What is it like to have a particularly chaotic management of a company?

Our company is a small company, there are many partners in the management, and many partners are in a relatively high management position, so there may be many people who ask you to do the same thing, but everyone asks you to do it differently, so it will be very contradictory, I feel that this is the chaos of management.

If the company is particularly chaotic, it is first of all the responsibility of the leader, and the company is not well managed. Without bringing everyone's hearts together, employees must feel very free, late arrivals and early departures are not uncommon, and the company's rewards and punishments are not clear, and the same words cannot be learned in such a company.

The management of the company is particularly chaotic and extremely bad for the employees. It's also particularly bad for the company. First of all, for companies that want to work with you, they are not optimistic about this kind of management.

It's a minus for your own company. Actually, for the company's employees. Management chaos.

It will also affect their work mentality. So the management of a company is very important.

If your company is particularly chaotic, everything can go really badly. Because you can only get your own things done when you are in order. If everything is bad and messy, then your purpose will be very unclear.

I myself used to work for a small private company, which was more of a rogue company than a mess. Although the company I work for is all very chaotic, but the internal situation is so bad that this is this, a company may have a few black sheep to muddy the water, but in the end this company has almost no good class, the situation is completely controlled by a gang of hooligans, these people gang up to occupy the mountain, make power for profit, fox and fake tiger, of course, no one can really do things, and in the end they succeeded in closing down the company.

Our company is a small company that has just started, so the management will be more chaotic, usually even when you start to work, when to leave early, it is not clear, and the personnel is also very chaotic, today you do this thing, tomorrow to do that thing, sometimes I will feel particularly helpless.

It is really helpless for employees, the first job of the company is only two leaders, both leaders only care about their own interests, for the company's management work has not been managed, it is really a mess, has always been their own management work to the subordinates to do, so I feel quite helpless.

In my previous unit, it was a relatively chaotic management unit, and it was difficult for many people to stick to it, and the salary was not fixed. It feels like it's a relationship-based payroll. Many people can't accept this.

Compared with my current unit, I feel that the management of the previous unit is really not in place.

"High turnover of personnel, departure of technical backbones, and chaos in on-site management" indicate that your company is in an extremely dangerous state and on the verge of bankruptcy. At this time, a person who can grasp the overall situation is needed to turn the tide. There is no doubt that the current state of your company is quite bad:

The company's salary is unreasonable, the rights and responsibilities are chaotic, and the employees are not motivated, do not obey the management, and do not listen to the dispatch ......All these conceivable drawbacks are the root cause and result of the company's management chaos. To solve such problems, we must start from the roots, prescribe the right medicine, and treat both the symptoms and the root causes. First of all, stabilize the overall situation and win people's hearts.

If you want to grasp the overall situation, you must be able to convince the public, and you must have enough voice and decision. Power comes from **, from the trust and support of the people. Therefore, if you want to stabilize the overall situation and win the hearts and minds of your subordinates, you must first do a typical thing to prove your ability and credibility to the masses, so as to set an example and deter the overall situation.

The so-called killing one and setting an example does not mean that the typical thing you want to do is punishment, precaution, punishment, etc., but that you should both punish and reward, and both punishment and reward should be reasonable and in place, so as to show fairness and justice. Such a typical case should be made public, and the means of handling it should be both reasonable and reasonable. The purpose of killing one hundred is to narrow the striking surface and achieve the most powerful effect in the shortest time with the least loss.

Then, it is necessary to clarify the issue of the distribution of benefits, and not to arbitrarily deduct wages. For technical backbones, an achievement reward system can be set up to reward them according to their contributions. If we want to recover the backbone that has been lost, we must take a long-term view and use reasonable and generous conditions to keep it, and extraordinary measures must be taken in extraordinary times, but we must not go too far.

For ordinary employees, corresponding rewards can be set up according to their enthusiasm for work, and employees who are passive and sluggish should be punished as necessary. At the same time, it is necessary to clarify the powers and responsibilities, and all departments and personnel must perform their own duties, and they must be able to cooperate with each other without restraining each other. In this way, the company's problems have been initially solved, and the next step is to consolidate the company's management and maintain the company's long-term development.

To consolidate the company's management and maintain the company's long-term development, it is necessary to: 1. Establish and improve the company's management system 2. Create a positive and civilized corporate culture 3. Set the long-term development strategy and macro development plan of the enterprise 4. Continuously track the market adjustment and realize the long-term development strategy and macro development plan of the enterprise If this is the case, the company can not only get rid of the danger of extinction, but also rank among the ranks of large enterprises.

Summary. Dear, I'm honored to have your question The information that the teacher found for you here is: I feel that your internal management is chaotic, which means that the company's mismanagement of employees appears.

1. Problem: The company's management is chaotic. [Main reasons]:

The company did not clearly determine the position, position, responsibility, although on the surface it seems that the personnel have been divided, but in fact, there are many things within the company due to the company's unclear responsibilities and can not be completed. [Solution]: Improve the company's system and clearly position the responsibilities and positions of personnel.

Practices, job descriptions, and employee job descriptions are distributed to each employee.

It feels like you're in chaos internally.

Dear, it's an honor to be able to Xiang Oak Your question The information that the teacher found for you here is: I feel that your internal management is chaotic, which means that the company mismanages the problems of employees.

1. Problem: The company's management is chaotic. [Main reasons]:

Although it seems that the personnel have been feasted and buried in the division of labor, there are many things within the company that cannot be completed due to the unclear responsibilities of the company. [Solution]: Improve the company's system and clearly position the responsibilities and positions of personnel.

Practices, job descriptions, and employee job descriptions are distributed to each employee.

2. Problem: The company's goals are not clear. [Main reasons]:

At present, the company talks about auspicious chaos, but the goal of some details has not been perfected. When an employee finishes something and doesn't know what to do next? As a result, employees are physically and mentally discouraged.

There is no motivation for file work. [Solution]: The company should conduct regular employee training.

Let them understand the company's big goals. The training content is in terms of motivation, skills and knowledge. Purpose: Help them develop a sense of short-term goals.

The company's environment and corporate culture are the result of long-term accumulation, and cannot be changed in a short period of time.

There are simple and easy ways to solve this messy problem, and the simpler the solution, the more effective it is.

1. As a member of the project team, you must obey the leadership of the project manager and work hard to complete the project wholeheartedly. Everyone agrees on this point.

2. How to solve the problem of chaos? Mainly the department manager felt confused.

a. First of all, the department members involved in the project are required to make a project work plan. Report the schedule to the department manager, and the manager will know the employee's daily work according to the schedule.

b. If the project manager gives sudden instructions to the project members, the project members are required to explain to the department manager briefly, if the department manager is not there, they can deal with the urgent tasks arranged by the project manager first, and then report when they see the department manager. The department manager should keep track of the employee's movements.

c. Select a day a week such as Friday, and the department manager will hold a small meeting, and use 30 minutes to let each member report the work of the week and the work plan for the next week. The department manager grasped the main work of his subordinates in a timely manner.

In this way, the problem of confusion is basically solved.

Above, I don't know if I am satisfied, but I can **.

This is a matter of organizational management. Your company should change the linear structure to the functional structure in the organizational structure, which is highly professional, clear in the division of labor, and more efficient.

Personally, I think that for an enterprise, the middle manager is the upper leader of the lower employees, and when the employees have a series of negative problems, the middle managers should bear the unshirkable responsibility. You should start with shallow training for employees and management, and strengthen leadership and other issues for managers. Please contact me if you have any needs.

Since this is from the three departments to transfer personnel, then it is necessary to determine who is responsible for the work of these people, the general manager issued the order is that their own department must return to their own department manager, issued is not the department, to suggest that the general manager or find the department personnel to do, if the department personnel are not good, then find another; If the people in that department are often busy with tasks and are too busy to help, you should suggest recruiting more people; If it is a sudden help, everything that involves their own departments should be reported to their department managers, of course, the general manager told those who cannot report not to report. The personnel who are transferred out should be clear: they are still from the original department, but the direct leaders have changed 2, so the general manager's order is from the department, and they must give back to the department manager.

Weekly manager-level meetings are of course required. There should be no contradiction between the department manager and the general manager, and if a company with more than 30 people still exists, it is necessary to consider the problem of staying and leaving!

First of all, do you have to set up a dedicated department for the project? Is it temporary or long-term?

If it is not necessary, it is recommended to use the company's original functional departments and business departments to work according to normal business procedures;

If it is necessary and temporary, according to the situation you reflected, there is a problem with the company's information transmission, it is recommended to strengthen the company's internal information transmission, and the government decrees, instructions, notices, opinions, methods, minutes, etc. are transmitted to the relevant departments and positions in the form of documents, and the heads of various departments and offices can be included in the project department to make them aware of it.

If the project department is long-term, the situation is a bit complicated, either the company's original organizational structure has a problem and needs to make a comprehensive adjustment, or the company's leaders have other ideas, which you have to use more brains.

Find an appropriate opportunity to explain to the boss that the boss can change it if he wants to, and the boss doesn't want to change it.

Management chaos. The actual reason is that the management is inexperienced, or the company is in a period of strong change. These.

Of course, it is necessary to learn and refer to other experienced companies. However, it can only be used as a reference.

Not to mention that each family has its own different situation, the key is that the introduction of a system is bound to break a system.

And under the seemingly chaotic management, all members of the company have actually figured out a set of ways to work as a team, although it is not clearly defined.

Then, the cost of introducing a new system and breaking the old system is something that ordinary bosses and managers dare not try easily.

From an employee's point of view, you may just stay for a few years, and for the boss, it may be more than 10 years, or longer. In such an environment, except.

In order to improve the areas where there are real problems in some parts of the company, in order to obtain better operating efficiency of the company, it is almost difficult to make significant adjustments, because.

The price to pay may be too high.

Companies are favorable in the direction of change.

Not using advanced development methods? Then try to reduce the variety. Don't have enough people? So try to set aside enough chunks of time? Not.

Have time to study? The company is for you to come to work, this is not a school, you are in the wrong place. Didn't adopt advanced technology, start from yourself.

Adopt some new technologies that you can use in the work at hand. Not using this or that framework? Actually, there are still in this world.

There are a lot of modules that you can use, but you don't necessarily have to use a framework. Then try to throw the work at hand to others and force them to study.

But the premise is that you have to adapt to the current rules of the company and try to influence them. Well, from now on, reduce yours.

What principles should be followed in enterprise management, adhere to the principle of seeking truth from facts, what norms need to be formulated by enterprises, what level to achieve, should be decided according to the actual situation of the enterprise, and the development of management norms should be piloted or tested in practice to prove that it is indeed in line with the objective law and the actual situation of the factory, and can indeed achieve good results, in order to organize the implementation. Adhere to the principle of combining leadership with the masses, and the management norms must be implemented by all employees and must reflect the collective will of the masses. The formulation of management norms must have the leadership to summarize the time and experience of the masses and fully listen to the opinions of employees, so as to take root in the masses and consciously follow the implementation for the masses.

Adhere to the principle of systematic, comprehensive and unified, and the system means that various management norms should be matched to achieve overall optimization. Comprehensive refers to all the work and positions involved in the whole process of business management activities, and each post must have corresponding management norms and rules to follow. Unification means that the management norms should be coordinated with each other, obey the common goal of the unified leadership will, adhere to the position, responsibility, authority, and interests are consistent, the position is the premise, the responsibility is the core, the authority is the condition, and the interests are the driving force, and the four are indispensable and must be consistent with each other.

Adhere to the principle of simplicity and moderation, easy to understand, management norms should be detailed and clear, there can be no omissions and ambiguities in the relevant projects, indicators and requirements should be as quantitative as possible, and the writing should be simple, clear, and easy to understand, so that the executor is easy to understand and grasp.