Is there any other option in the company than to move up to the management office?

Start-up stage.

Enterprises have the characteristics of small scale, unfinalized, low-speed development, lack of goals and standards. At this time, the managers of the enterprise lack experience and cannot formulate clear long-term goals and corresponding standards. At the same time, because the organization is in its embryonic state, the future development trend is not clear, and the tangible attraction of the enterprise to employees is not high. Therefore, the managers of the enterprise should adopt the management style based on affinity, and focus more on establishing a good relationship with employees, cultivating a family-like organizational atmosphere, and strengthening the intangible attraction of the organization; At the same time, due to the lack of overall experience of the organization, managers should encourage employees to adopt flexible and autonomous pioneering behaviors and make various attempts to explore the future development direction of the organization.

Business growth period.

The enterprise has the characteristics of basic direction, rapid development, and gradual establishment of standards. At this time, the managers of the enterprise have gradually clarified their own development goals after the exploration of the entrepreneurial period, so as to have the necessary basis for the process control of employees; At the same time, the growth of the organization has entered a period of acceleration, the future development trend is good, the scale of the enterprise is expanding rapidly, and the number of new employees has increased dramatically. Therefore, the managers of the enterprise should adopt a teaching-based management style, give employees long-term work goals and corresponding standards, and strengthen the training of new employees, so that they can quickly adapt to the needs of enterprise development.

Business stabilization period.

The enterprise has the characteristics of stable scale, stable direction and stable development. At this time, the organization has entered a period of relative stability, the unstable factors have been reduced, the business rules and business standards accumulated by years of experience have become self-contained, and the scale of the enterprise has reached an unprecedented degree after the growth of the early stage, and the number of employees is far beyond the physical control of the enterprise managers. Therefore, the managers of the enterprise should adopt an authoritative management style, establish a top-down standard system in the enterprise according to the development direction of the enterprise, and explain to the employees the reasons behind the company's policy and standards to seek the recognition of employees, establish authority in the minds of employees, and use their own invisible influence to guide employees.

The performance management system is like building a management platform for various management systems of the enterprise, it is the link of various management systems, and through it to verify the operation effect of each management system.

Formal enterprises will set up a lot of promotion channels.

There is a management series, which is the kind you said.

There are also technical series, mainly for:

Technicians and skilled workers are set up, although they are not managers, but they belong to the category of technical experts, and there will be many levels of salary and job performance.

Technical specialists, or trainers.

1. First of all, establish rules and regulations, you can find a lot of such on the Internet, you screen out to meet the needs of your company, and then report to the leadership for approval after the whole company notices the implementation.

2, and then after the implementation began to put into action, how many times in violation of the rules to dismiss or persuade to leave, etc., killing chickens and monkeys, coming and going, there are few people who dare to be disobedient, and then recruit new people.

3. Work is work, to be vigorous and resolute, if you are not this character, you should also implement punishment according to the regulations of your own company, be professional, do not be emotional or expose the shortcomings of your character to work, do things is to do things, recognize things and do not recognize people.

4, personnel are in control of the power of life and death of employees, why be afraid of them, no matter how bad the boss will give you support, you can correct it if you make a mistake, you can recruit again, as long as the core of the company is not lost, other screws can be replaced, 5, as a personnel, according to your own ideas and online information, establish a complete set of processes, step by step, so that you don't have to worry about trivial matters, the wheel is built once, and the follow-up is used for a hundred years, you know.

Finally, I wish you all the best in your work and a happy life!

Hello, the boss is not happy with you because you don't understand the boss's intention to put a newcomer like you in a management position; On the other hand, what do you think would be the reason why your boss would make you a new person like you become a leader?

You are standing in your own perspective, while trying to please the boss, while not wanting to offend the employee, according to your current way of working, it will not be long before the boss will be replaced.

The reason why the boss lets a newcomer like you parachute into the leadership position is to use your violent means to suppress the employees, strongly promote the system, establish authority, and rectify the company's management system. Now you yourself want to be offended on both sides, of course the boss is not satisfied, and if it continues to develop, it is not far from the time when you "get off work".

Now for you, you can only choose one, either follow the boss and sing a good red face, or wait for the boss to let you go.

First of all, I am an employee, and I will give you an analysis of what kind of leadership employees want from the perspective of employees.

I hate leaders who are impatient, impatient and uncultivated, often a leader with cultivation and patience will be convinced. Because everyone is here to make money, and they want to be happy and get paid. If you are in a depressive environment for a long time, employees will inevitably think, why should I take so little money and be angry with your leader every day, resign and leave.

So I think you have to improve your self-cultivation, treat employees patiently and cultivated, and employees will smile at you.

Of course, patience is not the same as connivance, as the so-called state-owned national law, enterprises should also have corporate rules and regulations, you can hold a staff meeting, announce the rules and regulations, and everyone to abide by, and actively listen to the suggestions of employees. For example, you can publish the system you want, let employees put forward the best bad opinions, comprehensive opinions to modify, and then everyone signs together, promising to do it, how to deal with it if it is not done in this case, etc., you can discuss with everyone.

As a personnel leader, the company is well managed by you, and the boss will naturally not blame you.

Managing a good person is the most difficult, Enwei and Shi more let the staff learn to empathize, each position has the responsibilities of each position, as the management to convince people to benchmark themselves, want to be persuasive in the early stage need to lay a solid foundation, the boss is to see the results, you don't want to tell the boss everything, as long as the employees obey your work arrangement, obey the command and abide by the rules and disciplines, the boss has any thorns can be picked? The boss is concerned with the result, not the process.

01. Just enter the leadership position to learn more, don't give up easily. Change the mindset of being a manager.

02. Distinguish between work and life, do a good job at work, and everyone can get together more in private, which has no impact.

03. You have a good relationship with employees, and your purpose is to ask them to support your work, not to please them. So this may be the reason why your boss is angry.

A new system will inevitably break the original pattern of interests, so it is certain that people will be offended.

The newcomer is airborne as a leader, and the old man is not convinced, which is also inevitable.

Your boss should want you to make a difference, so if you're too weak, you can't do it.

It's too tough and causes the ** of old employees, and it's not good.

It is recommended that when you establish a new system, put it forward at the meeting, let the boss, the old employees and you go one by one, and finalize the terms that are not controversial so that everyone can have a bottom in their hearts.

First point out, these are agreed, if you commit, according to the system, this is your bottom line, you can be tough, if the old employees have opinions, first, they will agree, second, you can use the authority of the boss.

The other parts are controversial, which should be what you want to improve or what the boss wants to do, and don't stick to principles too much in this part.

One important thing: to get your boss to support you, it's best to have one or two people in the old staff to help you talk.

How is this netizen? The problem you mentioned is common to many new units. There are no rules, there is no square circle, there is nothing wrong with you creating all kinds of effective systems, and everyone is equal before the system.

Like what; Those who arrive late and leave early will be given a little appropriate punishment to warn future generations, and there will be no criticism. It's unreasonable for others to disagree with your young age! The key is that you have a phenomenon of violating the rules, and righteous people must first correct themselves.

As long as you take the lead in implementing the rules and regulations, set an example everywhere, and treat the violators with all colleagues, the prince violates the law and the people are guilty of the same crime, and everyone will support your work, as long as a good working atmosphere is formed, the work will not be difficult to carry out.

Then you can only give up, management is not something that can be learned overnight, it depends on experience. If you say that, it only means that your emotional intelligence is a little low.

Use your actions to drive them, think more for them, solve difficulties for them, take more responsibility for them to be a leader, don't pass the buck, use your way of doing things to guide them slowly, I believe that it won't be long before they will be convinced by you. Penalties are not the best way to go. Come on, you can.

Believe in yourself and believe in them. Everyone wants their leaders to solve problems for themselves, not to create problems for themselves...

You can give them money behind the back after the fine, which is given to you in your personal identity, explain that this is the company's system, no way, you can also give a part, let him pay attention next time, talk more, and get closer to the feelings, so that he will not embarrass you next time, and he will not be embarrassed by you next time, and he is not embarrassed.

Less experience, are slowly accumulated, at the same time to see more knowledge of learning, theory combined with practice, slowly explore, suitable for the current company's management methods.

Solve the critical problems of the day.

Generally speaking, the reason why the leader promotes a new position manager from the leader's heart is to promote this person, not that person, because he feels that this person is more capable of solving the key problems in the current organization, that is, he is ordered to be in danger, and this "danger" may not be explicit, but implicit, and the leader himself knows it in his heart.

Therefore, for new managers, the first thing is to ask me why I am here, what problems the leader needs me to solve, find out where the problem is, and you can go through the first step smoothly in the leader.

And then there is the issue of content management in the follow-up department.

Then show them some proof of strength.

If it's not suitable, just clean it up.

Use your strength to attract others to follow.

Two pieces of advice for you.

1. Distinguish between work time and work time. Working hours can be more strict, and you have to take the initiative to communicate with people after work.

2. Small favors. Many times, a small favor can indeed buy people's hearts.

The leader trusts you, the system is the system, and you will be punished for violating the law, but at the same time, you are also rewarding and providing the enthusiasm of the employees.

Management is a complex science.

Managers pay attention to value evaluation. There must be standards, but also strategies. Accurately measuring the profits created by a person is the key to managing people.

Management is a science, which requires more experience and more training;

It's not that you don't have majesty, it's that you don't know how to deal with your boss and colleagues.

Read more books and study more often; There are still a lot of books on management.

Be down-to-earth and strike a good balance between employees and bosses.

It also helps to communicate the relationship between employees and bosses. Work harder, and others will see it in their eyes and keep it in their hearts.

When employees are in trouble, be sure to reach out and help. (Other employees will also have a good relationship with you as a result).

After studying in an ordinary junior college, as long as you have a way, you can still enter the company and enter the upper class. If it doesn't matter, it's good to be in a better factory.

If you enter the factory with this junior college, it depends on what position you do, and if you enter it, the salary may be high, and there will be no other treatment.

In the workplace, there must be leaders in the company.

In addition to your boss and your colleagues, you may also have positions such as sales ability, department head, and so on.

As for the level of position, it mainly depends on your company's regulations.

Generally speaking, each department will have a leader, usually called a supervisor or department manager. Then the person in charge of these supervisors or department managers should be the general manager of your company. Of course, the general manager of most companies is the boss.

In the company, if someone has a higher position than you, he can ask you to do things. But if you are not your direct supervisor, he will not give you a task. Therefore, it is enough to maintain a friendly state when you usually go to work, and there is no need to have too much sense of class.

Enterprises may face the following problems in the process of performance management:

1.Unclear goal setting: Unclear, unspecific, and non-measurable goal setting fails to provide employees with a clear direction of work and evaluation criteria, resulting in inaccurate performance evaluation results.

2.Unfair performance evaluation criteria: Unfair or non-transparent evaluation criteria lead to employees' doubts and dissatisfaction with performance appraisal results, and even affect employees' motivation to work.

3.Unreasonable performance review cycles: Appraisal cycles are set up too often, or the time interval is too long, making it difficult for employees to get timely feedback and improvement opportunities.

4.Lack of timely performance feedback: Management does not provide timely feedback to employees, resulting in employees not being able to understand their performance and improvement direction in a timely manner, which affects performance improvement.

5.Unfair performance incentives: Unfair or opaque incentives lead to doubts and dissatisfaction with reward results, affecting employees' motivation to work.

6.Inadequate performance improvement plan: The performance improvement plan is not perfect or not effectively executed, and employees are not provided with effective opportunities for improvement, resulting in the failure of employee performance to be improved.

7.Insufficient performance recording and communication: Insufficient recording and communication leads to the inability to accurately record and analyze the evaluation results, and the lack of knowledge and awareness of the performance evaluation results by employees.

8.Insufficient management support: Management does not provide adequate support for performance management, lacks effective resources and support, and fails to provide employees with the necessary opportunities for improvement and development.