Sun Tzu's Art of War 5 in the workplace: Enterprise management and culture also need to know ourselves and the enemy, in order to be safe in a hundred battles
In the sharing of the previous article, I mainly put forward the enterprise management idea of "attacking the army and attacking the heart". In fact, all wisdom is feasible wherever it is used. As long as we are good at inferring others, we can have certain reward.
In this chapter, we still share the third chapter of "The Art of War" of "Sun Tzu's Art of War", focusing on: how to use the knowledge of ourselves and the enemy in enterprise management, fully mobilize the enthusiasm of employees, and make employees and the enterprise advance and retreat together. Gain a place in the fierce market competition.
At present, many companies are racking their brains to formulate strict systems, or use training and performance appraisals as employee management and incentive measures, but the results are often ineffective. At this time, once a model enterprise appears, they will imitate in a rush, and in the end, the corporate culture of their own enterprise has been lost, a typical Handan toddler.
Sun Tzu's Art of War 5 in the workplace: Enterprise management and culture also need to know ourselves and the enemy, in order to be safe in a hundred battles
In fact, no matter how advanced the management concept is, it must be adjusted and implemented according to the actual situation of the enterprise itself. For example, no matter what industry is now learning wolf culture, passionate morning meetings are everywhere, some have achieved good results, but more are full of complaints and just deal with it perfunctory.
This is because the company does not think about the problem from the perspective of the employees, or the employees' values are not consistent with the company's, and then they act at a loss, which will lead to the resistance of the employees and only passive acceptance.
The recruitment of small and medium-sized enterprises is different from that of large enterprises. There are more talents to choose from. The difficulty of recruiting is particularly prominent in small and medium-sized enterprises. In order to supplement the lack of personnel, the recruitment conditions will be relaxed. It will appear mixed, and the values are not easy to unify.
And if the company does not have an advantage in salary and benefits, employees will lack a sense of belonging, and it is obviously not a long-term solution to rely solely on the promotion of corporate culture.
Sun Tzu's Art of War 5 in the workplace: Enterprise management and culture also need to know ourselves and the enemy, in order to be safe in a hundred battles
At this time, the selection of the department head will be particularly important. A good manager does not have to have strong professional knowledge, but has strong comprehensive ability, and knows how to recognize, employ and train people, improve team cohesion, and fully understand the current situation of the company. And under the premise of future strategic development, a series of management is effective and can promote the company to develop in a better direction.
Sun Tzu said, "There are five kinds of victories: those who know what can be fought and those who can't be victorious, those who know how to use the many and few are victorious, those who have the same desires from the top and the bottom will win, those who are not afraid of fear will win, and those who are able and the ruler do not conquer will win. These five Who is the way to know victory.
Therefore it is said: If you know your enemy and know yourself, you will not be imperiled in a hundred battles. "
The five aspects mentioned by Sun Tzu are:
Under what circumstances can we fight.
Carry out flexible tactics according to the strength of the enemy and allies.
The top and bottom must be aligned and the goal is the same.
Be prepared to attack.
The general is fully authorized.
Only by meeting these five points can we be more confident in the victory of the war, which is what we want to share today. In enterprise management, it can be applied with only slight changes.
Sun Tzu's Art of War 5 in the workplace: Enterprise management and culture also need to know ourselves and the enemy, in order to be safe in a hundred battles
First: Under what circumstances can the New Deal be implemented or work assigned?
Don’t be too anxious about everything, and you will lose if you are anxious. In the above viewpoints, it has actually been shared that you need to first understand the situation of subordinate employees, conduct research, and the current state of the company, what kind of culture is needed, and what degree of need to achieve is more appropriate , must be well-established before implementation.
When everything is ready, we should look for an opportunity, because the launch of a suitable opportunity will allow us to do more with less, such as the monthly summary meeting, several major business nodes during the year, and major events in the team, etc., are more appropriate opportunities. At this time, the reasonable introduction of our new policy or work task will make employees more willing to accept it, and the effect will be better.
Second: Develop different cultures according to the number of employees
The smaller the number of companies, the more difficult it is to manage, because the established system is more difficult to implement. After all, it is mainly managed by human feelings. There are many executives with culture, but they yearn for system management, while the company with a large number of people is just the opposite.
Therefore, it is impossible to copy what others say. When you see a wolf-like culture, you can directly copy it. When you see an innovative team, you blindly let employees engage in development. When the focus of work shifts, it will cause more waste of resources, and normal work cannot be guaranteed to be completed.
Sun Tzu's Art of War 5 in the workplace: Enterprise management and culture also need to know ourselves and the enemy, in order to be safe in a hundred battles
Third: Employee values are consistent with corporate culture
Only when the helmsman and the crew of a ship are working hard in the same direction can the ship reach its destination faster. This is especially true for corporate management. Only with a common goal can the whole company go faster and farther.
This is why today's enterprises pay more attention to the precipitation of culture, because only culture has appeal and inheritance, and the formation of a corporate culture is not based on learning from above, but more based on the boss's future ideals and business thinking. Yes, of course, with reference to the characteristics of the era.
The corporate culture must conform to the current values in order to attract more like-minded people to participate. The culture is never forced, but recognized from the heart.
Fourth: Do everything, you must be fully prepared
Even if the company is going to hold a small event, it needs to be fully prepared, not to mention the management and work tasks of the company's general direction.
The preparatory work is not just to prepare enough information, but to combine the weather, the geographical advantage, the people and the people, and put forward an alternative plan to do it at one time, because once it is abandoned halfway, the enterprise will not just go back to the starting point, it may go backwards. a lot of.
Sun Tzu's Art of War 5 in the workplace: Enterprise management and culture also need to know ourselves and the enemy, in order to be safe in a hundred battles
Fifth: Trust the manager and dare to delegate
At present, a common problem of small and medium-sized enterprises is that they do not dare to delegate power. After a task is distributed, they not only keep abreast of the progress and implementation details, but also directly participate in opinions. Once such a situation occurs, it will break the inner thinking of the executor. , leading to nondescript results.
What the boss has to do is the strategic goal and the test results. Since the authority is delegated to others, it must be fully trusted. Otherwise, don’t give the other party the work that you think is beyond the scope of his ability. Otherwise, both parties will be tired and have no results.
To sum up, the implementation of enterprise management and culture is an integration and extension of common values. Only by fully understanding each other and finding breakthrough points can the implementation and completion be better completed.