Workplace Sun Tzu's Art of War 5: How to apply to enterprise management?
The previous four articles shared how to accept work tasks and what strategies need to be mastered in the process of implementation. Today's main content is the strategy and attack in "Sun Tzu's Art of War". How to make good use of strategies to defeat the enemy, the best It is also the highest wisdom in war, and the worst is to pay the least price to obtain the greatest victory.
The same is true for enterprise management. Although it is not a rival in the same industry, it still plays a decisive role in the life and death of an enterprise. In fact, everyone wants to work well and earn money to support their family, but if they really want to integrate, it will not be so easy. In an enterprise, 1+1 is always less than 2. Even the more people there are, the less efficient the work will be. .
There are too many people discussing the above points, and sometimes the organizational structure is bloated because of a small thing. It is impossible to talk about business management. It seems that it is not so effective to formulate systems, talk about culture, and set up salary systems.
Workplace Sun Tzu's Art of War 5: How to apply to enterprise management?
Ten years ago, the rise of the training industry completely baptized Chinese enterprises, especially the training of successful learning and wolf culture. Sex is only for a short period of time, and it remains the same after that.
However, the bosses’ learning thinking is constantly mobilized. They hire high-paying talents for training management, and regard spiritual motivation as their lifeblood. However, when this upsurge subsides, many companies are no longer blind, and the strong are stronger. With the continuous improvement of the training mechanism, It has formed its own set of systems, which can not only provide training in knowledge, skills, mentality, management, etc., but also continue to output high-precision talents.
However, most enterprises, especially small and medium-sized enterprises, only have frameworks left. Training must be provided, and morning meeting incentives must be provided, but how to use it? What is the purpose of use? How can we achieve better results? However, few people know about it, they just think that there should be. Besides, there are more online processes than just a small amount of hair, so just use it.
Workplace Sun Tzu's Art of War 5: How to apply to enterprise management?
Five years ago, the rise of performance appraisal was also a gust of wind. Whether it was incentive policies, appraisal mechanisms, high-paying employment, or cooperation with professional institutions, appraisal really penetrated everyone's bones.
However, performance appraisal is more difficult to implement than training. Most of the performance appraisals of enterprises are just decorations, which are better than nothing. More and more small and medium-sized enterprises have returned to the appraisal of systems and military orders.
After all, it is easy to formulate performance appraisals, but difficult to implement. There are many bosses who will spend a large part of their funds on investment, but in the end they are all dead. This is because the assessment content cannot be completely digitized, and there are too many human factors in the implementation process, such as this person is usually good, there are objective reasons for this, etc., which makes it too difficult to implement.
Workplace Sun Tzu's Art of War 5: How to apply to enterprise management?
Management is a very deep knowledge. I have heard many lectures from teachers, such as Chinese management, Chinese management, etc. In fact, they all recognize the status quo of Chinese management, and it is impossible to completely learn the Western style. China has the wisdom and national conditions of the Chinese people, such as The idea of "governance by doing nothing" mentioned in the Tao Te Ching, although it is said to be the idea of governing the country, is also applicable to enterprises.
I once thought that if you use performance appraisal to the extreme, you might just do nothing. The company will give you a framework and goals. Within the framework and goals, employees can give full play to their strengths, so that companies can also gain more innovation and dynamism. At this time, enterprise leaders can devote more energy to the strategic direction of the enterprise, so that the enterprise can go further without detours.
Just like the laws of a country, you are freest only if you abide by the laws. This is basic, and management is the same. The work sets regulations and goals, and the rest is to allow employees to play freely.
Workplace Sun Tzu's Art of War 5: How to apply to enterprise management?
But there will be a key point at this time. Doing nothing is not doing nothing. Letting go of employees is only suitable for individual companies in certain industries, far from reaching the level that can be popularized. There are many examples of free working hours on the Internet. Job seekers are very moved, But no enterprise is using it, and what is useful also has preconditions, or there is no bottom line, or various itinerary supervision, or various business assessments, etc., there will never be a pie in the sky.
There are very few people who can have self-discipline at present, and there is no motivation without restraint. Whether it is the management of employees or the self-management of employees, it is actually a framework, but some frameworks make people tempted and willing to forge ahead, and some just make people full of complaints, but have to give in for the sake of bread.
Sun Tzu said, "Thus, those who make good use of the army will subdue the soldiers of the people instead of fighting, pull the city of the people instead of attacking, and destroy the country of the people but not for a long time. This is the way to attack.”
Workplace Sun Tzu's Art of War 5: How to apply to enterprise management?
In fact, the main point is to express a point of view that "attack the army and attack the heart first", whether it is the training or performance appraisal mentioned before, or whether it is a system or a military order, it is all about how to better mobilize the enthusiasm of employees, or called Forcing employees to make greater performance, the main body to consider is the company. If it can really work, it goes without saying, but the means of incentives are often short-lived, and the means of assessment are even more complaining.
This is very different from war. You can use force to deter or plan sneak attacks. Once you win, the city belongs to itself, that is because it does not incorporate subsequent governance into it.
And people have ideas and needs (refer to Maslow's theory of needs), and the strategy succeeds for a while. Once employees understand or become paralyzed by incentives, incentives will no longer work, and management will be more difficult. . Only by fully meeting the needs of employees is the long-term solution.
Workplace Sun Tzu's Art of War 5: How to apply to enterprise management?
Therefore, enterprise management or self-management refers not only to the period of a war, but also to continuous management after the war, and continuous management is a continuous war, and a continuous war requires us to continue to attack, even if we do nothing. It is also one of the means of management.
Management does not only consider a single aspect, which will lead to inequality. Only by considering both sides and working together can we achieve long-term development.