The lack of execution of an employee will not change the achievement of the company’s business goals, but the lack of responsibilities of a group of grass-roots managers will bring the most painful lesson to the company.
Editor’s note: This article comes from WeChat public account “Entrepreneurship Yeast” (ID : Chuangyejiaomu), author Yeast Research Institute.
After the “Letter to Garcia” was introduced into China, it has gradually become a “holy book” in the eyes of many business managers. Some managers will purchase a batch of books and distribute them to the team for learning. .
“Why can’t you save my dim sum if you don’t complete such a simple task?”
“I don’t want this. What use do you give me? Wouldn’t you think about it before you do anything?”
“I haven’t done it for so long, what do you say you are busy with?”
Attributing the quality of the results to the ineffective execution of employees is a tried and tested method for some managers.
Execution is an important factor related to the outcome of one thing. When employees of a company care about the difficulty of work, the level of treatment, and the quality of the work environment, managers will offer a “killer” “:
“Did you put in enough effort compared to the company’s rewards for you? Are you good enough at work? If you” give the letter to Garcia, “can you do it?” < / p>
Is the employee ineffective, or the manager is not acting?
The letter to Garcia tells a story that managers love to hear. At the same time, it describes to you what a good employee should look like in the eyes of a manager: responsible for the results and loyal to the company. Responsible for work, creative execution and perseverance, self-confidence, and not afraid of setbacks.
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In the book, when the U.S. President was at a loss, Rowan was able to become this “messenger” because someone knew him and recommended: “There is a man named Rowan who can find Garcia, and only He found it. “
The recommender knew the task first, but he didn’t choose to do it himselfOK, but choose to recommend someone who is more suitable in his eyes. Because he knows that the person who is competent in this matter is not himself. When scheduling our work, our managers sometimes don’t consider whether this is the most suitable thing for the employee to perform, but directly arrange their own tasks, hoping that the employees will directly return the results.
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For execution, there are two prerequisites: the first is to have a fixed goal and direction; the second is to find the most suitable performer.
You assign a job to the right person, and at the same time he gets the job done and gets the result, then you can be called “employee.” But if you assign a job to someone who is not necessarily competent and does not provide other support and follow-up, you can only say that you are evading responsibility.
In today’s diverse corporate governance mechanisms and corporate culture, attributing blame to the individual’s executive power is even more a sign of managerial misconduct.
For the same task, the company provides sufficient resource support and does not provide any resource support, the management system is perfect, standards are standard, and the management system is irrational and unreasonable. Independence and interdependence among the cooperating personnel will directly affect the task. Achieved results.
When managers lack the corresponding resource support and the established goals have not been verified by the market, they emphasize the execution ability “only ask the results, not the process”, and can only let employees choose to go too far or give up. This is the biggest loss for the company.
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For grass-roots managers, their own execution is as important as employees’ execution. When you receive a task, did you ask yourself before assigning it to employees to complete:
“Compared to the environment of other companies, do I offer my employees a competitive salary, and can I let him excel in the company? Is the person I choose the most suitable for this task? Is my understanding and formulation of this task thorough enough? “
How to improve team execution
When it comes to high-performing teams,Ali China Supply Iron Army is a typical representative.
Why is Ali’s execution very strong? Because the so-called executive power is to grasp every step of the process and give methods, logic and system.
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Ali has a big “net” that filters out bad things such as intrigue and office politics, leaving only positive things in the team. Therefore, Ali’s environment is becoming simpler and simpler. Employees can get angry with their bosses and shoot tables without worrying about being “wearing small shoes.”
Ali employees often quarrel, but the principle of quarrel is to close the door and quarrel, you must be happy after going out. In such an environment, improving the execution of employees depends on the leadership level of managers.
Ali usually uses the sixteen-character policy of coaching to improve the execution of employees. This is mainly for coaching things: I do what you see, I say you listen, you do me see, you say I listen.
After going through this cycle, maybe the result of his doing this thing is still not satisfactory to you, then you have to recycle these 16 words. Continue to cycle and correct.
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In the process of coaching, he may have been able to do things well, but when his execution is not so good, we can also use the 16-word policy of management: be emotional and understand Manage, lure them, and bring them to justice.
The first three are easy to understand. Let ’s talk about bringing to justice. To bring to justice is to give punishment, but this is not to be fired or fined, but to punish the part he needs most. For example, if you require sales staff to have visits, 8 visits a day. One less is not completed, then you have to punish him 10 push-ups.
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BecauseOur employees either sit in the office and make phone calls, or run customers outside, his body will be very poor, you think of his body, fine push-ups, girls fine sit-ups.
Through this cyclic process, when you can cultivate your team into the “Rowan” in your mind, at this time you let him perform the task of “letting the letter to Garcia” in order to achieve the mission must Up.
Primary management talks about execution, senior management talks about strategy
For the grass-roots managers, the most important thing is to take the results, bring the team, and emphasize that execution is necessary and important. But for managers above the middle level of the company, it is more important to have a strategic vision than execution.
Why? Because compared to junior managers, when you become an executive, your butt sits in the position of an executive, but if you do n’t have a strategic vision and execution is particularly strong, in case your strategy is wrong, the team Will soon fall into the pit.
When a company is recruiting an executive, the first thing to understand is his strategic thinking ability. How does he think about one thing, how to make a strategic layout, and how does the track judge the future? These are reflected in his past strategic cases.
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In addition to strategic vision, executives also need to have a mindset and the ability to surpass Bole.
What is a mindset? Each executive’s department is a parallel department and naturally fights. No matter how powerful a company is, his resources and money are always limited. Ali often said that everyone’s mind is aggrieved. When the resources are temporarily insufficient, how the executives deal with the coordination between different departments, his pattern is very important at this time.
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What is Beyond Bole? Previously, Ali had an unwritten rule that if he was promoted, it would be impossible to be promoted without a backup manager. An executive must take a team in this position. Whether he can use good people and train good people directly determines the result of your enterprise talent team building.
Poor employee execution is a phenomenonThe essence of poor management is behind the managers. The lack of execution of an employee will not change the achievement of the company’s business goals, but the lack of responsibilities of a group of grass-roots managers will bring the most painful lesson to the company.
Today’s interaction
Do your leaders and you emphasize execution? Are you an executive or someone who shirk responsibility?