The Boss Who Does Not Understand The Process Will Be The Disaster Of Management

Among Chinese enterprises, Administration The chaos of system There are a lot of processes, but they can't be executed; The pain of supervisors is not that the employees can't control it, but that the boss can't control it; It is not that the system is unreasonable, but that it is always destroyed by the boss, even though these systems were originally formulated or signed by the boss. From this point of view, it is always said that the boss must be the one who breaks the system and does not follow the process. This kind of behavior is particularly prominent, which is also the most obvious sign of Chinese management.

That day, a perennial consulting company boss He told me that he had recently recruited several directors and asked me to go there when I was free. After meeting these directors, I asked the HR manager a few questions. First, have they all taken up their posts? Has the personnel order been officially issued? Second, how do these newly recruited "directors" of production, quality and technology work with the managers of these departments? The HR manager replied that these people were recruited by the boss himself. Now they have been on duty for more than half a month and have not been formally appointed. But they all know that they are directors. The boss has said hello to the managers of these departments, but has not yet carried out a specific division of labor.

I'm dizzy. It turns out that as long as they know that they are the director. Later, I called a meeting of these department managers. I found that everyone was a little unusual compared with the usual. When discussing problems, they were not as active as before. They talked in a veiled and hesitant manner. After repeated questioning, I found out the truth. It turned out that it was the recruitment and trial of these directors who caused the trouble.

Here, we will not question the ability and quality of these directors and whether they can be integrated into the team. First of all, if the boss does not follow the personnel operation process and clarify the division of labor and responsibility first, it will artificially create contradictions within the department, and will also trigger various guesses. This internal friction will certainly weaken the overall combat effectiveness. Secondly, this sheep herding method of employment will also make new comers at a loss, which is tantamount to putting people in the department and letting them live and die on their own. Thirdly, this is also an ambiguous employment behavior, which will also cause internal panic and disrupt the normal work order, thus reducing the efficiency of the whole team. What's more serious is that because the recruiters are directors, avoiding all personnel processes is a kind of destruction of the process. It will also make these people conceited and special, and may also look down on the factory team and become the target of public criticism, so that they will not be able to get the help they deserve in the team, or even cause disaster to the team.

Previously, when I first worked in a foreign company, I was very respectful to the company. When the boss is late for a meeting, he takes out 200 cash and puts it on the table, but the system stipulates that only 100 yuan will be fined; As long as the boss is in the factory, he takes the lead in wearing factory clothes every day, so the phenomenon of not wearing factory clothes is rare; When the boss goes out to use the car, he also uses the prescribed process to apply, so there has never been any violation. The implementation rate of other systems and processes of the company is almost 100%. The enterprise with more than 5000 people is in good order and highly efficient. Within a few years, the enterprise has purchased 200 mu of land to build a new factory. The rapid development of the enterprise is amazing! At that time, I thought it was no wonder that other enterprises have done so much. But these are almost a luxury for private enterprises. In the subsequent consultation and training process, I have also contacted a large number of domestic enterprises and bosses, but so far I have not found that one person can do it.

Everyone is equal in front of the system process. The correct way to do this is: the Human Resources Department should first design the job responsibilities, make them clear about the job requirements, then handle the entry according to the due process, and then put them on an ordinary job to receive training, and conduct a trial observation from all aspects. In order to avoid being defeated in the future. After the trial evaluation, decide which position to be responsible for. Those who are competent should also issue personnel orders according to the proper personnel process, stimulate their sense of responsibility and establish their management authority.

The boss is the biggest management resource of the company, and of course the biggest destroyer. The success or failure of internal management depends on the boss alone. If we can set an example, any system and any process will be implemented thoroughly, otherwise, it will be a disaster for the enterprise!