How to use the system to get rid of the "bad habits" of the enterprise?

We often see that some of the enterprise system process a lot but can not perform or perform the phenomenon of discount. The reason is that there is no set of mechanisms to protect the power of enterprises or rules. To change this situation, not only from the system process to start, but also depends on these systems can restrain, train and change the staff's professional habits. Therefore, to manage good people, we must dare to get rid of all kinds of "bad habits", the use of the management of the hot furnace law to educate and train employees, with the rules of the organization and staff to change the professional habits. Enterprise management in the common "bad" a lot, the prevalence of the following:

　　●Arbitrariness is too strong

　　Enterprise internal system in name only, did not implement according to regulations, internal human serious, face culture prevails, there is no sense of rules, there is no way, there is no more than ban.

　　●Do things with feeling

　　The bad habits of doing things in the family business performance is particularly evident. Special financial, procurement class work, only assured that relatives and friends to do, and "their own people" but do not good, not only can not achieve the role of an example, but also affected the enthusiasm of others.

　　●Mutual prevarication

　　Perhaps this scene we have met: business can not be shipped on time, sales to find production, production to find procurement, procurement to the responsibility to the financial, financial and said that sales do not pay back what I pay ... ... This is the most common manufacturing The "management dead ring" phenomenon.

The source of bad habits

　　What is the reason why companies have so much bad habits? Careful analysis is not difficult to find, because the lack of rules of the enterprise, in particular, can be affected by the behavior of employees from the rules of professional behavior.

　　Manufacturing industry has always been the pursuit of excellence, pay attention to is stable and reliable, but the Chinese culture, "almost" doctrine, not suitable for manufacturing soil. So, Zhang Ruimin said: "What is not simple? To be simple things every day to do, is not simple." People do things, often do "almost" to stop. Will be a simple job to do, to the extreme, is the perfect embodiment of a professional spirit. The manufacturing industry is precisely the lack of this professionalism. China's long-term farming society, like the kind of wheat, eight o'clock and nine are different? The way of thinking of agricultural society has a great influence on the Chinese people.

　　From the ancient Cao Cao "cut off the first" to the modern society in the transition period, the development of social diversity of these cultures and specific social period of influence, over time naturally developed a bad habit of non-compliance. For the enterprise, are composed of people, farming civilization to the industrial civilization of the transition period, to change the deep-rooted consciousness, to avoid people to avoid disadvantages, self-interest, we must guide through a series of measures.

　　A person into an organization, the first is the integration of behavior, followed by the ideological integration. Therefore, in the case of failure to change people's ideology, first of all to its behavior to limit and guide. In this era of self-centeredness, business managers should be more familiar with the "harmony and different" truth, allowing people to have their own values, but in behavior and habits, but to emphasize standards and unity.

　　There are rules and no rules of the case, business and individual degrees of freedom, which one bigger? In theory, there are rules in the case of freedom, because the rules are not expressly prohibited, it is free. Why is the highway faster than an ordinary road? Because the highway is limited to a certain rule, not free up and down, can not turn around, can not be arbitrary speed, can not be free to pause ... ... This fully illustrates the efficiency of the constraints: reduce the randomness, they get a high efficiency. So the establishment of the rules first is to improve the overall operational efficiency of enterprises.

　　[Window] management is really not so difficult, not so complicated, as long as the simple rules stick to it, stick to it, until the formation of a business habits, cadres and employees of a habit. As climbing, not every step of the climb can see the effect, but only the direction of good, step by step persist, will naturally reach a certain height, see others can not see the scenery.

How bad habits change

　　Ancient Indian famous saying "behavior determines habits, habits determine character, character determines fate", the rules of the system is good or bad, so the enterprise rules must be from the constraints of the professional behavior of employees began. Manager is a bridge, the first is the manager's own change, here that change is not learning, but people in accordance with the requirements of doing things. The rule is to achieve the ultimate steward, reduce the dependence on people, reduce mistakes; vertical management of people, only things wrong. As managers can not rely on the mouth to remind, can not rely on man-to-man model, but can not rely on buddy loyalty, but should be more emphasis on things to talk, with practical action to pass "fixed on the dry, even" Executive style.

　　●Rule with rules

　　As the saying goes, 10 people by the charm of management, 100 people by the management system, the management of 10,000 people by culture. System is the "iron regulations", as a model of employee behavior norms, enabling employees to personal activities to be reasonable, but also to maintain the common interests of employees as a means of coercion.

　　With a variety of norms, employees will know what can be done in the enterprise can not do anything, naturally to get rid of the bad habits, the formation of a good habit; with a reasonable organizational structure, departmental functions and job responsibilities, employees can More clearly what they should do, their upstream and downstream positions is what is how the work flow and in series; with a reasonable assessment of incentives, employees can make it clear that the results of their work to meet the company what kind of requirements, making Not only a reasonable assessment of the completion of the work of the staff, but also to achieve the positive staff of the positive incentives and negative incentives for the role of employees.

　　Zhang Ruimin took the big hammer hit the refrigerator, smashing is everyone's bad character. A non-compliance, to open the rectification of a single, two non-compliance to open a ticket, open a few tickets, naturally remember. Managers to apply the action to train employees, so as to change their inherent habits, from the action to start, through things to change.

　　●Speak with data

　　Set the system, how to implement? If there is no effective implementation, or equal to zero. Only "talk with the data", the words were more clear, more accurate and more accurate. Talking with data is a responsible code of conduct. For the daily management of enterprises, you can be responsible to people, effectively improve the efficiency and ensure zero defects in the work. Data is the most favorable basis for measuring the efficiency of a person, a department, and even a company. In any work, are effective means. Especially in the assessment and work supervision, the data more convincing.

　　Speak with the data, first of all, have a clear goal, that is, the annual, quarterly, monthly, weekly, every day to complete the work objectives. Only the first clear the objectives of the work in order to use the final data to measure. Second, we must strictly grasp the work process. With a clear goal, the next step is how to work under the guidance of the overall goal of the work. Want to come up with persuasive data, we must strictly grasp the entire process of work. Found that the problem in a timely manner to correct, continuous research, and constantly upgrade. Again, work on real-time supervision. Only in the regulation, the data can really work.

　　In the past, our management, the invisible, few less; qualitative and more, less quantification; general, more specific; retreat more, less empirical, and now pay attention to "talk with the data", less adjectives, Adverbs, just look at the time and results, develop the habit of talking with the quantifier, so that the results are more intuitive.

　　●Supervise with auditing

　　Good habits are trained out. How to train? A word, that is high frequency "repeated". If the system is the first protection, tell the staff how to do, then the audit is the second protection, to prevent him from doing so in accordance with the requirements to do.

　　Where is the audit? What place to check? Who checks? What time check? This is the audit process. So that audit exists in the system, process and other business management operations in each link, for each job, the establishment of inspection, review mechanism, the formation of full-time inspection, mutual inspection and self-inspection system and atmosphere to ensure that the process system and the management Continuous and effective.

　　"Not all people want to beat others, but all people do not want to be beaten by others," for the audit results, posting publicity, not to complete the work of the punishment, so that the person who is punished but also lose face, both education The parties, also warned the other staff. Through the audit follow-up, both the timely detection of problems, so that the problem nowhere to hide, but also the formation of internal control mechanisms and control system, the formation of vigorous and vigorous implementation of the culture.