How does the enterprise make the quantity applicable?
Talent is the most important resource of an enterprise. It is people who guide the success of business, and it is people who cause failure. Emphasis on talents, of course, not only for management talents, but also for scientific and technological talents.
If there are only enterprise managers holding a baton and no actual operating personnel, then the enterprise machine will never start.
How does the enterprise make the quantity applicable?
After the enterprise understands what kind of talents it really needs, and finds the talents it needs, it needs to apply the appropriate amount and let the right people do the right things, so that the value of talents can be effectively exerted.
Quantity is applicable, and it is also one of the important conditions for achieving executive power. So how does an enterprise make quantity only applicable?
How does the enterprise make the quantity applicable?
- Spend more time focusing on talent
Most business leaders are aware of the importance of talents, and they are often eager for talents, and even spend a lot of money to seek talents, but only a few business leaders make efforts in the selection, evaluation and training of talents.
Generally speaking, business leaders need to devote about 40% of their total working time and energy to the selection, evaluation and training of talents, which is indeed a time-consuming and cumbersome thing.
However, talent is so important to a business that business leaders should spend more time and energy.
How does the enterprise make the quantity applicable?
- In-depth analysis of jobs
Under normal circumstances, the reason why business leaders fail to know the right person and apply the amount of talent is that they do not have a clear grasp of the nature of the work.
If you want to truly know people and do them well, and only apply what you have, you must conduct an in-depth analysis of the position and figure out what the position requires for the incumbent.
The analysis of the position is mainly carried out from two aspects, that is, to define the position and to weigh the short-term and long-term needs.
First, whether it is a new role or an old one, business leaders must be very, very careful in defining their exact goals and scope.
Secondly, in job analysis, business leaders should also learn to deal with the relationship between long-term needs and short-term needs.
How does the enterprise make the quantity applicable?
- get rid of personal likes and dislikes
Business leaders often want their subordinates to be loyal to themselves, and they often tend to involuntarily prefer to appoint those they like, but it is very dangerous for business leaders to do so.
Once a business leader makes a misjudgment and appoints a person he likes to a position that he is not suitable for, there will usually be more serious consequences.
Because business leaders always have high hopes for people they like, hoping that they can improve. Even if there is a decline in performance, they will find reasons from other aspects, and will not question the wrong person.
How does the enterprise make the quantity applicable?
Even business leaders know that the person appointed is not suitable, and they do not have the heart to replace them. As a result, the business situation will further deteriorate.
If a business leader wants to know people and be responsible, and apply what they are, they must get rid of their personal likes and dislikes, and boldly appoint talents who are not of the same kind as themselves. Maybe they can complement themselves and just meet the needs of the enterprise.
How does the enterprise make the quantity applicable?
- Courage to deal with underperforming people
Business leaders must also punish those with poor performance in a timely manner, or even let them go. It is very important to be able to do this.
If the poor performers are not dealt with, it will affect the enthusiasm of other personnel, and ultimately reduce the overall execution of the enterprise.
Many business leaders tend to lack courage and indecision when dealing with underperforming people, especially when it comes to dealing with people they like.
However, if business leaders want to build an executive enterprise, they must improve their emotional intensity and make up their minds when dealing with poor performers.