Who Caused The Poor Execution Of Staff?

The most talked about strategy of P and CEO of foreign enterprises is the strategy and strategy. But when discussing with domestic pharmaceutical entrepreneurs, the most important thing is executive ability.

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< p > most entrepreneurs believe that poor executive ability is a problem of employees' ability and attitude. This view is wrong.

Poor execution is a phenomenon. Poor management is the essence.

The strong execution of foreign enterprises is a phenomenon, and the mechanism to improve the executive ability of employees is the essence.

In fact, we can think of this way: < /p >

< p > the poor executive ability of individual employees is the problem of ability; the poor executive ability of the company is the problem of management! < /p >

< p > five reasons for poor execution: < /p >

< p > by studying a large number of domestic enterprises and comparing with foreign enterprises, we can find that the reasons for < a href= "http://pop.sjfzxm.com/popimg/fz/index.aspx" > execution less than /a are nothing less than the following five aspects: < /p >

< p > < strong > 1, employees do not know what to do < /strong > < /p >

< p > some companies do not have clear strategic plans to implement, have no definite marketing strategies, or even have no annual marketing plan, so that employees can not get clear instructions; some companies do not meet the market demand, and employees have to voluntarily modify them; some companies often change policies, tactics are changed repeatedly, and information communication is not smooth, so that employees are at a loss, and have to rely on inertia and their understanding to do things.

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< p > this makes the employees' work priorities out of touch with the company, and the important work of the company can not be executed or completed.

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< p > < strong > 2, do not know how to do < /strong > < /p >

Employees of foreign enterprises usually have to undergo strict training after entering the company. A few years ago, foreign companies were recruiting representatives from non medicine majors. However, they should know their products thoroughly before going to work. They should undergo 1-2 weeks' a href= "//www.sjfzxm.com/news/ index_c.asp" > sales skills < /a > training, and there will be training hours (40 hours per year) every year after that.

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< p > domestic enterprises are not, or do not have direct training or training, or training is not targeted and practical, if some companies do motivational training and outward bound training for employees, so that employees are enthusiastic, but how to work or do not know; some companies to lower level employees to do some industry trends, macro strategy training, and still did not give them methods.

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< p > of course, there is a relatively deep underlying reason, which is that the middle and upper level leaders have poor business ability, and they do not know how to do it. They can not tell the following people clearly that the director is not clear, and the manager can not tell clearly. Finally, the bottom of the real execution will not be dry, and there will be no pain.

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< p > strong > 3, dry up not smooth; < /strong > /p >

< p > if soldiers are at war on the front line, the supply of logistics can not be supplied, the middle section of the communication is requested, but the command department has no response, and the wounded can not get the quick rescue, so the soldier's morale will obviously be greatly affected.

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< p > the company is also, the promotion cost of 2000 yuan should be awarded to the manager, the manager is awarded the < a href= "http://fz.sjfzxm.com/" > the director "/a > batch, the chief executive has approved the deputy general batch, the deputy general has approved the financial approval, and the financial approval has been approved by 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. Financial affairs did not understand business, and he could not understand the money and spent it in 1 months. Finally, the money was finally approved, but it took 3 months to complete the sales promotion.

Applicants must first explain why they spend money, and then explain why they do not spend it, or spend it, but the result is not good enough to make up a bunch of reasons.

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< p > < strong > 4, do not know what good is good. < /strong > < /p >

< p > in ancient times, if a city could not attack for a long time, the general attacking the city would normally order that soldiers could burn and kill at any time within 3 days after the break of the city.

As a result, the morale was strong and the city broke down in a day.

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< p > domestic enterprises also have incentives for employees, especially for sales.

But when making incentive policies, it often makes a mistake. It is too complicated to make policies so difficult for employees to figure out how much energy they will spend next month to achieve.

In this way, the role of incentive policies will be greatly reduced.

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< p > sales are always looking at the present. This is determined by the nature of the work. When the immediate benefits are not seen, there is little interest in doing so.

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< p > < strong > 5, knowing that doing well is no harm. < /strong > /p >

< p > if there is only a promise that the soldiers can rob and rob within 3 days after the break of the city, there will be a certain number of soldiers looking for opportunities to slip away, thus shaking the army's heart.

To know that there is no harm in doing bad work comes from three aspects: first, there is no assessment; two, the evaluation index is unreasonable; three, punishment is not heavy or no punishment.

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< p > the results of many departments are not suitable for assessing with rigid indicators. For example, the finance department, the marketing department and the logistic department are hard to set up direct evaluation indicators. The work of these departments needs the executives who know the business according to the experience evaluation. If the executives are not able to make a public assessment, the employees who are not motivated are likely to slack off.

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< p > unreasonable indicators are the most common mistakes made by domestic enterprises. They 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 of these indicators, and there is a common phenomenon in real life, that is, "people with strong business skills are often not very obedient and those who do not work tend to have good connections". What consequences will this result?

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< p > punishment is not heavy or no punishment is also more common, some are kin, blood relationship, geopolitical relationship, can let go a horse; some of their own people, of course, can not be punished; although some are private enterprises, but retain the state-owned enterprise style, Hello, Hello, everyone.

Punishment without penalty severely destroys the rules of the game. "The power of example is endless, and the harm of bad example is endless."

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