After the boss leaves his job, how to solve the problem of "having a job but not having a right" for company managers?

How to solve the problem that the company manager has the right to work but not the right?

Thinking:

(1) Are the rights and responsibilities of the managers in your company equal?

(2) Will employees in your company disobey the arrangement because managers have the right to work?

In the existing management system of enterprises, managers, especially middle managers, have the right to hold positions, and the performance of employees is no matter how good. They can't decide the salary and bonus of employees, and employees don't obey the arrangement. They have no right to punish employees, but must learn to correct the previous one and limit their work to uploading the next one.

What's the harm of having responsibility and no rights?

1. Without rights, it is difficult for anyone to take responsibility. As a result, the responsibility cannot be implemented and no one is responsible for the accident.

For example, I didn't arrange people, didn't set up posts, and everything was for approval. Why should I take responsibility?

2. Trust crisis, distrust subordinates, and why do subordinates trust you?

For example, subordinates don't think about things, can't open their minds, and point up and down. Can not give full play to the subjective initiative and creativity of grass-roots managers, but also cause interpersonal tension, everywhere beware, excessive caution.

Everyone is responsible, but no one is responsible.

For example, in order to strengthen the examination and approval, more people at all levels participated in the examination and approval. It used to be the responsibility of one or two people, but now it should be everyone's responsibility, and there are many people signing it. As a result, there are still many problems and troubles. Finally, no one is responsible, because the law does not blame the public.

4. Low management efficiency.

For example, some things in daily production and operation management should be asked for instructions at different levels and submitted for approval at different levels. What can be done in a few hours can't be done in a few days, which leads to a long time to deal with things and many market opportunities. The long management chain is the root cause of low management efficiency.

5, resulting in irresponsible grassroots leaders.

For example, grass-roots leaders are most familiar with the grass-roots situation, production and operation, and are most sensitive to the market situation of product sales, and should be responsible to enterprises. However, due to the lack of authority required by grassroots leaders, they can't make decisions in the fastest time, and the instructions for approval have not come down, and they dare not deal with problems in time, which leads to missed opportunities. Once there is a situation that causes losses to the enterprise, the superior just makes a few hasty criticisms, which will not make the grassroots leaders responsible, nor will it have much impact on the upper and lower levels.

6. Increased management costs.

For example, the superior does not agree to allocate necessary personnel and assets for the production and operation management of the enterprise, but they are necessary for the production and operation management of the enterprise. Enterprises will inevitably hire people and lease related assets, because production and operation must be carried out and cannot be stopped. Hired personnel and rented equipment will inevitably cost more than their own personnel and equipment, because people will not only recover all the costs, but also make profits. In addition to their own personnel and asset costs, profits are reserved for themselves.

Managers who have jobs but no rights bring great inconvenience to work, reduce work efficiency and fail to play the role of managers in management.

Employees' points management is implemented in People's Daily Online, and each manager is given the right to reward points and deduct points according to different positions. For example, the right of 30 points for the manager level, 20 points for the supervisor, 5 points for the team leader and so on. Every manager can drive his own power within the prescribed integral standard. The manager arranges the work of the employees,

If the employee does not obey the arrangement, the cadre will deduct points. If the employee completes well, the manager can reward him within his reward authority.

In a sense, implement employee integral management; Managers have real power, and they will perform their duties better. This method fundamentally solves the problem that managers have positions but no rights.

How should small and medium-sized enterprises solve the problem of chaotic management of company bosses' resignation?

Thinking:

(1) How do you evaluate the performance of employees when you leave the company?

(2) How to know the work situation of employees in the whole company in one minute?

If the manager is not in the company, subordinates should learn how to do it, which is the "resignation management" in management. Managers who know how to leave their jobs are generally not inefficient. Many bosses will do this after leaving their jobs, but this method will treat the symptoms rather than the root cause.

Step 1: Tell employees what to do.

Step 2: Tell employees what the standard is.

Step 3: Tell employees what to do.

Step 4: Let him do it.

In this way, when the boss left the scene and delegated the work to his subordinates, the phone of the subordinates came: "Liu Jingli, Xiao Liu didn't listen to my arrangement! Beckham didn't come to work today, and he couldn't finish his work today. You'd better call her yourself and tell her! " The boss can never really "leave". As soon as he leaves the company, the phone will keep ringing, there are many things waiting for you to deal with in the company, and the employees are lazy.

There is a scene in The Journey to the West where the Tang Priest was taken away by a monster. The monster used a "plum blossom plan" to distract Wukong and take the Tang Priest away. Wukong found the trap and rushed to the monster cave with Bajie and others to ask the master. The monster was afraid of Wukong, but he didn't give up on Tang Priest. When there was nothing to do, the little demon's head offered a plan and threw away the fake head. Pig and Friar Sand thought that the Tang Priest had been eaten and wept bitterly. Pig divided the luggage and said, "Master has gone, how can I get the scriptures? I'll go back to Gaolaozhuang, my senior brother to water curtain cave, and brother Sha to Liushahe. "

After the People's Daily Online implements employee points management, every manager has the task of awarding points and deducting points. Every manager should not only find the problems in every position and department of the company at any time, but also observe the performance of employees, and must complete his own task of awarding points and deducting points, which makes every manager take things seriously. When employees find that the boss is not in the company, some people are still rewarding points, and some people are deducting points. They really realize that the boss is different, and employees will work hard and pay. Every manager has the task of deducting points and awarding points, and of course post salary is also given. Moreover, it is specially stipulated that if a cadre fails to complete the task of deducting points within the time limit, the part owed will be deducted from his own points.

Some people think that this method is unreasonable, but it also makes sense. Since every cadre post is paid, it must be carefully managed. Problems will inevitably arise in management. When problems are found, they should be dealt with, so the treatment should be linked to deduction. In this way, the company has truly achieved the management that the boss can leave the field. Employees behave the same whether the boss is at home or not.

It is not a monetary reward, but it is better than the data integral management of monetary reward.

Four key elements of overall management:

1, integer

Points can partially or fully measure individual contributions.

Commend and record the excellent performance of employees in a quantitative way.

Team PK and stimulus (small material and big stimulus)

Encourage employees to actively pay and help employees adjust their behavior.

2. Lottery tickets

Direct, prompt and open praise and appreciation;

Lucky draw-mysterious gift

Maintain a new sense of expectation.

3. Happy Congress

4. Registration of points management: special software records points, which will not be cleared after permanent use, as shown in the following figure.

-In practice, in order to make integral management better adapt to the survival and development of enterprises, this model consists of three parts:

1, salary design 2, building corporate culture 3, permanent record of points.

For the reference of integral management mode, you can read the text at the bottom to view integral management, and get a reference book for free: Sun's Data Integral Management of Subversive Enterprise Employees. The bosses of enterprises in the Pearl River Delta can experience the landing course of integral management and experience the effect of integral introduction on the spot!