Management ability improvement
Clear goals | good communication | clear responsibilities
Eliminating formalism makes management efficient
As a manager, seeking truth from facts and avoiding formalism are the core principles for improving work efficiency.
Seeking truth from facts requires us to formulate reasonable work plans and solutions based on the actual situation. Formalism will lead to waste of resources and inefficiency, so we should pay attention to practical effects and pursue real results.
Part.01 What to do about the widespread formalism
Be results-oriented
No result of work is meaningless, do anything, to be results-oriented, to be pragmatic rather than aspirational. To implement a system in the company, to implement a program in the team, we must first consider its actual meaning, if the form is greater than the substance, the value is not much, we must resolutely stop.
Altruistic thinking
Whatever you do, think of others as much as possible and don't do things that benefit yourself at the expense of others.
There is a saying called "good, the next will follow it", some managers engage in formalism, in fact, is to vote for the boss. Prove your loyalty to your boss through formalism. As a manager, you can think more about your employees, do more altruistic things, and your employees will definitely reciprocate.
Multiple feedback
Through active review, to review the process, deeply think about the effect of what you have done, whether you have reached the goal, and whether you have deformed in the process of implementation. Take the initiative to listen to the voice of the team, get real feedback, and then constantly self-correct, put an end to some formalistic things, and do more effective and valuable things.
Bend into the game
The answer is always on the spot, and the proliferation of a lot of formalism is that managers are detached from the scene and can't feel empathy.
As a manager, you can't say beautiful words and do beautiful things with your hands on your hips. Instead, you should start from reality and help employees solve difficulties in real work.
Part.02 Employee execution is poor
There can be a variety of reasons for poor employee execution, and here are some of the factors that can contribute to this problem:
miscommunication
Good communication within the organization is the cornerstone of ensuring mission understanding and execution. If there is a breakdown in communication between leaders and employees, it can lead to employees being unclear about their work goals, job requirements, or priorities, which can reduce execution.
There are no effective incentives
Effective motivation will ignite the passion of employees, promote their motivation to work more strongly, let them have the desire to surpass themselves and others, and release the potential of huge drive.
Miss the point
In the company, the management of employees is very important, but the company does not have a clear strategic plan, employees do not get clear instructions, and the company's policies are often changed, coupled with poor information communication, so that employees can only grasp the key points, they can only do things according to their own ideas, and the company's important work can not be completed on time.
The job description is unclear
If employees are unclear about their job scope and responsibilities, they may feel purposeless, which increases uncertainty in the execution process and reduces execution.
Part.03
How to solve poor execution
Have a clear goal. There are three drivers of execution: goals, interests, and crises. Only when there is a goal can there be desire, only when there is interest can there be motivation, and only when there is crisis can there be pressure. Work without goals is bound to muddle through. Therefore, the directivity of the goal must be clear.
Communicate well. Good understanding leads to good execution. Communication is crucial for a team to have strong execution. Smooth communication enables faster execution, enhances team cohesion, and effectively saves time and cost. Communication needs to be "two clear" : first, the result is clear (goal). Second, clarify the consequences (responsibility).
Responsibility is clear. There are many reasons for poor execution, but the underlying cause is a lack of accountability. Improving execution requires a variety of measures, but each measure can be implemented in place, the core is to implement responsibility.
Incentives are flexible. There are many kinds of incentives, both reward type positive incentive and punishment type negative incentive. Be flexible as a leader.
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