The poor execution of the staff is mostly due to your management problems
From：
Dongguan Jieshimei shoes material Co., LTD
Post date：
2020-04-17
Some entrepreneurs often feel that their good ideas can not be realized, which is reflected in:
The new marketing strategy has been explained in the meeting, and it will be out of shape as soon as it arrives;
Even if it does follow the company's instructions, it will not produce the expected results;
The financial department is very strict with the audit of promotion expenses, but it is found that the expenses increase but the sales volume does not increase during the year-end accounting;
The regional manager has signed the target responsibility letter, but still can't complete the task;
The company's employees are busy, but they just don't get results;
A small matter can't be solved in three months, and there's no active feedback. You have to wait until you ask about it;
At this time, most entrepreneurs think that the poor execution of the company is the problem of employees' ability and attitude, which is wrong. Poor execution is a phenomenon, and poor management is the essence. The strong executive power of foreign enterprises is a phenomenon, and the mechanism to improve the executive power of employees is the essence. In fact, we can think as follows:
Poor execution of individual employees is a problem of ability; poor execution of the company as a whole is a problem of management!
一、执行力差的五大原因1、 Five reasons for poor execution
Through the study of a large number of domestic enterprises and comparison with foreign enterprises, it can be found that the reasons for poor execution are no more than the following five aspects:
1. Employees don't know what to do
Some companies do not have a clear strategic plan, a clear marketing strategy, or even an annual marketing outline, so that employees can not get clear instructions;
Some of the company's marketing strategies do not meet the market demand, so employees have to modify them spontaneously;
There are also some companies whose policies change frequently, strategies change repeatedly, and information communication is not smooth;
The employees are at a loss, so they have to rely on inertia and their own understanding to do things.
This makes the work focus of the employees out of touch with the company, and the important work of the company can not be implemented or completed.
2. I don't know how to do it
The employees of foreign enterprises generally have to go through strict training after they enter the job. A few years ago, it was popular for foreign enterprises to recruit non pharmaceutical college students as representatives. However, before they formally go on duty, they should have a good knowledge of products in their chest, and they should go through 1-2 weeks of sales skills training. Later, they will have training of specified duration (such as 40 hours / year).
However, domestic enterprises do not have the training to go to work directly, or the training is not targeted and practical. For example, some companies do inspirational training and expansion training for employees, which makes them enthusiastic but do not know how to do their work; some companies do some training for low-level employees on business trends and macro strategies, but still do not give them the methods.
Of course, there is also a common deep-seated reason for this, that is, the business ability of middle and high-level leaders is poor. If they don't know how to do it, they can't make it clear to the following people, the director can't make it clear, the manager can't make it clear, and finally, the bottom layer of the real implementation can't do it, and they can't make it clear if they have any pains.
3. The work is not smooth
If the soldiers are fighting in the front line, the logistics supply is not up, the communication is in the middle section, they ask for support, but the headquarters does not respond, and the wounded can not get quick rescue, then the morale of the soldiers will obviously be greatly affected.
The same is true for the company. The promotion fee of 2000 yuan should be approved by the manager, the director, the deputy general manager, the financial manager and the boss. As a result, the director's business trip was delayed for 15 days, and the vice president's business trip was delayed for 15 days. The financial staff didn't understand the business, didn't understand whether the money should be spent or not, and didn't want to prove it, so they put it on hold for one month. Finally, the money was approved, but it took three months, and no promotion was needed. At the beginning, applicants should explain why they spent the money, and then explain why they didn't spend it, or why they spent it but it didn't work well, and then they should make up a bunch of reasons. Enthusiasm is consumed, and they gradually become inactive.
4. I don 't know what' s the benefit of doing it well
Most domestic enterprises have incentive measures for employees, especially for sales. However, when making incentive policies, it is often a mistake to make the policies too complex, which makes it difficult for employees to figure out how much money they will get if they spend their energy to achieve the results next month. In this way, the role of incentive policies is greatly reduced.
5. It's no harm to know that you can't do well
If only the promise of "soldiers can burn, kill and loot at will within 3 days after the city is broken" and there is no provision of "when deserters stand and behead", some soldiers will surely find a chance to escape, so as to shake their hearts.
There are three ways to know if you can't do well:
First, there is no evaluation;
Second, the evaluation index is unreasonable;
Third, the punishment is not serious or no punishment.
Many departments' work results are not suitable to be evaluated by hard indicators. For example, it is difficult for the finance department, marketing department and logistics department to set direct evaluation indicators. The work of these departments requires executives who understand the business to evaluate based on experience. If the executives are not able to make a fair evaluation, employees with weak internal drive may be slack in their work.
Unreasonable assessment indicators are the most common serious mistakes made by domestic enterprises, which are manifested in too many qualitative indicators, such as team spirit, innovation ability, loyalty and so on. There are too many human factors in the assessment scores of these indicators, but there is a common phenomenon in real life, that is, "people with strong business ability are often not obedient, people who do not work are often people The fate is better. "What are the consequences? People who do not work can still get a high comprehensive score, and their personal interests are not affected.
It's also common that punishment is not serious or no punishment. Some of them are relatives, consanguinity and geographical relations. If you can let them go, you can let them go. Some of them are your own people, of course, they can't be punished. Some of them are private enterprises, but they keep the style of state-owned enterprises. Hello, everyone. When punishment without punishment seriously breaks the rules of the game, "the power of an example is infinite, and the harm of a bad example is infinite.".
2、 Five ways to solve the problem of poor execution
If the reasons for poor execution are clear, the solution will become clear. That is to achieve "clear objectives, feasible methods, reasonable processes, incentives in place, and effective assessment".
1. Clear objectives
Another auxiliary means to make the goal clear is the work order system. The work order clearly describes the work content, expected results, completion time limit, available resources, person in charge, main assistant, etc., and the signature takes effect.
Work orders play a significant role in two situations:
The first is when working across departments. Because each department has its own key work and business focus, it is difficult for each department to have a consistent understanding of the work, and collaborative work is easy to be