This is the most common problem in the process of process implementation, so besides these, what other enterprise factors hinder the implementation and promotion of the process?
Aozhe Technology has summarized the following aspects:
First, there is not enough high-level support. Many times, in the process of implementation and promotion, the process is not valued by superiors, or because of various concerns, the senior management does not give enough support, which leads to difficulties in the implementation process.
Second, the strong resistance of existing habits. Because of "inertia", the employees of the company are unwilling to change the status quo, and they are also afraid of changing the status quo. They are full of resistance to the implementation of the new process and lack cooperation, which leads to inefficiency in the process of process implementation.
Third, the existing system cannot be implemented. The resistance of employees, coupled with poor control and the use of special rights or privileges, makes many systems ineffective and cannot be effectively implemented.
Fourth, there is a lack of means of implementation and promotion. In the process of promoting implementation, it is very important to adopt appropriate methods or means. General enterprises always rely on "orders" when promoting, but these "orders" disappear after shouting, and they do not cooperate with the corresponding system and arrange corresponding people to operate and implement them, or the means are "rough" when implementing them, for example, too tough means lead to stronger employees.
Fifth, the promotion of "culture" is not effective. When promoting new technology, there must be training and publicity, which should be carried out regularly to help employees understand the surface and deep meaning of this new culture and new technology, and finally reach recognition. And many enterprises often just put promotion outside, rather than deeply rooted in people's hearts.
Sixth, the effectiveness of performance appraisal is reduced. "Clear rewards and punishments" can mobilize enthusiasm, and the mobilization of employees' enthusiasm is a key factor related to whether the whole process can be realized. Enterprises often do not use performance appraisal standards in the process of promotion, or the effectiveness of performance appraisal is low. In this way, there is no enterprise standard to measure the participation in process promotion and reform, and the enthusiasm of employees will certainly decrease a lot.
When it comes to implementation, the technical term is landing, and the implementation of process landing is impossible. There are many aspects. On the one hand, the company leaders did not pay attention to this process, only three minutes of heat, and the upper thoughts affected the lower buildings; On the one hand, a bunch of process management things compiled by consulting companies are not respected, and there are empty documents and systems, so the process cannot be realized. All process promotion is personnel arrangement, which is time-consuming and laborious. It is better to follow the previous management methods.
If the company leaders attach importance to process management and want to improve the consulting documents left now, they suggest a process-driven system, which is called BPM system in professional terms. I think this is what you need most.