For example, how to manage a small shoe factory with about 25 or 40 people is the way to go

Establish rules and regulations first, let yourself win at the starting line, so that you will save a lot of trouble in the future, and what will save you more trouble is that there are rules and regulations made by experts for your situation, so that you can use them, so that you can use them 100% worry-free and rest assured, and you don't have to write it yourself. Under the "Introduction to Labor Contracts", you can find this collection of management systems that allow you to do it once and for all.

Learn from Taiwanese, work more and get more system, semi-open management.

Militarized management improves execution.

I have to tell you, there is a difference between 25 people and 40 people.

The recommendation for the number of managers is 25 people, and there should be no more than 3 managers from the most basic management to the top management.

40 people, from the most basic management to the top management, no more than 5 managers.

Given the nature of your company is a manufacturing industry, managers should allocate to sales, production, and finance. Managers have to wear many hats, and they can't engage in any professional management (that's a matter for big enterprises). Family members act as managers, and at this stage, they can play a role that non-family members can't.

It should be reminded that although managers wear multiple positions, which is not conducive to professional division of labor, it does not mean that they can give up the norms. The sooner something prescriptively starts, the better, which lays the foundation for future growth.

Management requires costs, and phased adjustments need to be made in time at different stages of enterprise development. Many of the ideas that work at one stage are not applicable at all at the next stage. Therefore, for the top decision-maker, the most difficult thing to grasp is to adjust in time.

In fact, small factories are also easy to manage, do not need so many management personnel and management costs in large factories, the most effective is performance management, set up a complete set of reward and punishment system, more work, more money, more money to do well, so that workers have motivation and enthusiasm, naturally do not need too much management.

Difference Between Large Factory and Small Factory: Small factory does not have a strict system. There are no regular working hours. So it's messy.

In fact, there is no need to say that there are several sets of management, black and white faces have to learn to do, there is no need to cry when crying, there is no need to laugh when laughing When you are happy, you sometimes have to lose your temper, no wonder you sometimes have to laugh with you!

First of all, we must not turn a blind eye, there are no rules; By indulgence, you should never try to manage a business well. Please put the rules and regulations of the company on the wall tomorrow.

Clause. Second, if you want to get into a fight with them, you'll have to find a deputy to help you play blackface. Let him say what you can't say conveniently.

Clause. 3. You can consider seeing if there is a vocational school or something around, and you can do work-study with the school or something. However, you have to plan the people who come, and you can't have less processes and more processes.

Clause. Fourth, we should pay attention to the balance of distribution, there is an old Chinese saying "do not suffer from poverty but suffer from inequality", and excessive distribution gaps will make employees feel unfair.

I hope you think about the others.

Some people can't compromise on something! You give them face and they won't come down! It's not that I don't think of them as human beings!

But you pay them! They do things for you! But it's very irresponsible to take your wages and not do anything!

Also the inertia of the Chinese! First of all, we need to set up a bonus system! They can't have anything to object to!

To those who listen to you! Talk to the workers! And put on a posture of those who follow me and those who oppose me die!

And then! You should observe those people! Those who are against you!

Who's the head! In front of all of them, this man is very criticized! (Find a reason for yourself) when necessary, solve it by force...

It's okay too!! And the insurance thing! Generally speaking, it is not their boss who wins people who go to insurance, but they are people with hearts!

Pay more attention to him!

And the most important thing is that you have good communication with the workers! Don't think too much about being your boss! If you want to do well, you have to mingle with them!!

Everything is easy to discuss as long as it doesn't touch the principle! Say nothing in front of everyone! Talk to him privately about what he did wrong!!

You can even meet your employees during the holidays! But when you encounter the problem of the bottom line, you have to fight hard! Find someone to beat him up when necessary!

A bit violent).

1.Re-analyze the operating costs and benefits of the enterprise, reduce costs, expand sales, and increase employee wages within the allowable range.

2.At the same time, we should respect employees, give them support, and properly control the number of employees, so that everyone can do more work and earn more money.

3.Gradually establish a management system, no rules are not a circle.

Build your own party among your employees, that's what you are all about. Then think about the system.