2, the division of labor is unclear, power cannot be effectively delegated, and responsibilities are even more unclear. What often happens is that you can't do things well for others, or you can't pursue problems, pass the buck and be afraid of taking responsibility.
3. Poor coordination between departments, lack of orderly supervision and control.
4. There is a system but it cannot be effectively implemented. Does not constitute a concern, there are obstacles up and down.
5. The leaders of the company are determined and have no action, so they can't guide the people below. The company's business development lacks systematic planning and concrete plans for sustainable development.
6. "People-oriented" is not really reflected in reality, and the welfare of employees and a series of humanized care are not reflected. Employees don't take the company as their home and lack proper career and development plans, so the corporate culture of the company is very weak.
Extended data:
First, people-oriented management allows the right people to do the right things.
Everyone has different characteristics, including personality, outlook on life, values, technical potential, knowledge potential, social potential, physical and mental endurance potential and so on. From the perspective of human resources, the employees of the company are screened to help them find jobs that suit their potential and give play to their strengths.
Second, advocate the concept of all-staff marketing.
The marketing performance of an enterprise is directly related to every employee, and every employee should have a sense of urgency. Enterprises have good benefits and employees can get benefits; On the contrary, if the enterprise crosses, everyone will be unemployed and have no guarantee of life. Therefore, it is suggested that employees should be strongly encouraged to attach importance to marketing, participate in marketing and serve marketing, give full play to their customer relationship or marketing methods, encourage everyone to go out and publicize the company's products, and try to attract group purchases or big customers.
Third, establish the concept of employee saving.
To do a good job, enterprises should not only improve efficiency, but also reduce expenses, establish a good habit of saving employees, such as 1, and accumulate paper written every day for secondary use for unimportant writing and daily office. This not only protects the environment, but also reduces office expenses. A box of A4 paper contains 10 packets of 250 yuan and 500 packets of paper. If each person uses 10 secondary paper every day, then 50 people will save 500 sheets a day, that is, a pack of paper 25 yuan will save 9 125 yuan a year.
2. Get into the habit of turning off the lights and computer screen, especially when eating at noon or going out for a long time, which can save a lot of electricity expenses for the company (generally, large companies require employees to do so).
Fourth, open rewards and punishments.
Although the incentive measures in place can not be said to be the driving force of employees' responsibility and intention, they are the most effective means. If employees are in a state of doing well, it is impossible for enterprises to achieve a grand blueprint for development. Company leaders should constantly criticize and encourage and set an example, because the power of example is endless.