How to manage a company, it is great to be able to start a company of your own. Every company needs management, but now most of the time in the market is talking about the management services of big companies, and there are few special introductions on how small companies do management. Let's take a look at how to manage the company and related information.
How to manage the company 1 1? Fully understand the employees of the enterprise.
Everyone is so simple to himself, but so complicated to others. As a manager, it is not easy to fully understand your employees. But if managers can fully understand their employees, the work will be much smoother. As the saying goes, "a scholar dies for a bosom friend." A manager who can fully understand his employees will be a first-class manager in terms of work efficiency and interpersonal relationship.
Understanding employees is different from the primary stage to the advanced stage, which is divided into three stages:
The first stage: understand the background, education, experience, family environment, background, interests and expertise of employees. At the same time, we should also understand employees' ideas and their enthusiasm, sincerity and sense of justice.
The second stage: when your employees encounter difficulties, you can realize the expected reactions and actions. And it can help employees in time, which shows that you know employees better.
The third stage: knowing people and being good at their duties. Can let each employee play the greatest potential in the job. Give your employees some challenging jobs that can test their abilities and give them appropriate guidance in the face of such difficulties.
In short, managers and employees should understand each other and communicate with each other psychologically, which is particularly important for the managers of a small and medium-sized enterprise.
Second, listen to the voices of employees.
Managers of small and medium-sized enterprises have strong self-assertion ability, which helps to solve problems decisively and quickly, but on the other hand, it also makes managers go their own way and refuse to listen to other people's opinions, leading to decision-making mistakes.
In enterprise management, listening to employees' voices is also an important way to unite employees and mobilize their enthusiasm. An employee's mind will lose his enthusiasm for work except problems, and he can't accomplish the tasks you give him well. At this time, as a manager, you should listen to his voice patiently, find out the crux of the problem, solve his problems or enlighten you patiently, which will help you achieve your management goals.
People who make mistakes should also be treated in a listening way, instead of blindly accusing them, and they should be given a chance to explain. Only when you know your personal situation can you prescribe the right medicine and handle it properly.
Third, management methods are often innovative.
Managing employees is like driving a car. When driving, the driver should carefully observe the indicator and the road surface. When the road surface changes and the indicator pointer changes, he should turn the steering wheel to prevent the rollover from hitting people. The same is true for managers. If managers want employees to run on the established track, they should carefully observe and adjust frequently to prevent employees from making mistakes.
In a stable large enterprise, managers should pay more attention to the changes of employees and flexibly use various skills to manage subordinates within the basic management framework. For active SME managers, their responsibilities are heavier. They not only can't stick to the rules in managing their subordinates, but also can't use a fixed model to involve the blueprint of the enterprise.
Managers should constantly adopt new methods to deal with new situations in employee management, and have the idea and ability to transcend stereotypes. In the late 1970s and early 1980s, Ford's business philosophy became more and more conservative.
The company's performance declined step by step, and finally slipped to the edge of loss. After Iacocca became the president of Chrysler, he actively explored innovation and inspired the enthusiasm of employees. In less than two years, he finally miraculously brought the company on the verge of mass production back to life.
Fourth, have both ability and political integrity, and only use quantity.
Everyone has his own strengths and weaknesses in ability, personality, attitude, knowledge and cultivation. The key to employing people is applicability. To this end, as a manager, when employing people, we must first understand the characteristics of each person, with ten employees and ten samples, and some of them do things neatly; Some are cautious; Some are good at dealing with interpersonal relationships; Others like to bury their heads in statistics and work silently.
In the personnel appraisal forms of many enterprises, there are some evaluation items about the correctness and speed of doing things, and getting full marks is an excellent employee. As a manager, you should not just look at the scores on the personnel appraisal form.
It is more important to observe in practice and give suitable jobs in combination with the strengths of each employee. Observe their attitude, speed and accuracy in the process of work, so as to truly measure the potential of subordinates. Only in this way can a manager manage his employees flexibly, effectively and successfully, and make his career flourish.
Fifth, dilute rights and strengthen authority.
The management of employees should ultimately be implemented in the obedience of employees to managers or subordinates to superiors. This relationship of leadership obedience can come from two aspects: right or authority. Managers have high status and great power, and those who do not obey will be punished. This obedience comes from power. Managers' personality charm such as virtue, temperament, wisdom, knowledge and experience makes staff resources obey their leaders, and this obedience comes from authority.
Managers of enterprises want to manage their employees successfully, especially those who are better than themselves. The authority of personality charm is more important than administrative power.
Six, allow employees to make mistakes
The real world is full of uncertainty, and it is naturally impossible to succeed in everything in such an environment. A person who can do more right things and less wrong things is an excellent person. As a manager, if you ask your subordinates not to make any mistakes, it will inhibit the spirit of adventure, make them timid and lose the business opportunities that may succeed.
Adventure spirit is a valuable entrepreneurial quality, and adventure requires courage and capital. If you can take risks from the spirit of uncertainty and rely on some inspiration, you may have a chance of success, but it may also lead to failure. If managers don't allow employees to fail, and risk failure will be severely punished by superiors, then employees will return to the idea of not doing well, so enterprises are an important driving force for development.
Therefore, as managers, employees should be encouraged to take risks, innovate and seize business opportunities rationally, and employees should be allowed to fail. Don't be too responsible when subordinates take risks and make ordinary small mistakes; When the adventure is successful, you must praise it and give it a corresponding reward.
Seven, guide employees to compete reasonably.
In small and medium-sized enterprises, there is also competition among employees, and there is a difference between fair competition and unfair competition. Fair competition means taking appropriate measures or positive ways to compare. Unfair competition refers to restricting, suppressing or attacking competitors by unfair means.
As a manager, it is an important duty to pay attention to the psychological changes of employees and take timely measures to prevent unfair competition and promote fair competition. Therefore, personnel management has a set of correct performance evaluation mechanism, and its ability should be evaluated according to its performance, not according to employees' opinions or superiors' preferences and interpersonal relationships, so as to make the evaluation of employees as fair and objective as possible. At the same time, establish normal and open information channels within the enterprise, so that employees can have more contacts, exchanges and positive communication with opinions.
Eight, stimulate the potential of employees
Everyone has different potentials. For people with different characteristics, it is possible to achieve good results by adopting different stimulation methods.
Medical research shows that people's thinking and actions are derived from the activities of the cerebral cortex, which is divided into two parts: the inner part and the outer part, which have different functions. Managers should apply this principle to enterprise management and adopt different incentive methods according to different people's characteristics.
How to manage the company? All employees of the company must abide by the company's articles of association and abide by the company's rules and regulations and decisions.
Second, the company advocates the idea of "playing a game of chess" and prohibits any department or individual from doing anything that harms the company's interests, image and reputation or undermines the company's development.
III. By giving full play to the enthusiasm and creativity of all employees, the company improves the technical, management and operation level of all employees, constantly improves the company's management system, and implements various forms of responsibility system to continuously strengthen the company's strength and improve economic benefits.
Fourth, the company advocates all employees to study science, technology and cultural knowledge hard, provide conditions and opportunities for employees to study and further their studies, strive to improve the overall quality and level of employees, and build a workforce with new ideas, hard work style, strong business and sophisticated technology.
Five, the company encourages employees to actively participate in the company's decision-making and management, encourage employees to play their talents, and put forward reasonable suggestions.
The intransitive verb company implements the distribution system of "on-the-job salary system" to provide employees with income and welfare protection, and gradually improve the treatment of employees in all aspects with the improvement of economic benefits; The company provides employees with an equal competitive environment and promotion opportunities; The company implements the post responsibility system, implements the attendance and assessment system, evaluates the best first, and commends and rewards those who have contributed.
Seven, the company advocates pragmatic work style, improve work efficiency; Advocate strict economy and oppose extravagance and waste; Advocate employees to unite and help each other in the same boat, carry forward the spirit of collective cooperation and creativity, and enhance the cohesion and centripetal force of the group.
Eight, employees must maintain company discipline, for any violation of the company's articles of association and various rules and regulations, should be investigated.
Employee code
First, abide by the law, be loyal to their duties and love their jobs.
Second, safeguard the company's reputation and protect its interests.
Three, obey the leadership, care for subordinates, unity and mutual assistance.
Four, care for public property, thrift, put an end to waste.
Five, continuous learning, improve the level, proficient in business.
Six, enterprising, pioneering, realistic and innovative.
How to manage the company? Give employees a visible development prospect.
Generally speaking, many employees not only pay attention to the current development of enterprises, but also pay attention to the prospects of enterprise development and personal development when choosing jobs, even at work. Therefore, when managing talents, CEO should certainly learn to paint a visible development prospect for them.
All this must be based on the enterprise's own long-term planning and overall planning. At the same time, according to the actual situation of employees, the dream of lions is grassland, and the dream of sheep is grass. In this way, no matter what type of employees, they will always be in a state of being motivated, ensuring continuous passion, thus contributing their own strength to the enterprise for a long time.
Set clear goals
The company must decide how to use the limited resources to deal with the competition and change and realize the overall goal of the enterprise. Business owners lead this process by formulating strategies. Strategies are often formed by answering three questions: what will happen in the current environment and background? How should we act? What should we do next?
Clarify rights, responsibilities and interests.
Enterprises should set positions according to the functions of departments and locate each position node. Enterprises should clearly define the "boundary line" between leaders and form a "power pattern" of mutual checks and balances.
After the boss has positioned the vice president, director and general assistant in the organizational structure, he should discuss and formulate the post responsibilities, work contents, terms of reference, qualifications and assessment indicators of each of them. After that, the vice president, director and general assistant should seek the manager of the competent department, and the department manager should discuss their respective post responsibilities, work contents, terms of reference, employment conditions and assessment indicators, and determine the division of responsibilities and the distribution of responsibilities and rights.
Correct authorization
Success comes from doing things well and executing them well. This means that all employees in the company should implement it well. The boss needs to empower the manager so that they can make daily decisions. Business owners must carry out effective entrustment and decentralization, so that managers can master management strategies.
Instill corporate culture and own values.
Corporate culture is the code of conduct within the enterprise. Only those who accept and implement corporate culture can be regarded as people who truly integrate into the enterprise. In enterprise management, it is more effective than any management to influence and change a person's thoughts and values. Therefore, the boss must learn to instill corporate culture in various forms, and at the same time pass on his dreams and values to his employees, so that they can become people who keep pace with the enterprise and themselves.
Establish enterprise norms
How to promote the free development of employees, of course, needs a complete set of norms to deal with. Enterprise norms can be divided into several levels, some are written, some are soft corporate culture, and corporate values reflect the values of corporate CEO.
The code of conduct for enterprise employees comes from the proposal of most employees, and it needs to adapt to the actual situation of the enterprise. It is necessary to establish rules, but rules cannot become dogmas. Enterprises can promote the realization of enterprise goals by formulating norms, which is the starting point for enterprises to formulate rules.