As a manager, how can we manage the details of our work well?

As a manager, how can we do a good job in detail management at work

On the premise of having a sound management system, establishing an inspection system and insisting on effective inspections, can managers Pay close attention to detail management. Of course, responsible managers will consciously manage details. They know that business management may be successful without paying attention to details, but business management will definitely succeed if it pays attention to details. How can managers take the lead

For reference only:

1. Find your own position and define your responsibilities.

What is the role of managers? We can quote scriptures or rely on our intuition, and we can talk and talk in a colorful and colorful way. But managers should first be role models. Managers' own behavior not only affects their own work efficiency, but also plays a subtle role in subordinates, invisibly teaching employees how to deal with work. We always complain about how stubborn our subordinates are and how they lack the sense of innovation... But we have never asked ourselves: Why are our employees like this? What is the root of the problem? "A strong general has no weak soldiers." A sheep led by a lion can defeat a wolf led by a sheep. Why? The key is that we are leaders. Unqualified managers will intentionally or unintentionally block employees' mouths, tie their hands, and imprison their minds, causing them to say things they don't want and do things they don't want to do. A boss once said that all the employees in our company are good employees. Without their hard work and hard work, the company would not be what it is today. In

's discussion, it was also said: "There are only incompetent leaders, there are no incompetent employees." Middle managers represent the company when they are below, and they represent the employees when they are above the company. When there are signs of a communication generation gap,

should middle managers reflect on whether their work is done properly and whether they are playing the role we should play - role models. The weakness of language determines that teaching by example is always better than words. In view of the special status of middle managers, this requires us to lead by example and take the lead in setting an example.

Secondly, middle managers should be the collectors of employees’ opinions and the perfecters of the system. I always believe that the establishment of a system should be a process of "from bottom to top, and then from top to bottom", a cycle of "from the masses to the masses", with only a beginning and no end. Employees are the makers, practitioners and testers of the system. Middle managers should be the collectors and improvers of employee feedback. When a system is introduced and then falls into disrepair, and the middle-level managers are indifferent to the feasibility of the system and have no comment, then they should be incompetent and do not do their job in their positions. In this way, the system and the system will appear. Operation

phenomenon. The top and bottom complain to each other, but they don't know where the problem lies. When the problem occurs, the middle managers are shouldering the responsibility.

2. Grasp the principles of management and supplement the nutrition of management

Many people

will say: Don’t tell me the process, I only want the results. This shows that for business operators, what matters most is the results, and the results are more important than the process. Managers must pay attention to details and manage the process well. Only in this way can good results be achieved. But the premise of paying attention to the process is: paying attention to the results. When we dig a well, the first thing we think about is whether there is a water source here, and the second is how to dig it. Many managers say that I have no merit but hard work. It seems that as long as I have hard work, I should get more rewards. If you ask a manager what achievements he has made, what he usually tells you is not his performance. How much has improved, but how much he does not distinguish between day and night, how much he forgets to eat and sleep. Non-stop is good, but if you go in the wrong direction while running, is it still good? Therefore, the question that middle managers should keep in mind at all times is: Where is my performance? Within a reasonable and legal scope, can we say that performance is fundamental and everything else is secondary? What enterprises need are generals who can "strategize and win thousands of miles away", not "housekeepers". Although there is only one marshal for a team, each of our managers can think like a marshal and act like a soldier. Practice is the most severe teacher and the most demanding judge. Those who can take up management positions must have experienced turbulent times and are the trend-setters selected by practice.

However, we should still actively learn relevant theoretical knowledge. We all know that "it is better to sit down and talk about the truth than to get up and walk it"; we also know that "what you read on paper will only be shallow, but you will definitely know that you must practice it", and we believe that "the great road has no skills". However, theory comes from practice and is used to guide practice. It is the crystallization of the practical experience of previous people. Since the actual situation of each company is different, it will not directly teach you how to do it, but it will indirectly teach you how to think. I think that's enough. 3. Correct attitude and dialectical way of thinking

As the ancients said, people do not trust what they say and do not know what they are doing. Without trust, management will only be naked supervision. Whenever you have the opportunity, you are in charge. Things will go off the rails. A good manager wants the organization to survive without you! As managers, how do we build trust? The answer lies within you and me, in the basic principles of life we ??all know. We trust people, but we should also learn not to let others take advantage of our trust. Abuse your trust in him, punish him, let him know that I am not as weak as you think. Other than that, we have no better way. In a previous article, I have said that the importance of dialectical thinking is also important for a middle manager. If you cannot distinguish priorities at work, cannot grasp the key points, are not good at considering the problem as a whole, and are stuck in trivial matters and cannot extricate yourself, then, in the end, you will be tired and you will be criticized. Human energy is limited, and good steel must be used on the edge of the knife.

4. Choose the right people and train your right-hand man well

Organizations do not require geniuses to operate, and business management does not require geniuses. When a large group of geniuses come together, the result is often frustrating. Management is actually about using a group of ordinary people to do something extraordinary. The key question is how to make ordinary people achieve extraordinary efficiency, not how to find unique geniuses. After understanding this, middle managers don't have to be picky or timid when hiring people. Small flaws cannot cover up a person's beauty, nor can minor flaws hide the whiteness of a piece of jade. When we appoint grassroots managers, the key is to observe their actions, and listening to their words is sometimes secondary. A person's talents, beliefs, and principles of doing things can all be expressed through his actions. In a team, it is abnormal if you cannot hear any abnormal noise or objection. If the water in the muddy pond is motionless and silent, it is dead; if in the clear river, it is turbulent and roaring, it is alive. There are some unpleasant words ringing in your ears, and alarm bells are always ringing, but this is not necessarily a bad thing. On the contrary, if your current assistant has always been obedient, kicking and snorting, and you say the sun is square, he will not dare to say it is round. This kind of selection is inappropriate. The problem lies with themselves, because employees have no way to choose their leaders, but leaders can. Choose the right people, train your right-hand man, and make yourself even more powerful. How can managers maintain a good working relationship with their employees?

1. Don’t report to the boss;

2. Treat employees as brothers and sisters;

3. Even if employees make mistakes, don’t be condescending Instead of criticizing them, they provide kind criticism and guidance to help them correct their mistakes. As a manager of a garment factory, how can we make workers obedient and ensure quality?

Five Principles of Employee Incentive Mechanism

1. The work assigned to employees should be suitable for their work ability and workload. Person-post matching is the goal pursued by allocating employees. In order to achieve people-fitness For their positions, employees and positions need to be analyzed. Everyone has different abilities and personalities, and the requirements and environment of each position are also different. Only through prior analysis and reasonable matching can talents be fully utilized and the work completed smoothly.

2. Reward employees based on their merits. Their contribution to the company is affected by many factors, such as work attitude, work experience, education level, external environment, etc. Although some factors are uncontrollable, the most important factor is An employee's individual performance is a factor that can be controlled and evaluated. One of the principles is - an employee's income must be determined based on his job performance. Whether employees' past performance is recognized will directly affect future work results. Rewarding based on merit not only allows employees to know which behaviors should be promoted and which behaviors should be avoided, but also motivates employees to repeat and strengthen behaviors that are beneficial to the development of the company. Therefore, reflecting wage differences based on work performance is an important part of establishing a high incentive mechanism.

In addition, BASF also provides employees with different benefits such as meal subsidies, housing, and company stocks based on their performance. 3. Improve employees' work abilities through basic and advanced training programs, and select talents qualified for leadership positions from within the company. Extensive training programs are provided to employees, planned and organized by dedicated departments. The training plan includes some basic skills training, as well as high-level management training, as well as training courses developed based on the actual situation of the company to help employees grow towards the ultimate goal. With a clear organizational structure, every employee knows the position and role of their position in the company. They can also easily learn about promotion paths and obtain relevant information. BASF has obvious internal orientation in terms of promotions and prefers to promote managers from within, which provides promotion opportunities for talents who are interested in development. 4. Continuously improve the working environment and safety conditions. A suitable working environment can not only improve work efficiency, but also regulate employee psychology. Designing the working environment according to physiological needs can speed up speed, save energy and relieve fatigue; designing the working environment according to psychological needs can create a pleasant, relaxed, positive and energetic working atmosphere. Carry out humanized transformation of the working environment, set up various special car facilities near the factory, open multiple canteens and restaurants in the company, add washrooms for manual workers, and keep the work place neat and clean... Safety is the most important factor in working conditions. It is a basic requirement, but it is a hidden pain that many companies cannot achieve. A large number of standard facilities to ensure safety have been established, and are managed by specialized departments, such as the medical department, fire brigade, and high-level factory guards, who are responsible for safety issues within their respective work scopes. Provide regular safety instructions and protective equipment to all workers. Various safety systems can also be established. For example, each floor of the building must have an employee with special safety training on duty in turns. In addition to the guarantee of facilities and systems, safe production is also encouraged in the form of rewards. Those workshops with the lowest accident rate can receive safety awards. 5. Implement a cooperative leadership approach. In the relationship between the leader and the led, a cooperative attitude is emphasized. In the process of leading, leaders act as if they are being led, and cooperate honestly and honestly in an atmosphere of mutual respect. The tasks of BASF leaders are to agree on work indicators, delegate work, collect intelligence, inspect work, resolve conflicts, evaluate subordinate employees and improve their work standards. Among them, the most important task is to evaluate subordinates and give fair evaluations based on work tasks, work abilities and work performance, so that subordinates can feel their contribution to the enterprise and realize the gains and losses at work. The principle of evaluation is "praise more, blame less", respect employees, and help them complete tasks in a cooperative manner. After the task is delegated, the leader must personally inspect it, and the employees must also inspect the mid-term work and final work results on their own to jointly promote the smooth completion of the work. I would like to ask what you think of a manager, and how you can be a good manager

Take responsibility, delegate authority reasonably, and care for your subordinates.

As a manager, under the current situation, how can we manage properly and properly handle the relationship with employees?

Manage with authority instead of authority.

How to establish prestige

1. Establish prestige with "morality"

"Morality" refers to the leader's morality, conduct, style, ideological and political character and morality character. Our people have always admired virtuous people since ancient times, as the saying goes: "The mountains stand tall and the scenery stops". Only when managers are upright in mind, words, deeds, body, and upright can they win respect and become caring people. "If one has bad morals, his plans will be clumsy, and his true nature will be damaged." Everyone will never forgive managers who have problems with "morals."

2. Establish prestige with "wisdom"

"Wisdom" refers to the theoretical level of managers. As a manager, how the theoretical level directly affects the level of prestige. Managers with high theoretical levels often have more insights, sharp thinking, strong insight, accurate problem solving, and thoughtful work. Everyone admires him and supports him; on the contrary, managers who are empty-headed and ignorant will not have Very high prestige.

3. Establish prestige with "ability"

"Ability" refers to the leadership ability of managers, including ideological education ability, publicity and agitation ability, employment ability, observation and analysis ability, The ability to connect with others, the ability to innovate and develop, etc.

The strength of a manager's ability determines the level of prestige. A manager with strong ability can maintain the unity of everyone, exert the collective combat effectiveness, mobilize everyone's enthusiasm, handle the relationships around them, and make everyone in the group admire him. Trust Him and thereby obey Him.

4. Establish prestige with "action"

"Exercise" means that managers should take the lead in setting an example and achieve real results. "What the superiors do will be followed by the subordinates." This is the truth. If a manager dares to say "It's up to me" and "Follow me", everyone will follow you. To achieve real results is to implement the work into shape, produce results, and let the masses feel it. Otherwise, "do it slowly, and do not listen even if you argue." If you engage in showmanship and formalism, you will lose the trust of the people.

5. Establish prestige with "harmony"

"Harmony" means that managers should "integrate" with everyone and lead "soldiers" with affection. There are two types of "harmony": one is "wideness", which means to "softly" treat the next person "with emotion, understanding with reason, and guidance with action"; the other is "violence", which is All those who violate the principles must be brought to justice, so that everyone can "understand their authority", and their prestige can be established and maintained in the hearts of the people. This requires managers to strengthen their training, be strict with themselves, and guard against mistakes.

6. "Prestige" comes from "faith"

The prestige of managers is gradually formed in the flesh-and-blood contact with everyone. It is a concentrated expression of the trust, support and support of the audience. In a certain sense, this prestige is established by everyone. It can be seen that "prestige" and "trust" are closely connected, and "prestige" comes from "trust". If a manager has "prestige" but cannot be "trustworthy", then "prestige" will not last long. However, some managers have forgotten this point, and act condescendingly and arrogantly, or seek reputation and pretentiousness, and act based on their own assumptions and personal will; These bureaucratic styles are fundamentally opposed and incompatible with the style of contacting the masses. If the above problems are not overcome, it will be difficult to improve the prestige of managers.

7. Believe in everyone

As a manager, you should understand that if you don't care about everyone and are separated from the masses, then the greater the "authority", the lower the prestige will be. Therefore, managers should develop good habits of trusting everyone, relying on everyone, and caring for everyone. They should consciously put down their airs and be willing to be the primary school students of the masses. They should regard everyone as their masters mentally, regard everyone as their relatives emotionally, and be good to everyone in work. "servant". As long as this is done, prestige will naturally be established.

8. Be convincing

Caring for everyone must also be institutionalized and standardized. As a result, we have formed a good atmosphere of thinking about everyone, serving everyone everywhere, and establishing a good atmosphere of solving problems and doing practical things for everyone. By establishing a system of regular receptions, visits, and heart-to-heart talks, we care about people's lives, understand their sufferings, work hard to do practical things for them, help them solve difficulties in work and life, and use practical actions to establish a good image and establish a convincing image. Leadership prestige. Only in this way will everyone listen to, believe, and be convinced by what you say, and you can effectively rely on them. As a hotel manager, how can you make employees trust you?

Think about how you trust others, 1. Have the same language. 2. Only by respecting each other can we trust each other. 3. We share the difficulties and enjoy the blessings. 4. Love and care for each other. etc. Work flow of IOU managers

The job responsibilities of managers are to manage their own teams, coordinate the affairs of various departments, supervise and guide the work of department employees, formulate work plans and related training plans, and follow Plan implementation and control of key processes. Let the team be in a virtuous circle, care about employees from the bottom up, and think about employees. Lead the team to handle projects of the appropriate size. The basic requirements for management are: a sense and spirit of teamwork, management skills, communication skills, coordination skills, and organizational skills. How can I be an excellent human resources manager?

An excellent human resources manager should work around the core of completing the organization's established goals in the positive interaction between the motivators and the motivated ones< /p>