What role do middle level cadres play in enterprise management?

1. Role: 1) It is the backbone. The ability level is strong and the comprehensive quality is high, which represents the overall quality and external image of the team.

2) It is the executive layer, and its decisions are of great significance.

3) The role of connecting the upper and lower levels is both a staff officer and an assistant for the higher level. Middle-level cadres must convey information from the upper and lower levels and carry out their work.

4) Bonding role. Middle-level cadres refer to the cadres who are responsible for one or more layers of institutions, organizations, strata, etc., and are the bridge and link between the top level of the organization and the grassroots level.

2. Tasks of middle management:

1) Determine the job responsibilities of subordinates.

2) Performance appraisal of subordinates.

3) Team building management.

Middle-level cadres are the bridge connecting senior leaders and grassroots employees, and play a role in connecting the upper and lower levels within the enterprise. Middle-level cadres need to fully understand the overall strategy of the enterprise and the strategic thinking of the supervisor, and based on this, fully extend, improve and refine the objectives, so that every employee in the department can understand their goals and directions, so that the strategic objectives are truly related to everyone's interests, and the implementation system is operable; Middle-level cadres need to use management skills to ensure that every implementation detail is in place, and finally achieve sub-goals. The characteristics of the middle level of the enterprise determine their unique position in the implementation system.

1) Be in the position of connecting the previous and the next. Middle-level cadres have leaders and employees at the bottom, and when a unit is at the junction of the top and the bottom, and the macro and the micro, they must not only carry out their work under the leadership of their superiors, but also guide the staff of their own departments to carry out their work, so it can be said that they are both combatants and commanders. The advancement of a task depends not only on the correct decision of the leading group, but also on the implementation of the work by middle-level cadres.

2) Be in the position of the execution layer. The key to making policy decisions made by a unit's leading body is to promote, implement, and practice them through middle-level cadres. In particular, whether or not the implementation of a correct policy decision can ultimately produce the expected results has a great deal to do with how the vast number of middle-level cadres implement and implement it.

3) Be in the position of the backbone. Middle-level cadres have a relatively strong level of ability and a relatively high overall quality on the whole, and they are the backbone and backbone of a unit, representing the overall quality and external image of a unit's cadre team.

4) In the position of a staff assistant. Middle-level cadres should not only be able to give down the situation from above, but also study and analyze the various situations of the grassroots work and the workforce, and make suggestions for the leaders. Provide sufficient first-hand information for high-level decision-making.

As a middle-level manager, he played the role of Lu Pai's succession. The most important thing is to have two functions, the first is to let the tasks of the superior leaders be perfectly implemented in your department and the small collective, and complete the tasks well.

Another is to ensure the following work discipline and the smooth work of the team.

At this time, on the premise of ensuring work and Ji Zao's discipline, you can let them relax appropriately, and there is no need to make them so tired and hard, which can also improve the relationship between you and your subordinates.

Because you are in a relationship of management and management. But at the same time, you are also a collective, and a harmonious relationship can make you more harmonious and more comfortable to get along with during work.

The role of middle managers is to cooperate, not to dictate. If you are a middle-level manager, the first thing to do is to integrate into this collective, and the middle-level managers of Jianmin play the role of connecting the upper and lower levels, but the biggest role is to cooperate. You must know that although the operation of a grassroots team needs to be completed by the manager's orders, it is more necessary for the manager to solve the problems encountered in daily operation and maintenance, not so much that you are managing people, but that you are cooperating with your subordinates to do their own work.

The role of middle managers is to instruct, not reprimand. "Teaching people and fishing", he knows how to train his own team, he knows how to teach his subordinates, and he is more of a guide and help to his subordinates than to supervise and criticize.

The role of middle managers is to supervise, not to be the manager. What kind of position we are in will bear what kind of responsibilities and obligations, for senior management, just decide the direction and way; As a middle manager, you can decide on the method and supervision; As a grassroots manager, you decide the implementation and progress.

Do the following things:

1. Plan management: use various means and methods to decompose the department's work objectives and formulate an effective work plan to ensure that the department's work objectives are effectively realized and the work completion efficiency is in the forefront of the company.

2. Communication and coordination: In order to complete the work goal, be able to take the initiative to find problems and take the initiative to put forward optimization suggestions. Actively communicate with the personnel of relevant departments to communicate and discuss the work problems, and complete the expected goals of the work well.

3. Organizational management: give full play to the organizational functions, efficiently operate and control the post establishment of the department, define the division of labor and responsibilities and business authority of the internal personnel of the organization department bank leasing door clearly and efficiently, ensure the reasonable allocation of organizational resources, and be a model of organizational management ability of middle-level managers.

4. Team management: through a variety of methods to motivate team members to mobilize the enthusiasm of employees, the department cohesion is strong, the comprehensive goals of the team can be realized, the growth plan for the team employees is formulated, and the career development of employees can be improved.