1/25 14:00:00 30

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The core of business is nothing more than "profit". The source of profit can be simply divided into open source and throttling.

Business is open source and management is throttling.

The so-called throttling is to control the current operating cost strictly, squeeze out water and form a virtuous circle mechanism without affecting the normal operation.

The cost is unlimited and the money saved is earned.

Especially in the case of limited external market development and limited performance increase, cost control should be considered as a new source of profit.

Another point is that with the enlargement of the company scale, the operating costs will rise at the same time.

The boss must strengthen the synchronous control of the cost, otherwise, the situation that the cost increase will exceed the speed of the increase of the performance will result in the business becoming bigger and bigger, and the actual net profit will be less and less.

Among the cost components of a company, the most direct one is

Personnel cost

The number of employees is increasing and wages are getting more and more.

When it comes to personnel costs, maybe bosses will think that this simple is not just a salary bonus, but also a welfare. At the most, plus a point of management fee, that is, if the salary is saved, will it affect the work attitude of the staff?

On the surface, the cost of using employees is their wage cost.

Basic salary

Assessment bonus

Year-end bonus

Management expenses

Social security and allowances

In the actual use cost of employees, there are still some invisible or unsuccessful costs, such as:

Stealing goods

Falsifying expenses

? expenses of corrupt companies

Offend customers

Loss of sales due

Waste company assets

? affect the overall progress of the company's plan

Disrupting product mix

Destroy company image

Impact on other employees' work

Each of these items is money, which must be counted on the staff's head, but many bosses are unaware or uncounted.

I have calculated that the actual cost of using an ordinary employee in an ordinary distributor company is tens of thousands per month (higher than the delivery driver). Why do many dealer owners complain that they can't earn money, and that the total cost of the staff has taken up a lot, and there is still money to make.

When you see here, do the bosses also care about paying hundreds of dollars per month for their employees? From the positive point of view, this employee is helping the boss to bring profits, and in turn, it is also a manufacturer of wastage and cost.

To reduce expenditure, the company must first solve the problem.

Artificial loss

The problem.

After clarified the problem, the next step is to determine the solution to the problem. Since the employee loss occurs on the employees, do we need to solve the problem directly?

In the various kinds of attrition brought by employees, we can simply divide them into two directions, one belongs to the problem of working technology, because lack of relevant technology, even if they are willing to do well in their work, but they can not do it; or there is a lack of clear process and mechanism within the company, causing employees to fall into confusion in their work, resulting in attrition; the other is the intentional behavior of employees, deliberately making artificial losses for personal interests, and making good use of public goods and private interests.

Whether it is intentional or unintentional, there are problems behind it.

The problem of management, that is, the problem of people, and the problem of everyone in the company, is the boss's problem.

That is to say, the management level of the boss determines the work attitude and working ability of the staff, resulting in all kinds of deliberate or unintentional loss.

To solve the source of loss, we must first learn from it.

Boss

Grab it.

In other words, only the boss is aware of his responsibilities and faults, so that he can fundamentally solve the problems that should not happen.

If we directly target the employees, though the general surface losses may be controlled in a short time, the new and more subtle loss forms will appear again.

Control loss involves a wide range, and the situation of each company is also different. Here, the author first introduces the analysis direction of the loss problem, and points out where the loss occurs, and lays a solid foundation for the following specific targeted solutions.

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Employees' losses can be simply divided into unintentional behavior and intentional behavior. The so-called unintentional behavior is that the employees themselves do not want to take advantage of the company's property voluntarily, nor have they considered their personal gains, but lack of relevant vocational skills or other losses caused by other objective factors, including:

1., the employees' vocational skills are not enough, they have not continued their study, or the level of their vocational skills varies.

2., there is a lack of operation process within the company.

3., for all kinds of common accidents, there is a lack of plan system. Once the accident happens, only the boss will make decisions.

4. there is no clear standard of work in all work.

5., the planning is not enough, each department lacks clear long-term plans and objectives, and lacks a phased decomposition of all the work objectives.

6. there is no internal communication system, there is no rigid requirement for internal information release and confirmation.

7., there is a lack of support system for logistics at the operational level.

8., the company's file management is chaotic, archives are not perfect, and there is no regular file cleaning and classification system.

All of these factors will lead to unconscious loss of employees.

Although the employees themselves do not want to bring waste and loss to the company, the actual working environment or their actual working ability will lead to loss.

Even some employees have not realized that their ability is not enough to bring losses to the company.

These second categories are intentional, and employees clearly know that they do so by means of taking advantage of the interests of the company, taking full advantage of the interests of the company, or enjoying the interests of the company.

However, when each employee enters the company, he has some positive expectations about the company's development to the boss and even his own company. Why does this happen to the company?

1. the boss has many intentional or unconscious direct offends on employees.

2., there is a lack of monitoring system within the company.

3., the boss insists that employees pay first and then measure their rewards.

4., the boss has had a breach of promise.

5. the boss only raises wages for employees, but seldom considers how to send wages.

6. the boss tries to keep employees (especially some prominent employees) in their company for a long time.

7. there is a big difference between the current salary system and the salary system expected by employees.

All of these factors will directly lead to negative and even hostility to the company and the boss.

Lightly destroy the company's rules and regulations, slow down the work, disrupt other employees' work, and then take the initiative to take aim at all weak links in the company's internal control.

There are many ways to solve the loss and control the throttle. The premise is two, one is whether the boss will bear the responsibility of the leadership. Second, first, check these factors to see if there are any problems in their own management.