A Boss Who Does Not Know The Process Will Be A Disaster Of Management.

In China's enterprises,

That day, a permanent consultant enterprise.

I was dizzy, as long as they knew they were going to be directors.

Later, I convened the managers of these departments to hold a meeting.

It is found that everyone is a little bit more unusual than usual. When discussing problems, they are not as active as before.

After repeated questioning, it was clear.

It turned out to be the trouble of recruiting and trying these directors.

Here, let's not question how these directors are capable of integrating into the team.

First of all, if the boss does not follow the personnel operation process and does not first clarify the division of labor and responsibilities, he will artificially create contradictions within the Department, and it will also lead to various kinds of speculation, which will weaken the overall combat effectiveness.

Secondly, the shepherd style of employing people will also make new people feel at a loss. It is just like putting people in the Department to let them live and die.

Again, this is also a kind of indistinct employment behavior. It will also cause internal panic, disrupt the normal working order, and thus reduce the efficiency of the whole team.

What is more serious is that because the recruits are directors positions, they avoid all personnel processes, which is a kind of damage to the process.

It will also make these people feel arrogant and special. They may also despise the factory team and become the target of public criticism, so that they can not get the proper help in the team, or even cause the disaster of the team.

Before, when I first entered a foreign company, I was very respectful to the company.

When the boss is late for the meeting, he first pays 200 cash on the table, and the system stipulates that he fines only 100 yuan. As long as he wears the factory clothes in the factory every day, the boss does not wear factory clothes. So when the boss goes out to use the car, he also goes through the prescribed process to apply, so there has never been any violation.

The implementation rate of other system processes is almost 100%.

More than 5000 people's enterprises are in good order and efficient. In a few years, the enterprises have to re purchase 200 mu to build new factories. The speed of the development of the enterprises is amazing. At that time, I thought, no wonder that other enterprises did so much.

But for private enterprises, these are almost extravagance.

In the process of consulting and training, a large number of domestic enterprises and bosses have been exposed, but so far no one has been able to do so.

Everyone is equal before the system process. The right thing to do is that the personnel department first design the post responsibility so that it can clarify the job requirements first, then enter the job according to due process, and then put it on a common job to receive training, and try to observe it from all aspects.

So as not to get out of the way in the future.

After a trial evaluation, I will decide on which post to be responsible.

Competent personnel should be released according to the proper personnel process, so as to stimulate their sense of responsibility and establish their management authority.

The boss is the biggest management resource of the company, and of course the biggest destroyer. The success or failure of the internal management is tied up by the boss.

If we can all set an example, any system will carry out any process thoroughly. Otherwise, it will be a disaster for enterprises.