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Five Ways To Solve The Problem Of Poor Execution

2013/10/5 21:06:00 17

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the reasons for poor execution are clear, and the solution has become clearer. That is to achieve "clear objectives, feasible methods, reasonable process, incentive in place, effective assessment".

1, target clear

< a href= > http://www.91se91.com/news/index_cj.asp > Sales > /a > business line, the goal is clear to implement the target.

The accuracy and implementation of indicators are the basis for budgeting, policy making and incentive assessment, and the most important thing in sales management.

Most of the company's annual sales targets are also broken down into large areas, provinces, offices and representatives, but this is far from enough. If sales targets are to be accurate and implemented, they must be decomposed until they can not be further divided.

Another auxiliary means of making p clear is the work order system. The work sheet clearly describes job contents, expected results, completion time limits, available resources, responsible persons, main assisting persons, etc., and signs will take effect.

Work orders play a significant role in two situations: first, cross departmental collaboration.

As all departments have their own priorities and business emphasis, it is difficult for each department to understand the work well, and the work of collaboration is easy to be delayed by the occupation of this department.

For example, the cooperation between the marketing department and the production department in packaging improvement can be applied to many details, such as how to change the package, size, color value, font, font size and so on. If there is a lot of ambiguity in the telephone communication, it will be clear to write the work sheet, so as to improve the work efficiency.

Two, when the middle managers give instructions to the executors, they may not fully understand the instructions because of the limitation of their operational capacity. It is also possible that the middle managers themselves do not think clearly, and the executors do not dare to ask questions carefully, resulting in adverse execution.

, therefore, the main function of the work sheet is to make the work clearer, not to sign the responsibility.

2, method feasible

Yue Fei invented the hook and sickle to teach soldiers to hook horses and to break the golden horse.

If there is no such a feasible way, the Yue army can not win again bravely.

Since the executive layer's tasks are executed, managers should assume that they have no thoughts and provide specific operation methods for them.

making a feasible method requires effective coordination of three links: decision making, support, < a href= "http://cailiao.sjfzxm.com/" > feedback < /a >.

first of all, decisions can not be based on the will of the leadership to take the decision of the brain, but to fully demonstrate the market situation;

support can be a senior employee's business guidance to a subordinate, or a professional internal or external training. It is important to note that for the executive level, teaching tools and methods are much more important than pferring ideas. Inspirational training does not bring much business growth. The solution is more of a method than a passion;

there is always a deficiency in any method, and feedback in execution helps to further improve it.

3, process reasonable

in most enterprises, the process has no problem in form, but it is unreasonable in execution.

There are two reasons for irrational reasons: (1) outside management; 2.

for example, in some enterprises, the marketing bosses do not have the personnel rights of the business representatives. Recruitment and dismissal are the final say of human resources. How can we ensure the working capacity of the representatives and how to deal with the employees who should not be retained? How can we ensure the execution? This is a typical example of the layman's professional conduct.

responsibility, right and wrong, and so on, it causes work to shift each other's responsibilities. Everyone is in charge of it. Everyone can't control it. Eventually, all small matters are pushed to the boss.

therefore, if we want to make the process reasonable, we must first change the management idea. First, the boss should moderate decentralization. The two is to strengthen the support function between departments, and to desalination management function, especially not allow the layman to manage.

For example, the relationship between the finance department and the sales department, the management function of the financial department should be reflected in two aspects. One is to examine the authenticity and reasonableness of the bill, and the two is to control the financial indicators in the budget of the next year.

However, many domestic companies are not. Every sum of money in the market and sales department should not be spent in the hands of the finance department, and the finance department does not understand the specific marketing business. Therefore, it is neither approved nor rejected, which has been dragging heavily, and has seriously affected sales.

In fact, the management function of the finance department is too strong and the support function is too weak.

The cost of marketing should be the director of marketing or vice president, as long as there is no budget beyond the year.

The same embarrassment often happens between the human resources department and the marketing department. How can a human resource manager evaluate a marketing director or < a href= "http://www.91se91.com/news/index_x.asp" > marketing director < /a > is it qualified? Conversely, does the qualified salesperson of human resources think that qualified salesmen can do business? In many domestic pharmaceutical enterprises, human resources have played an excessive role in the recruitment and management of employees, causing employees to work hard and make mistakes, and do not work hard without making mistakes, as long as the attitude is good.

It's hard for such a company to make good performance.

The human resources department is better to strengthen the support function such as employee insurance benefits.

4, incentive in place

the so-called incentive in place has three meanings: strength in place, description in place and cash in place.

motivation should be competitive in the market, attractive in the staff and firm in the company.

the description of motivation should be concise and easy to understand and best visualized.

The so-called simple and easy to understand, for example, "100% after the completion of the task beyond the part of each box of incentives 1 pieces", than "100% after completion of the task beyond the 1% part of the flow of 1% bonus" attractive, the so-called visualization, for example, "you finish the task this year can buy a Passat", it is more attractive than "you can get the 3% bonus this year".

cash in place is what the company must say, because the midway policy changes caused by the company can not affect the annual bonus of the business people.

5, assessment effective

effective assessment should be done in three ways: first, the examination should give full play to the guiding role; the two is to avoid interference from human factors; the three is to strictly enforce the punishment measures and not to estimate the interest.

the phenomenon of unreasonable assessment index is not uncommon. For example, some companies sell pure sales but do not check < a href= "http://pop.sjfzxm.com/popimg/xm/index.aspx > > < /a >, which results in a large number of receivables.

There are also many companies whose assessment is comprehensive and the indicators are too scattered. The weight of the main indicators will inevitably decrease, and it will also weaken its guiding role.

the best way to avoid the interference of human factors is that all indexes are quantitative or semi quantitative, and remove the index which is difficult to evaluate the right or wrong.

For example, there is no loyalty, team awareness, innovation ability, initiative and other indicators.

Some companies have agents to complain about one item. It is difficult to evaluate the right or wrong of this indicator, because not all agents complain about it. If the index is evaluated by the investment manager, it will only force him to "surrender" to the agent so as to sacrifice the interests of the company.

punishment measures must be strictly enforced, unambiguous, otherwise it will destroy the rules of the game, tolerate one and damage a lot.