Judging from the fact that the general manager was dismissed for the wrong decimal point, why should professional managers bring people who believe in them?
A wise man who thinks a thousand times will surely lose something; a fool who thinks a thousand times will surely gain something. It's not true at all!
Since I started working, I have encountered two incidents that caused huge losses to the company because of the decimal point. As a result, my senior colleagues were also killed. I saw that all my friends around me dream of becoming senior executives. I feel very It is necessary to tell everyone to hear it and see what is going on.
the first thing
This incident happened in a provincial municipality in Henan, which is a well-known company in the auto industry in China. It was very early. The vice president of the company approved a sum of money to import auto parts from Germany. At that time, the use of foreign exchange was very tense, from the city to the province, from the province to the Beijing foreign exchange management agency. Who knows that this boss didn't read it carefully, he added one more decimal point, and as a result, the company spent more than 100,000 US dollars, and it was only after the product came out that he realized that he had made a mistake.
As a result, the boss was so angry that he directly demoted the vice president to a workshop to be a team leader!
Judging from the fact that the general manager was dismissed for the wrong decimal point, why should professional managers bring people who believe in them?
second thing
This incident happened in Dongguan, which is a well-known American-owned factory. The general manager surnamed Zhang is a native of Guangdong. Because a batch of materials needs to be imported, his subordinates handed him the project plan. He didn’t even look carefully. Flick the pen! As a result, most of the things that come in are not used. The board of directors immediately held an extraordinary meeting, and directly fired him and a series of related people below him! It's really a pity, the annual salary of this friend surnamed Zhang is more than two million!
The general manager with an annual salary of one million was fired because his subordinate made a wrong decimal point? Who do you blame? Is it because you don't worry about it or the subordinate digs a hole for the superior? Or too much trust? From these two things, talk about why some professional managers bring people to new companies, I feel that this has become a routine!
Judging from the fact that the general manager was dismissed for the wrong decimal point, why should professional managers bring people who believe in them?
The risk of professional managers
First of all, worry about the scheme being cheated. For company executives or professional managers, when entering a company, they are actually most worried that the boss will cheat their improvement plan and then kick themselves away. Although this method is rogue, but in the majority of small and medium enterprises, this kind of thing is commonplace. If an experienced professional manager works alone, he will basically not come up with a complete set of plans. If it can be solved in a month, it has to be delayed for a long time, and it seems that there is progress every time.
Secondly, they are worried that the core technology will be dug out. If a professional manager brings core skills, there will be an assistant by his side. Even if someone is sent to learn from him, the core things will not be handed over to the boss. For example, the core formula of some core products, in fact, this is all a matter of understanding, but it is just a little bit, the boss and the boss's own people just can't. Therefore, managers are very worried that the core technology will be poached by the boss's people. Once the company has mastered these core technologies, then the job of professional managers should be lost!
The third is worrying about not keeping promises. This is more common! In many cases, the promise is good, but when it comes to fulfilling it, it picks up a lot of faults and is unwilling to fulfill the promise. This kind of thing is not to mention the treatment of professional managers, that is, the company usually recruits a manager, and sometimes these phenomena may occur. The nature of a professional manager is different. His treatment is much higher than that of senior managers, and so much money has to be cashed out. The boss is heartbroken!
The fourth is all kinds of faults. When these things happen, it usually starts in the mid-term, and the front is almost done, and I give up immediately without being reconciled. Usually, I watch while walking. See how much more useful stuff you can pull out. If professional managers are highly vigilant and unwilling to come up with good ideas, then the means of picking faults will intensify.
Judging from the fact that the general manager was dismissed for the wrong decimal point, why should professional managers bring people who believe in them?
The trust of professional managers
early trust. When a professional manager first takes office, it is easy to gain the boss's trust, just like a couple's love period, because both parties have expectations for each other. At this time, no matter what project or money a professional manager is engaged in, the boss promises to be happy. This is a friendly period.
Mid-term saw. After the mid-term, the boss's attitude will change. With the previous trust, the expectations may not meet the boss's requirements. It is also possible that the boss feels a little different from the previous interview, and has some doubts about his ability. At this time, the job of professional managers will start to be troublesome. Both sides have a strange feeling for the other.
Late exclusion. Rejection in the later stage means that the boss is more likely to give up and still wants to squeeze out some oil and water. In the words of the manager, it is not as enthusiastic as it was when I first arrived. In the past, I had a close relationship with the boss. At this stage, I basically reached the stage where I was in a daze, and I might even be looking for another way out. Whether it is good or bad is waiting for the boss to make it clear!
Judging from the fact that the general manager was dismissed for the wrong decimal point, why should professional managers bring people who believe in them?
Difficulty in integrating new companies
The rigidity of legacy teams is a commonplace problem. Otherwise, the company will not recruit professional managers to the scene, but will use external forces to promote internal reforms. But this kind of situation is generally an old disease, and it has a considerable close relationship with the boss's own personality, including the style of leading the team. The vast majority may be due to internal disputes and undercurrents, which bring great uncertainty to professional managers' integration into the team.
The plan is difficult to implement. After professional managers came up with their own new plans and measures, they may have touched the personal interests of some people and caused a backlash. Perhaps some people in the interior oppose the implementation of the professional manager's plan implicitly or implicitly by virtue of their original relationship with the boss. These situations are all over the place, and it is not surprising at all, which invisibly increases the management difficulty of professional managers and the management cost of the company.
Change is difficult to succeed. Of course, success depends on the leader, and there must be good cooperation conditions. If the conditions are not met, no matter how good the technical solution is, the possibility of obtaining the final satisfactory effect of the boss is not high. The boss knows his own team very well. If the boss is firm and strong, and fully supports the professional manager, it may be possible to pull back a game by cutting some people. Otherwise, once the professional manager is discouraged, it is equivalent to a basket of water.
Judging from the fact that the general manager was dismissed for the wrong decimal point, why should professional managers bring people who believe in them?
The boss's test for professional managers
The arrangement of the wine bureau. This generally depends on the manager's ability to communicate and entertain, including the pattern and mind. To a certain extent, the large amount of alcohol in the wine field may become a specialty of professional managers, which can make up for the lack of bosses. Therefore, for a professional manager, he cannot be required to go to the company every day to manage some internal affairs like an ordinary executive. Therefore, from this point of view, neither the first-in-command nor the second-in-command is willing to participate in a specific matter, but more of them are watching six ways and listening to all directions. If they cannot perform effectively in the wine field, the professional ability of such managers will be "halved". At least for some bosses.
Project discussion. The use of new projects to examine the analysis and judgment ability of professional managers and the overall management and control ability of the project is a high-level place. Anyone who has done project management will consider input, output and process control. Including the efficiency of the use of funds, this is just in line with the boss's intention. In some small and medium-sized enterprises, if some managers can talk about the efficiency of the use of funds, they will be highly valued by the bosses, because for a considerable number of professional managers, the management and control ability can only control the daily costs, and often ignore the funds. the existence of costs.
delegation of power. This refers to limited authorization. Of course, it may have been negotiated at the beginning. After the implementation, the process of using the authorization will focus on what the professional managers think. Because not many professional managers focus on finance, some small and medium-sized enterprises still have their original bosses in charge of purchasing and finance. For a part of the authority assigned to the manager, the boss will secretly examine the manager's use of the authority, whether it reflects fairness, whether it is for the company's development goals, or has private thoughts.
background check. Some companies will conduct background checks on professional managers, some will check online, some will conduct telephone interviews, and some may even go to the professional managers' units to conduct on-site inspections. Because the role of a professional manager is not the same as that of a general executive. Executives may generally manage two modules of one, but business managers are different. He came here to achieve the company's development goals. If the selected person is flawed in one aspect, it may lead to the failure of the company's goals and waste of time!
Judging from the fact that the general manager was dismissed for the wrong decimal point, why should professional managers bring people who believe in them?
The pitfalls of performance goals
Incremental target setting. Professional managers of course have many work goals, the most important of which is profit growth rate. In addition to fine management, the growth of profits has some factors that are not controlled by humans. For example, the prices of some commodities cannot be predicted, which may ultimately affect the completion of profit indicators.
Restrictive target design. This is a standard trap, in addition to the existence of incremental profit indicators, the cost of capital will be used to limit the amount of capital used. This method is beyond the surprise of many people. From the boss's point of view, the simple pursuit of profit indicators may lead to short-term behavior. If the invested capital does not reach a certain profit rate, it will cause excessive capital costs.
Using this method, although the short-term behavior is effectively suppressed on the surface, it will have a significant impact on the professional manager's work goals and future earnings. In plain language, it means that the boss gives you a certain amount of money and allows you to earn a certain standard of profit. This is much more difficult!
Judging from the fact that the general manager was dismissed for the wrong decimal point, why should professional managers bring people who believe in them?
Difficult to play alone
There is a reason why professional managers like to bring people they can trust when they take office. In addition to the risks mentioned above, the most important thing is that the original teamwork may not be able to achieve his goals, and it may be a waste of time in the end! The advantages of deploying key positions are obvious. First, you can use it with confidence; second, you can discuss it yourself if you have something; third, it will not cause accidental damage to yourself, such as the decimal point mentioned above. question. In this case, you can't ask the general manager to add up each data again! Therefore, the quality of work of subordinates must be high.
To quickly reverse the situation, the industry managers can quickly reverse the existing situation by bringing people they believe in. In terms of execution, the main performance is less procrastination. You can quickly demonstrate achievements and gain further trust from your boss. This is the main thing. Generally, if you enter the company as an executive, if you can't stand the first three months, it means you will get out. For a company, for a boss, watching you go in is not for you to practice your skills. He needs to judge the problem quickly, come up with a plan quickly, and get results quickly!
Moving forward steadily, after the assistant of the professional manager arrives at the company, the assistant may also shuffle the people within his jurisdiction, remove the thorns and replace them with people he is familiar with. This basically forms a team with professional managers as the core from top to bottom. Under normal circumstances, from professional managers to assistants to grassroots managers, among these three layers, depending on the size of the company, there are 5-10 people in the team. Basically, the team has already succeeded, and it is difficult to think of results.
In order to achieve the goal, it is basically difficult for professional managers to succeed alone. From the positive point of view, we need to guide everyone to work together to achieve our goals through powerful executors. On the other hand, once the company has a tendency to be unfavorable to itself, it can be discussed in private and come up with a response plan, which is much better than being passively beaten by one person. Another point is to avoid intentional or unintentional mistakes, lest the city gate catch fire and bring disaster to the pond fish, which is equivalent to ensuring your own safety.
