How to manage the enterprise now: Employees don t want to be managed, but they can t ignore it

Then don't worry about it, it's too vague upstairs, but overall it's right. This is a well-asked question that deserves careful attention.

Take a newly established enterprise as an example, the specific words are roughly like this:1Clarify the development goals of the enterprise, which requires the main responsibility of the senior management and fully consult the opinions of employees, which employees will not object; 2.

Employees will not be disgusted by making plans, structuring corporate structures, and dividing departments based on goals, so that employees can freely choose which departments they want to stay in. 3.Rationally adjust the employee's department and fully communicate with the employee, and it is best not to use the authority or legal authority of the manager; 4.It is most difficult to select employees with strong management ability from the employees of each department to serve as department managers, and if necessary, the original leaders can be replaced, depending on their ability, which is the most difficult; 5.

All managers, middle-level managers, and all employees will be trained separately to explain the corporate culture and leadership methods pursued by the company. This is very necessary, generally new employees will not be disgusted, if a small number of employees are disgusted, that is, there is a mistake in the recruitment work, if there is a large number of employees against it, that is, the work of the middle and grassroots managers is not in place, if the opponents and supporters are mixed, then it is necessary to continue to prepare for the work, actively listen to the opinions of employees, and continue to adjust the training work; 6.After doing the above work, the staff of each department will organize the preliminary system construction, and clarify the work operation mode of the department in advance, and the enterprise will make adjustments as a whole to simplify and integrate the operation chain of the entire enterprise; 7.

Since then, management has been reduced to control, and the core of the so-called control is to correct deviations, investigate mistakes, and re-examine the original plan if necessary, and even make adjustments. However, it is important to remember that control is not absolute, and there is no need to adjust or interfere when there is no mistake or potential threat to the target. This is also important.

Interference must be intervened when it is needed, and must not be intervened when it is not. 8.Other performance training and the like are not one by one.

Finally, it is not that employees do not want to be managed, but that the improper management methods of managers have caused resentment among employees. If you understand it as the personality of the employee, then at most it will have an impact on the original management concept. If employees are genuinely reluctant to work in teams, it's obvious that there's either a mistake in hiring or a guess.

It is not important to update the management concept, but to implement the plan, organize, motivate and control effectively. The so-called people-oriented is of course good, but it cannot be forced, the key is to see the reaction of employees.

1.Establish the management principles of people-oriented, efficiency-based, management-oriented, and safety-focused.

2.Understand the various situations of employees and manage their use in a targeted manner.

3.Employ people's strengths and play the role of the team.

Because in the case of strict management, employees will have a sense of being constrained. It also makes employees feel that working in this kind of work environment will cause them a lot of pressure. Therefore, if the management is strict, there will be employees who will resign.

Every company will have rules and regulations.

However, for some employees, it is common to prefer to work in a company that is not very tightly managed. In addition, after joining the company, if the management becomes stricter, you will have the idea of choosing to quit. <>

It will make employees feel constrained again.

First of all, when a company's management becomes stricter, the work status of employees will become particularly stressful. At the same time, there is a sense of being constrained, so working in such situations can be particularly uncomfortable. You may even feel that the effort of your work is not proportional to your income.

Therefore, many companies will have a lot of employees resign after strict management. <>

It's going to be a lot of pressure.

The second is that when the management becomes stricter, employees will have a lot of pressure. Because when a company's management style changes, it is common to remind employees through constant meetings. As a result, employees are under a lot of pressure in this model.

It will even make employees feel a special feeling of not being able to adapt to it, so some employees will not be able to bear this pressure and tension, so they will choose to resign. <>

My personal opinion.

Finally, I personally think that in the process of engaging in a job, we should make ourselves have a better ability to bear it. Because the management of any company becomes stricter, it is also a relatively positive phenomenon. After all, for companies, they all want to make the company have better profits through stricter management.

So in the encounter with this management model.

After that, you should first try to get yourself used to this state of management. Instead of allowing yourself to make the choice to resign.

Employees will feel particularly uncomfortable, feeling that they are constrained by others in their lives, have no space for themselves, and are not free, and they will choose to leave when they are big. You can also tease the boy because the original management was very loose, but now the management is particularly strict, and you will feel that the leader of Zhiwang is not good. Impersonal.

This kind of management mode will lead to this sensitivity to employees have no freedom, feel like a primary school student being managed, feel very depressed in the process of work, and do not have any enthusiasm or interest, these people are more yearning for a free and comfortable working environment.

Because the pressure on Lu You's work is already very great, and our pressure is not only on work but also in life, so if the management is too strict, it will make us feel very disgusted by filial piety.

For example, the leadership stipulates "improve the attendance system", which sounds right, right? But how? Work meetings are held every three or five days, and daily sign-in is used as the basis for sleeping.

Therefore, as soon as it is time for the meeting, the employees have to learn to put down the operation in their hands and run to the conference hall to sign in every day. Maybe the conference will not be long, only fifteen minutes. However, back and forth, cutting off the work goal affects the economic benefits of the work.

What does it mean to be right for you? In other words, it is both a liquid deficit and a good side of the company; It will also fit the bad side of the company. This is a stable balance between the good and the bad of an enterprise, and it is a habit that an enterprise has cultivated for a long time.

Naturally, we can also think of it as a unique "company culture" for our own company. That is, because of the "company culture" or habitual formation of this kind of stable balance.

That way, once their management methods.

When this stable equilibrium is upset, there is no doubt that something will not fit the company. And the company's unsuitability will also make some employees unsuitable and unwilling to do it! Think about it, what is the long-term stability of employees in an enterprise diagram?

The corporate culture of the company with empty stools.

Good, the company is well-known and proud of the company, the company has a high salary, good salary and benefits, and is personalized; Although the company culture is not so good, the salary and salary benefits are not high enough. However, the work is easy and the management method is not so serious and meticulous, and you can also settle down at ease. That's what people often say:

Existence is the great truth".

It is often said that there are no rules, and all companies need to have a strict management plan, and there is no doubt about this. However, how to strictly require and not allow most employees to resist is a rule of law.

The design of the scheme is a problem. That is, the question of specific steps, I used to work in a factory, and its management methods were very strict, but there were not many complaints from employees. It is not that the salary of this factory is good, the employees are reluctant, or that its management method has advantages.

Let's start with the simplest management mechanism punishment. This factory is managed by classification, and the power of punishment is delegated to the team, that is, the team leader can punish the team members for violating the parking ticket.

In the same way, the workshop manager can punish the team for violating the parking ticket, and the factory manager can punish the production workshop for violating the parking ticket. All the companies here are the same, but the factory has a defined right to impose penalties. The punishment of the team is grasped by the production workshop and is not handed over to the factory.

The punishment of the production workshop is also handled by the production workshop, and the factory does not interfere. However, the factory requires that the amount of penalties imposed on the production workshop must be reported to the factory and announced to the employees. At the same time, the amount of this penalty is used as the quantity to reward the outstanding members of the production workshop team.

The same reward also needs to be publicly announced, and it must be consistent with the penalty amount.

Because some employees feel that the company is not good to themselves, they dare to be so harsh, and the management of employees will be relaxed if they have not been touched, and they should have benefits for employees and pressure on employees.

They thought why should you do this to me? I'm just doing a royal job, why should I be so wronged? In fact, I think that we should combine work and rest, and we should not be too strict with them.

Whether an enterprise can develop rapidly depends on the strength of a whole team, and the power of only one person cannot drive the development of the entire enterprise. An enterprise is like a huge machine, and the key part is the employees, only when the employees cooperate closely, the big machine of the enterprise can operate. If something goes wrong with the critical parts of it, it's hard for the business to move forward.

As a manager, you often face the dilemma of employees disobeying management, talent management is not as simple as imagined, on the contrary, the management skills that need to be involved are quite extensive. Fuhui Shun's new business wisdom can give you some inspiration on how to manage employees.

The new management wisdom has always advocated that managers should have a new management thinking that conforms to the development model of the times, and cannot be limited to the past, and the same is true for the management of employees, and it is necessary to have a management thinking that keeps pace with the times. Now the employees are not compared to the past, first of all, managers must learn to understand their employees, know what their needs are, know what they want, think from the perspective of each other, in order to reduce friction between each other, employees do not obey management, in the final analysis, they do not agree with the manager's management style, feel that their needs are not met, so there is a rebellious mentality.

After knowing the needs of employees, we must also know how to give employees appropriate encouragement, which can make people progress, rather than just blindly criticizing and attacking, which will consume the enthusiasm and patience of employees for a long time. Praise can make employees clear about their own value, build self-confidence, be more active at work, and naturally better accept and complete the work arrangement of the leader.

What to do if employees don't obey management.

First, figure out what they are thinking, the root cause of all these actions.

Second, the methods of dealing with each situation should be different, focusing on psychology and ignoring theory, and the problem should be solved, and the psychology of employees should not be left with pimples.

3. Emphasize interaction, endgame management is a game of chess, a game, you move and I move, what we want to grow is the thinking ability of managers.

Fourth, when you are a boss, you must learn to communicate with each other, in your employees, do you have your descendants?

Fifth, my experience, seven days a week, I will use four days, every night or noon to eat with an employee, what to talk about, I can't teach you, you have to explore it yourself, communication this growth is irreplaceable by others.

Sixth, group competition, this is called no internal war, the world is unstable, you don't let them work together, they will join forces to deal with you, or what are you doing idle, you were like this at the beginning.

Seventh, the system in the front, in the meeting, the conversation in the back, work hard to avoid problems, everyone makes mistakes best, someone makes mistakes, prepare materials in advance, be sure to convince all the staff to say, not only the person who made the mistake, at the same time arrange your cronies in advance, plead for him, small companies can not fire people casually.

Eighth, the alternative, the alternative of the person, the alternative of the project, this should not be explained by me, you should also think about it if you can't sleep at night.

9. Let them know what they should do and what they should finish every day, don't fill the clockwork at once, take your time, don't give them time to chat, don't let them get tired, step by step.

10. Establish righteousness, there must be rewards every week, good employees are awarded, and everyone must know at all times, there are awards behind, as long as you do it, there is, really give, let everyone look at it, greedy.

Does he have a certain ability, but feels that the salary does not match the ability and workload, if this is the case, you can communicate with him depending on the situation, such as salary adjustment and promotion.