Why Is Your Execution Insufficient?

Doing more and doing less is the same, so that everyone is interested in his work and has no enthusiasm in his work. The main reason for the low productivity of Chinese enterprises is the lack of teamwork spirit. It also confirms the truth that "a monk drinks water, two monks carry water to drink, and three monks do not have water to drink". Corporate culture is the individuality of an enterprise. What distinguishes its own business from other enterprises is corporate culture. Corporate culture is not too mysterious. Deliberately pursuing the culture of luxury is not only harmful to execution, but also harmful to execution.

Do you remember Colgate's advertisement? - our goal is "no tooth decay"! The goal is clear, to enlarge the target to make the teeth stronger. With clear goals, there will be directions for things to be done. So when we talk about executive power, we should first clarify what we should do. After we correctly position our targets, we can enlarge our targets, and set specific goals, namely, "basic goals", "challenging goals" and "limiting goals". There are directions and specific quantities. index Then we can give full play to the role of the executors. For execution, the goal is both traction and driving force.

There is no clear and focused strategy. This year we will switch to another strategy. This is also an important reason for the reduction of executive power. Kmart Corp, a former US retailing giant, started selling low-end products and encountered zero. Sales magnate After the Wal-Mart Store Inc competition, the competition broke down, so instead of the fourth largest retailer in the world, Target turned to the high-end department store products. As a result, the retail giant Kemat, who was once the third largest retailer in the United States, lost his way and failed in strategy. Kemat's failure shows that strategy is not something that can be changed overnight. It is not clear that its strategy will pay a heavy price for the enterprise.

The high-level did not clearly convey the strategy and goals to the middle and lower levels, resulting in the executive level not knowing the order to be executed and the execution would be discounted. The channel is not smooth, including two aspects. One is the channel from top to bottom, and the problem usually occurs in the middle managers. This is because when the policies formulated by the senior level are not conducive to the interests of the middle level, the middle managers make the information transmission incomplete or out of shape because of the selfish departmentalism. As a result, the implementation of the middle level has met with obstacles. The other channel is the bottom-up information feedback channel, that is, the problems encountered by the grass-roots personnel in the implementation are not reflected in time or encountered obstacles in the middle level, and the problems can not be solved in a timely manner.

There is no suitable person to do the right thing, so that the project can not develop, lack of qualified personnel, resulting in the implementation of a discount. The organization is bloated, the structure is chaotic, the responsibilities are not clear, "learning is useless, and it is useless", which leads to unreasonable organizational structure, uncooperative division of labor, mutual wrangling, and low efficiency. The responsibilities of each department and post are not clear, the leader has the task to apportion, the employee has no clear scope of responsibility, and he can not finish his job. There are no key points and priorities, and priorities and priorities. Enterprises should follow the "28" efficiency principle, namely, grasp the key point of 20%. Generally speaking, the efficiency of 80% comes from 20%. The key links and priorities are clear and targeted. implement Efficiency can be better played out.

We often hear some leaders often say: "regardless of the process, as long as the result", in fact, this is a wrong point of view. In the process of implementation, the problems encountered will not be tracked properly, and the problems will be delayed. What kind of result is qualified and satisfactory, often lacks the corresponding assessment standard, causes the staff to feel puzzled in the execution process. The correct approach should be to decompose the execution objectives and formulate the assessment criteria for each post, so that the executors can have a reference frame and a standard of control.

There is a statistic in the United States that every $1 increase in training costs will increase the output of US $3. Therefore, enterprises in the United States and European developed countries attach great importance to personnel training. Many enterprises are willing to set up their own internal universities. Chinese enterprises always doubt the significance and value of staff training. Employers are generous in spending money on meals and giving gifts, but they are miserly in training and learning. The high-profile learning organization has been singing for more than a decade or two. But how many Chinese enterprises really understand the essence of learning organization and establish a learning organization effectively?

The executive ability of enterprises is not strong, and has a great relationship with their professional ethics. Most of the enterprises in China, especially private enterprises, have problems in their professional ethics. Employees are holding ideological work rather than acting as masters. Why do many Japanese enterprises realize the lifelong system of employees? This is related to professional ethics. When the Japanese come to a business, they regard it as their own home, so the boss provides them with a life-long career. Of course, the welfare provided by the company can also make them feel at ease and serve the company for life.

EQ includes EQ, faith, mentality, perseverance, passion and so on. Many times, people with high academic qualifications often think too much and are too clever. They not only say no practice, but also look ahead and behind. When they encounter problems, they always find a way out for themselves. And those with low educational background do not retreat, obey orders, obey orders, push themselves forward, and finally succeed. The same is true of the organization as a whole.

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