Open management means that employees have the right to participate in the decision-making of enterprises, and the boss should let employees participate in the decision-making before a decision is implemented. In the article "Enterprise Managers Don't Be Arbitrary", Mr. Feng Xiaoqiang thinks that an enterprise is not a one-person enterprise. Now is the era of knowledge economy, the boss can't be autocratic. Let employees participate in enterprise management, let employees love their jobs and feel at home.
Second, walking management.
The so-called walking management means that the boss should not just bury himself in the office or socialize outside, but should often go to workshops, factories and employee offices? Wandering around? , often appear in front of employees, and at the same time can check out the problems existing in employees' work. Zong Houqing, the boss of Wahaha, often goes in and out of the factory to discuss with employees how to improve work efficiency.
Third, oriented management.
The so-called guided management means that the boss should always point out the direction for employees and let them understand their job responsibilities and goals. The boss should be good at drawing a vision for the enterprise and making strategic planning.
Fourth, decentralized management.
Decentralization is to delegate one's rights to subordinates. An enterprise has many affairs, so the boss can't do everything himself. If he doesn't delegate power to his subordinates, it will not only reduce his work efficiency, but also make him feel very tired. By delegating power to subordinates, the boss can be freed from heavy affairs and can better manage the enterprise.
Company organization and management method 2: frequent communication.
No one likes to be kept in the dark, and employees will have a lot of dissatisfaction and opinions, although some are correct and some are incorrect. Therefore, employees and employees, employees and leaders need to communicate frequently, consult employees' opinions on the company's development, listen to employees' problems, and talk about their own views on these opinions and problems. What is acceptable? What is unacceptable? Why? If the enterprise has difficulties, it should be made public and tell employees that the enterprise needs their help. Remember, papers are not respected and employees want to know the truth.
Focus on ideas
In the past, the feudal paternalistic style of treating management posts as officials and employees as tools should be abandoned. Instead, we should respect the personal value of employees, understand their specific needs, adapt to the supply and demand mechanism of the labor market, and rationally design and implement a new employee management system based on the principle of two-way choice. It is the basis of competitive advantage to regard people as the important capital of an enterprise and implement this concept in the specific management work of the enterprise, such as system, leadership style and employee salary.
Set high goals
The key to retaining talents is to constantly raise requirements and provide them with new opportunities for success. Everyone wants to win, and loving challenges is the common performance of excellent employees. If enterprises can constantly set higher goals, they will stay. As a manager, you should realize that employees need more opportunities to use their brains to help enterprises and get recognition when they grow up. So you must create and design some challenging opportunities to stimulate employees to pursue higher performance. Only when employees feel that they can get constant support and learn new things in their work will they stay and be more loyal to the enterprise.
Authorization, authorization, re-authorization
Authorization is the most effective incentive method in management. Authorization means that grass-roots employees can make correct decisions by themselves, that you trust him, and that he and you are taking responsibility at the same time. When a person is trusted, generate will show more enthusiasm and creativity. Therefore, we suggest not to make every decision by managers, and not to do things that can be authorized by ourselves. Managers should play the role of supporters and coaches.
Involve employees.
More and more, we find that in practical work, the people who have the most ideas are often those who are directly involved in task execution. Involve front-line employees and let them know that you value their opinions. Employees don't want to be given simple orders and instructions, they want to play a more important and meaningful role in their work, and they are eager to participate in decision-making. When employees want to participate, but you don't give them the opportunity, they will alienate management and the whole organization. If you can respect the opinions of employees, even if you don't adopt their suggestions in the end. You will find that they will be more willing to support your decision.
keep one's word/promise
Maybe you don't remember what promise you made to someone by accident, or you think that promise is not important at all. But remember, your employees will remember everything you promised them. As a leader, any seemingly insignificant behavior will have an impact on others in the organization at any time. You should be alert to these influences. If you make a promise, you should be responsible for it. If you have to change your plan, you should explain the change to the staff. If you don't or don't clearly express the reason for the change, they will think that you have broken your word. If this happens frequently, employees will lose trust in you. Losing trust in employees usually leads to a loss of loyalty.
Praise employees more.
A sense of accomplishment can stimulate employees' enthusiasm for work and meet their internal needs. In the long-term work, we have summarized the following rewards: open reward standards. Let employees understand the reward standards and the reasons why others get rewards. Give praise and rewards in an open way. If praise and reward are not made public, it will not only lose its own effect, but also cause a lot of gossip. Reward with sincerity, don't overdo it, and don't be glib. The limit of reward is very important. Reward what just happened, not what has been forgotten, otherwise the influence of the reward will be greatly weakened.
Establish norms
It is necessary for every enterprise to establish a strict management system to regulate the behavior of employees. We can describe the workers in each position in detail, so that every employee knows what he should do, who he reports to, what rights he has and what responsibilities he bears. Of course, this restriction cannot be too strict, but it must be. Establish reasonable norms, and employees will act within the prescribed scope. When it goes beyond the prescribed scope, employees should be required to obtain the permission of management before proceeding.