How to make suggestions on the company's opinions and suggestions? If enterprises want to develop better, they need to listen to opinions and improve themselves, so as to survive from many enterprises and have a future. Where the opinions came from, it must have been put forward by your own employees first. How do employees make suggestions? Let's see how to make comments and suggestions to the company.
How to make comments and suggestions to the company 1 1? Communication between departments should be smooth and maintain a high degree of harmony.
Suggest improvement methods: strengthen emotional communication between doors, and make the small interests of each department and the big interests of the company coordinate with each other on the basis of not damaging the interests of each department, so as to make several goals work together and make our work make great progress.
Some written regulations, such as working document policy, must be fully implemented, especially the sales and financial departments should contact in time. Don't wait for the problem to happen before solving it, which will not only get twice the result with half the effort, but also seriously affect the enthusiasm.
2. Everything should be told with facts.
Suggestions for improvement: in our work, everything is based on facts and the right medicine is given according to the problems reflected by real problems. We should not only fully understand, but also treat the problem dialectically. Communicate some frequently-occurring problems in time.
No investigation, no right to speak. If you are given a chance in time, don't talk nonsense. Talk for the sake of talking. We do our work not to lead, but to gain something. Don't take company resources for your own benefit.
3. Improve work efficiency.
Suggest improvement methods: some things we can't do one thing and say another, and many things can be summarized into one category. We should try our best to boil them down to a system or process to avoid duplication.
For example, our sales department has been implementing our policies for some agents for several months, but the financial department doesn't know these policies, which has dealt a great blow to our reputation. Some of our policies should be distributed to all departments in time, so that we don't have to go through the signatures of several leaders every time we implement policies for agents. Not only will the enthusiasm of agents be hit, but we will also be unlucky.
Agents no longer trust our reputation, and we no longer take the initiative to have some disputes with the company. This is very dangerous. It is suggested that some policies of the company be effectively implemented in various departments to avoid this situation from happening again.
How to put forward the opinions and suggestions of the company? After staying in the company for nearly a year, when reviewing the company's work and making a comprehensive summary, I also put forward some small suggestions according to the company's actual situation, hoping to do my bit for the company's development.
First, people-oriented management allows the right people to do the right things.
Everyone has different characteristics, including personality, outlook on life, values, technical ability, knowledge ability, social ability, physical and mental endurance and so on. From the perspective of human resources, the employees of the company are screened to help them find jobs that suit their abilities 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 also 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 vigorously advocate the concept of attaching importance to marketing, participating in marketing and service marketing, give full play to their customer relationship or marketing means, encourage everyone to go out and publicize the company's products actively, and find ways 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. Each person uses 10 secondary paper every day, and 50 people save 500 sheets a day, that is, a pack of paper 25 yuan can 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' sense of responsibility and enthusiasm, 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.
5. Make clear the task standards and implement them effectively, so that employees can always treat their work with a responsible attitude. The company will not accept any excuses about the failure of the task.
At present, the working state of most employees in the company is still at the stage of "what do you want me to do" rather than "what do I want to do", which leads to passive work and lack of creativity. And in the process of target implementation, if employees deviate from their work tasks or fail to achieve the expected results, do leaders accept excuses and reasons?
So, in the process of target implementation, when can the target be completed? Who will accomplish this goal? To what extent?
(The above are the steps we have taken so far), but what measures will the company take if we can't reach it?
In the past, the company's tolerant attitude towards reasons and excuses will definitely make our employees slack off or lucky, thus forming a vicious circle.
If the atmosphere of responsibility is not strong enough, everyone will find reasons and excuses when they encounter problems, difficulties and no achievements in their work, and rarely analyze how much responsibility they should bear in this matter, what is the cause of the problem, what remedial measures they have and how to avoid them in the future.
Only by treating our work with a responsible attitude can our product quality and personnel quality be effectively improved, so the management of the company should not accept reasons and excuses, which will weaken the sense of responsibility of employees.
Sixth, the summary of corporate culture is refined into several corporate spirits.
Corporate culture should be precipitated through time and experience. In the summary and refinement of cultural concepts, leaders can't "slap their heads", because what a few people sum up is lifeless and will not be accepted and recognized by employees.
Summarizing and refining cultural ideas is not the responsibility and obligation of a department or even a leader. This is a project that requires the participation of all employees and should be based on the extensive collection of employees' opinions.
New enterprises should establish enterprise values (as simple as a few words) and enterprise spirit (as simple as a few words). Other cultures should be the integration of business purposes, values and moral codes of conduct with their own characteristics formed over the years, and must have the individuality of Acer Real Estate Company.
The above suggestions are for the reference of leaders only.
How to make suggestions to the company? The competition between enterprises is mainly reflected in the competition of talents at present. Only with high-quality talents can enterprises be in an invincible position in the fierce market.
There are two ways to obtain high-quality talents, one is to hire employees with high salaries, and the other is to tap the potential of internal employees and strengthen employee training. Staff training is a small and profitable investment for the company and an important way to improve the quality and potential of employees.
1. Status: Not paying enough attention to staff training. The company pursues high-speed development and ignores the training of employees, and lacks understanding of the development of human resources and the education and training of employees. The company not only has no specialized training institutions and trainers, but also incorporates the company's human resource management into administrative or logistics affairs.
There will be no independent personnel department or human resources department. I don't pay enough attention to the internal training of the company, and my personality is a middle and high-level manager. Even if training is conducted, it is often a mere formality. Without a strict training plan and evaluation system, employees who evade training will not be punished.
2. Personal opinion: As far as the current situation of the company is concerned, the first thing to be solved is the employees' understanding and cognition of the position itself (for example, what are the job responsibilities of the front desk staff? How do you understand your work? ), the second thing to be solved is the problem of job skills, and the premise of solving this problem is to improve the company's management system and standard operating procedures.
In other words, employee training must start with the system and process. Only when employees fully understand and agree with the company system can the company system effectively restrain employees.
Next, we must focus on every action of every department, every job and every link (personality is the person who is in direct contact with customers, such as account manager, front desk, countersigning, etc. ), and conduct standardized training for employees until they can finish their work meticulously.
In this way, all the management problems of the company will be solved, and then the company can talk about standardized management.
3. Personal recommendation:
(1), improve the company's employee training system.
I have always believed that training should be a long-term, continuous and uninterrupted enterprise behavior. Therefore, the company must establish a long-term employee training plan and training system.
Create an environment suitable for the company's training and development, so that employees can better integrate into it. According to the needs of enterprise development and the specific situation of personal development, the training objectives should be formulated reasonably and the training methods should be selected.
For the middle and senior managers of the company, training is even more essential, because senior managers are responsible for the rise and fall of the whole enterprise.
If its management thought can't be consistent with the company's management intention, its knowledge structure can't cope with daily work, and its tolerance can't surpass itself, the consequences will be unimaginable!
Therefore, I sincerely suggest that the company take improving the comprehensive quality of managers as the primary training task.
"Don't do to others what you don't want them to do to you." If managers can't be strict with themselves, how can they ask employees to do it?
(2) Strengthen communication in training. Before the training, teachers and students should communicate with each other to find out the shortcomings of the students and expect to be improved in this training. Training with questions can greatly improve employees' interest in learning.
In the process of training, employees have different educational background, experience and understanding. Therefore, it is necessary to set aside the necessary time to discuss the research with the trainer.
After the training, it is necessary to evaluate the training and ask each trained employee to make a summary.