The factory's poor execution must have failed to resolve these 5 contradictions!

The manager of the factory is responsible for performance. For this purpose, the manager must handle the contradictions in the team and avoid some pitfalls. Are foreign monks good at chanting? Should management be comprehensive? Why do so many actions are "thunder is loud, rain drops"... If you are a manager, how do you make the best choice among these contradictions?

Management is always in contradiction, let alone freedom, the company must close; strict management, employees must leave. Increasing wages makes costs rise, does not increase income, and employees lack enthusiasm... All these make management difficult. Good managers must be good at managing conflicts and learn to "dance with shackles."

01

The contradiction between helping and managing

In view of the difficulty and disobedience of employees, management must be transformed from simple "management" to effective "help." The implementation of a correct management system has encountered opposition and confrontation, which just proves that the implementation of the system is not right or wrong. The view that "the right one has no reason to confront" is a misunderstanding of management.

Management should start from "Is it useful to others, not right or wrong", and start from helping others. A survey of an enterprise found that the high rate of employee turnover is not a problem of remuneration, but a particularly poor "cadre-group relationship", especially because of the rude style of the grassroots management, the unfairness of dealing with matters, and only giving orders to subordinates without helping to solve the problem.

02

The contradiction between seeking inside and seeking outside

An enterprise cannot do anything without resources, whether it is human resources or financial resources. But this resource is different inside and outside. Many people, especially bosses, like to seek outsiders, believing that their subordinates are of low quality and poor ability, and they do everything possible to recruit and dig. As a result, countless talents have changed, and the company is still a mess.

The very important guiding ideology for management is: not to change people, but to change people. To establish a concept: there are no unqualified employees, only employees who do not meet the requirements.

03

The contradiction between grasping points and taking care of faces

Enterprises have specific methods of doing things, but they do not have a unified system or model. The system is not a file. From the perspective of the file, the system is used to do it. The so-called system (mode) is a combination of a series of effective actions. A series refers to continuous improvement. When we do research, we focus on one point. Focus and focus on everything. Really effective management is less than more.

While grasping the points and grasping the results, it is necessary to summarize and summarize it, and then organize it into documents to form an effective system. The basic idea is: first action, then card, then file. One of the important things is the form, which is pushed down at the same time as the action.

04

The contradiction between movement and strength

Many companies are doing "actions", but they just lack strength. There is a saying in Guangdong: If you are unable to do so, you are not fortune. Strength is not explosive power, but endurance. The enterprise began to make a vigorous action, the whole plant was boiling, and it was silent after three days. Endurance comes from frequency, from frequent repetition, and management should be done periodically.

Those who do planning and material control know that it is unrealistic to try to implement order review, delivery time breakdown, monthly, weekly, and daily plans, because materials, equipment, personnel, etc. often change. How to do? Frequent adjustments: you change every day, I adjust every day. Don't believe that one action will solve the problem once and for all. Management means frequent response, frequent adjustment, and frequent force generation.

05

The contradiction between thought and effect

Now when we do management, we all have ideas, but there is no effect. What's the problem? It's not closed. It's important to close a case. The conclusion of a case is a summary. It's good or bad.

How to focus on the effect? Pay attention to data changes. Do anything must have the goal of data. No matter the output, per capita output value, qualified rate and loss rate, there should be clear data indicators.

Don't set your goals high at once. Take them step by step. If you set a goal, you should check it frequently. If you reach the goal, you will be punished.

It is necessary to set up some sub goals in stages and encourage them in sections. The most important thing is to analyze the reasons for not achieving the goal, because the analysis of it will become the starting point for the next step. It is very important to close a case. Buddhism says "clear and clear".

Many management actions are simple and effective because they grasp the essentials well. Complex things will be effective if they grasp the essentials.