What should I do if my employees always have poor performance and low team execution?

The standard of wages should be reformulated, the salary of employees can be appropriately improved, and opportunities can be found to take employees out for team building to stimulate their motivation.

That must be to encourage him, and if you do a good job, I will treat you to a meal or give you a raise.

Employees have strong ability and good performance, but they are not very obedient, how to deal with such talents, which will not affect the stability of the team?

Create a complete set of management plans in the enterprise, including the mechanism of employees and the operation process of doing things, formulate this for a while, hold a summary meeting, tell you that the enterprise will be determined to use the rules and regulations to manage in the future, everyone must be implemented in accordance with the management system of the enterprise, from now on, everything is determined by the rules and regulations, even if the leading cadres themselves, make mistakes must be done in accordance with the regulations.

All in all, the days can not be mixed, once found that do not work hard, do not obey what is done, and the management personnel are not in tune, unwilling to be presumptuous, in accordance with the rules and regulations and procedures, take the initiative to be punished. Even if you strictly abide by the rules and regulations, there will be people who don't take it to heart and still go alone, what should you do? "Kill a hundred and make an example" to find out.

When it is appropriate, you can tell you to kill one or two disobedient people, so that everyone knows that the company is determined to reform and innovate. As the saying goes, "mercy is not in charge of the army, righteousness is not good", the policy is ruthless, the process is ruthless, when the employee makes a mistake, according to the company's system, strict solution.

For this real simple brother power, and disobedient subordinates, we must limit the scope of his work, not let him have a good opportunity to innovate and announce his results, but also limit him to lead the team or touch more people, because they have the ability to quickly achieve something and gain prestige, which is difficult to solve, so it should not be a good opportunity for him to grow freely in the first place. To improve the management of his process, it is important to require punctual statistical analysis of data to present results. If there is a problem, you can communicate and communicate once or twice in private, and if you are still not sensible, you will be punished.

As a manager, if you want to manage the team and subordinates well, you must learn to divide responsibilities, strengthen the system construction for subordinates, and let subordinates figure out what things must be done by him, and which are selected by subordinates.

For those employees who are disobedient, you need to be patient as a manager. In order to prescribe the right medicine. Maintain team stability and morale.

Employees are capable and performant, but not very obedient, you can cultivate one or two people in the team, and suppress the arrogance of those who are arrogant by tilting resources, private guidance, and active assistance. Suino Xi handled it in this way, so as not to affect the stability of the team.

When you are free, you can find and disturb this subordinate who is eliminated, make two cups of tea to communicate with this subordinate, listen to the subordinates' thoughts, understand the inner world of the subordinates, and what is the reason for Li Jian to make the subordinates have such behaviors.

1. Employees don't know what to do.

The company does not have a clear strategic plan that can be implemented, there is no clear marketing strategy, and the employees do not get clear instructions; There are also some company policies that change frequently, strategies are changed repeatedly, coupled with poor information communication, so that employees are at a loss, and they have to rely on inertia and their own understanding to do things. This puts the employee's focus out of touch with the company, and the company's important work cannot be performed or completed.

2. I don't know what to do.

Employees of foreign companies generally have to go through strict training after entering the company, while domestic enterprises are not, either there is no training to go directly to the post, or the training is not targeted and practical, or just to do inspirational training and development training for employees, employees are enthusiastic but still do not know how to do the work;

Some only give employees some training on industry trends and macro strategies, but they still don't give them methods. There is also a more common deep-seated reason for this, that is, the middle and senior managers themselves don't know how to do it, so they can't explain it clearly to the people below, the director can't say it clearly, the manager can't say it clearly, and finally the bottom layer of Zhenqingmu who really implements it can't do it, and he can't say it if he suffers.

3. It doesn't dry smoothly.

If a soldier is fighting on the front line, the logistics supply is not high, the command headquarters does not respond, and the wounded cannot be quickly ambulated, then the soldier's fighting spirit will obviously be greatly affected. The same is true for the company, which slowly consumes enthusiasm and slowly becomes less active.

4. I don't know what the benefits are of doing a good job.

Sales are always only looking at the present, which is determined by the nature of the work, and when the immediate benefits are not visible, there is naturally no great interest in doing it.

5. It doesn't hurt to know that you can't do it well.

If there is only a promise that "soldiers can burn, kill and loot at will within three days after the city is broken" and there is no provision that "they will be killed immediately as deserters", some soldiers will definitely find an opportunity to slip away, thus shaking the morale of the army. Knowing that there is no harm in doing it well comes from three aspects: Mimori.

One is that there is no assessment; second, the assessment indicators are unreasonable; Third, the punishment is not heavy or there is no punishment.

Summary. Kissing, in short, first, the lack of talent is the root cause of poor implementation; Second, the system is not rigorous, and the order changes overnight; Third, there is a lack of responsibility and poor implementation; Fourth, there is a lack of a scientific supervision and assessment mechanism. 1. Managers do not always grasp unremittingly - anticlimactic.

2. Managers are not strict when they introduce rules and regulations - change every day. 3. The system itself is unreasonable - lack of pertinence, feasibility and kissing.

In short, first, the lack of talent is the root cause of poor implementation; Second, the system is not rigorous and does not count, and the order changes every day; Third, there is a lack of responsibility and poor implementation; Fourth, there is a lack of a scientific mechanism for the supervision and evaluation of dialectics. 1. Managers do not always grasp unremittingly - anticlimactic. 2. Managers are not strict when they introduce rules and regulations - change every day.

3. The system itself is unreasonable - lack of pertinence, feasibility and kissing.

Generally mention the following points, dear. 1. The goal is uncertain. Without a clear goal, do things will lose direction, can not give full play to the role of the executor, the goal is the traction, but also the driving force, if the loss of these two tensions, the enterprise will not have a strong executive force 2, responsibilities are not clear.

The responsibilities of each department and each position are not clear, the employees do not have a clear scope of responsibilities, the responsibilities are not clear, and the employees do not use what they are good at, resulting in an unreasonable organizational structure, uncooperative division of labor, mutual prevarication, and low work efficiency. 3. Tracking is not in place. Some leaders often accompany Ming Shen to say something like this:

Regardless of the process, as long as the result is "in fact, this is a wrong point of view, the problems encountered in the implementation process, if the tracking is not in place, the problem will be prolonged, and the execution will of course be greatly reduced. 4. The team is not cooperative. Without a team, there is no ability to hold Huai.

If there is a lack of team spirit, there will be a phenomenon that one monk carries water to drink, two monks carry water to drink, and three monks have no water to drink. 5. Personnel are not in place. There are no right people to do the right things in the right positions, so that the project cannot be carried out, and the lack of due talents leads to the reduction of execution.

It is recommended to change the omen from the above aspects to kiss and kiss. I hope mine can help you Oh dear congratulations, I wish you a happy life Oh dear, if you have any questions, please feel free to consult!

Substandard employee performance can negatively impact an organization's performance and business operations, so it's critical to address employee substandard performance in a timely manner. Here are some possible workarounds:

1.Set clear performance goals in advance:Before the start of the performance review period, set clear performance goals with employees to ensure that employees have a clear understanding of expected performance and that the goals are reasonable, measurable and achievable.

2.Provide the necessary training and support:If an employee's performance is not up to par, it may be because they lack the necessary knowledge, skills, or resources.

In such cases, training and support can be provided to help employees improve their performance.

3.Conduct regular performance feedback and coaching:Conduct regular performance feedback with employees, communicate performance in a timely manner, point out problems, and provide guidance and suggestions to help employees improve performance.

4.Motivate and reward excellent performance:Incentives and rewards for outstanding employees can motivate employees to actively improve their performance through salary adjustments, bonuses, promotions, etc.

5.Develop a personalized improvement plan:For employees who do not meet performance standards, develop a personalized improvement plan, clarify the improvement goals, timeline and resource support, and work with employees to develop specific improvement measures.

6.Consider job matching and adjustments:If an employee's long-term performance in their current position is not up to standard, consider whether they need to be matched and adjusted to a position that better suits their abilities and interests to improve their performance.

7.Take the necessary corrective action:If an employee repeatedly fails to meet performance standards and does not make significant improvements, it may be necessary to take corrective actions such as warnings, suspension of promotions, salary adjustments, etc., but any corrective actions should be taken in accordance with the company's policies and laws and regulations.

It should be noted that when solving the problem of substandard employee performance, the principles of fairness, justice, and legal compliance should be adopted, and sufficient communication and consultation should be conducted with employees to help them find ways to improve, and support and motivate employees to improve their performance.

In the workplace, team execution is a very important thing. Sometimes, no matter how good the idea is, when it comes to execution, it is greatly reduced, and sometimes the goal cannot be achieved. Some people think that the ability and attitude of employees are wrong, but few people think that it is caused by poor management.

The poor execution of the team is caused by the following reasons.

1. The center of gravity is not prominent

To take one thing as the focus of work, it is necessary to introduce what important impact this matter has on the company's annual goals after it is realized, unite as one, go all out to do this well, turn the company's will into the conscious behavior of employees, and avoid the focus of work is not prominent, and employees look like they have nothing to do with themselves.

2. The planning is not meticulous enough

Too often, management gives orders to accomplish a goal, but lacks feasible planning and strategy. Employees should start with the best work, how to assign tasks to employees, what punishments are given to employees who do not complete the tasks, how to implement the core loyalty, and how to reward employees who complete tasks efficiently, so as to improve the execution of the team.

3. The training was not done well

Nowadays, many companies do not pay attention to business training, and the entry of new employees is only a matter of organizing and understanding the company's various rules and regulations. There is no explanation of the current development trend of the industry and the company's macro strategy to employees, and employees are blindly allowed to learn by themselves. However, some employees do not have strong learning ability, and can not be improved by self-study alone, and must go through professional and targeted training in order to master certain work skills and make employees get a "qualitative" leap in execution.

4. Unscientific management

Many company's rules and regulations are directly linked to employees' wages and bonuses, and once there are signs of violating the rules and regulations, it is to deduct money, which seriously affects the enthusiasm of employees. Instead of directly deducting the employee's money, it is better to find a more humane management method, so that the employee can be educated at the same time, without harming the actual treatment of the employee, and the execution of the employee will naturally be improved.

5. The reward is not in place

At work, if there is no reward, employees will have no enthusiasm and no motivation to do things well. If managers can develop a feasible reward and punishment assessment system, and reward employees according to the relevant system, they can let them know that if they do a good job, they will be able to get generous returns, so that the execution will be greatly improved.

To build a high-performance team, execution is the key factor, to find out the reasons for the poor execution of the team to fiber land team and solve it, you can improve your management system, the team's execution can naturally be improved.

Is poor team execution the cause of leadership? How can I improve the productivity of my team? Most entrepreneurs believe that the implementation of a company equals employee skills and attitudes.

Perfect implementation is a phenomenon, and it's basically in terms of management. The execution of foreign companies is a phenomenon, and the mechanism for improving the execution of employees is basically. In fact, you can consider:

Individual employee execution is a matter of competence; The overall implementation of the company is a matter of management! Now that this era is the era of cooperation, do shareholders need to establish partnerships, and how to establish cooperation and win-win relationships? Imposed by the penalty, because it is difficult for people's minds to be unified, but interests can be unified!

Employees don't know what to do, and the company doesn't have a clear strategic plan. There is no clear marketing strategy, and employees do not have a clear decision; There are some companies where the policy changes, the strategy is reversed, the information does not go well, so the employees are very angry, and I have to do things with my own understanding. This is a critical point for employees and the company, where important work cannot be performed or done.

I don't know what to do. After the employees of foreign companies, they generally have to go through rigorous douran training, while domestic companies are not, either directly or not. Even if they don't have targeted and actual campaigns, or only do motivational training and expansion training for employees, employees are boiling in blood but work doesn't know if you only did some industry trends, macro strategy training, and didn't give them them.

There's also a relatively common and deep reason for middle and senior leadership, you don't know what to do. If you can't be clear about the people below, the director says that the manager can't make it clear, and in the end the most practical implementation is the bottom of the bottom and can't speak.

Don't get out of bed; If soldiers are fighting on the front lines, logistics are not provided, and support is asked but there is no response from headquarters, and if you can't get a fast ambulance, the soldier will obviously be greatly affected. The company is also, slowly enthusiastic consumption, slowly turning into work. I don't know what benefits it does.

Sales always look at them only, which is determined by nature, and you won't be too interested when you see the benefits in front of you. Poor team execution, boss, or incompetent system? Causes, methods, liquidation.

Knowing if it's bad, not hurting, knowing it's not wrong. It comes from three aspects: first, there is no assessment; Second, the evaluation indicators are not reasonable; The third is that the fine is not important or there is no fine.

The results of the work of many departments are not suitable for the use of hard indicators. Evaluated empirically, these departments need executives who understand the business, and if the executives don't have the ability to make a fair assessment, an employee with an internal drive that doesn't interfere may be a slack job. "The power of examples is endless, and the damage of bad examples is endless. ”