The company s plan to train middle managers

There are several ways to develop middle managers:

First, work rotation to improve the overall quality of the middle level.

Regularly change the work department or position of middle managers, let them go to various departments or positions to enrich their work experience, expand their understanding of all aspects of the enterprise, so that they have a more comprehensive understanding of the company's management or other responsibilities, and it is very helpful for middle managers to improve their work analysis ability and internal communication and coordination ability. Job rotation between different regions can enhance employees' understanding of different cultures, and job rotation between departments can improve collaboration between departments and reduce departmental friction. The specific form can be to only be an observer in each department, but a more effective way is to let the trainees actually participate in the work of their department, and understand the business of their department through actual doing, including sales, production, finance and other operations, so that middle managers can be "generalized".

2. Participate in decision-making and enhance the sense of ownership of middle managers.

When cultivating middle managers, it is possible to involve middle managers in high-level meetings, so that they can put forward their own suggestions on high-level management issues, such as organizational structure, reward and remuneration mechanism for management personnel, and coordination of conflicts between departments, for the reference of the board of directors of the enterprise. This provides middle managers with the opportunity and experience to analyze and deal with enterprise-wide high-level decision-making issues, which promotes the growth of managers. At the same time, it taps into the creativity of managers and brings new ideas to them.

The process itself prompts middle managers to take a closer look at policy issues and take responsibility for their own decisions. Especially when the enterprise is brewing change, this way to let middle managers know more about the development of the enterprise and give them more opportunities to participate in the decision-making process is very conducive to the middle managers to understand the development of the company and support the change of the enterprise.

3. 360-degree feedback and evaluation to deepen your understanding of yourself.

In terms of cognition, there are four parts of each person, the first part is the competition area, that is, the part that he knows and others know. The second part is the cover-up area, where you know what others don't know. The third part is the blind spot, where others know what they don't know.

The last one is the unknown area, I don't know what others don't know, the same way, in the cognition of myself, everyone also has a blind spot, only to get feedback from others, in order to fully understand themselves, in order to understand their own advantages and areas for improvement. One advantage of using 360-degree feedback evaluation: because the information fed back to the assessee comes from the evaluation results of the multifaceted evaluators related to the assessee's work, it is easier to be recognized by the evaluators.

Develop internal and external training plans, and evaluate the effectiveness of training.

When formulating the training plan, it is necessary to conduct a training needs survey, determine the training needs of training middle managers, and determine which abilities to improve, such as execution, communication, coordination, and organizational skills.

The middle management plays the role of connecting the upper and lower levels, and the strength and weakness of the middle management directly determine the overall efficiency of a factory, which can be described as the mainstay of the factory. How to train middle managers in factories? This article gives you 5 suggestions: