The world's top 500 efficient management notes: how do companies succeed? The less management, the better the company

1. The essence of efficient management is simplicity

2. The less management the better

"No management" does not mean that managers can get out of management, but emphasizes not to fall into overmanagement. Excessive standardization of management will inevitably slow down the activities of the enterprise. It doesn't need to be complicated to manage because the business is actually very simple; you are familiar with limited competitors and your own marketing market, which is much easier than choosing from 2000 options. The secret to running a successful business is to ensure that all key decision makers in the business understand all equally important realities. If they fully understand the actual situation, everyone will agree on how to solve the actual problem.

2. Let others take care of things that shouldn't be in charge

When a manager hands over things to subordinates, it does not mean that the responsibility is gone. He should always pay attention to the progress of the work. Managers delegate simple tasks to their subordinates, while they have to think hard about new business plans and improve the status quo, that is, do some "planned" work. If a manager is too busy working all day and can't plan for the future, he can't do anything well. Therefore, the first step in becoming a manager is to think thoroughly before taking corresponding countermeasures.

3. To command thousands of troops, it is better to be good at generals

Based on the needs of sustainable development of the enterprise, managers cannot do it themselves, and the relationship between employees' rights and responsibilities should be repositioned with the development of their careers. Boldly empowering subordinates with power and responsibility can not only make work progress quickly and efficiently, but also the above policies can be quickly passed to the bottom layer, which is conducive to clarifying the scope of power and responsibility, and can stimulate the enthusiasm of employees, so that the entire enterprise and part of the enterprise are closely connected , to promote the development of the company.

It is better to command a hundred than a thousand; it is better to command ten than a hundred. As a manager, if you want to be successful, you should make management simple, that is, you should be good at managing a few generals instead of commanding thousands of troops, which is the soul of management.

Second, grasping decision-making is the first priority of managers

1. A clear decision-making process is the premise of scientific decision-making

2. Set ambitious development goals

Many people do nothing because they lack the drive to be ambitious, overcome all odds and succeed, and dare not set lofty goals for themselves. No matter how good a person is, if he does not have high goals, he will achieve nothing. Setting a high goal is part of achieving it.

3. Management does not make too many decisions, only major decisions

When making decisions, managers should focus on understanding the nature of the problem in order to make better decisions about the problem. An effective manager should have a strategic vision, not only to grasp the present, but also to grasp the future. Usually, we should pay attention to the information that has a significant impact on the development of the enterprise, and maintain a keen insight into the market to ensure the correct decision-making of production and marketing. The decision made by an effective manager must conform to the economic laws and the actual situation of the enterprise itself, and must be an incentive decision that can be realized through hard work.

3. The efficient operation of the team focuses on "knowing people and making good use of them"

4. Promote strengths and avoid weaknesses

Managers who are not good at finding talent will only bury talent and bring losses to the company. Therefore, finding talents is one of the criteria that reflects the vision and ability of managers, which cannot be ignored. Managers should not identify talent by "picking the bones", but by "pulling the general out of the dwarf", because no one is perfect. Therefore, the simple principle of employing people is to foster strengths and avoid weaknesses. People have their own strengths and weaknesses. As long as they can make use of their strengths and avoid weaknesses, the world is full of talents.

2. Don't doubt people, don't doubt people

One of the most important elements of corporate culture is full trust in others. "There is no doubt in employing people, no doubt in doubting people" is exactly this principle. Not only do some companies fail to establish a people-oriented corporate culture, but when they develop to a certain stage, internal power struggles and the company loses cohesion and social capital. Within an enterprise, if there is no mutual trust, shared values, professional knowledge and cooperation standards, employees cannot trust each other, and it is difficult to form the social capital of the enterprise and improve the operating efficiency and competitiveness of the enterprise.

3. Blind layoffs are not advisable

In the face of crisis and operational difficulties, many companies first thought of laying off staff, and even some well-known brand companies regarded as representatives of all walks of life often do so. For modern business operators, layoffs can be an easy shortcut to quickly reduce operating costs. Once costs come down, profits go up, which will drive the stock up. This simple logic sounds reasonable, but in fact, not blindly laying off employees is the easiest and most effective way to stabilize and grow a company.

4. Let it go when it should be released, and receive it when it should be received

5. Take the big power and disperse the small power

Operational power is the power of a middle-level organization or a leader in an organization, which is monopolistic and may be power. However, most of the powers that function properly as prescribed are very small powers for the supreme leader. Administrative power is the power of grass-roots cadres or personnel. For mid-level leaders, the key operation may be power, but the general day-to-day operation is small power. For top leaders, these are of course small powers.

For the development of an organization, the most important thing is decision-making. Therefore, managers must seize and make good use of their power, not busy with trivial matters and forget their most important decision-making tasks.

2. Don’t abuse your power

Some managers abuse their power and show distrust and distrust of their subordinates. This insecurity is mainly due to doubts about the subordinate's work attitude, work method and ability to do things. They believe that subordinates cannot complete tasks on time and with high quality, so they might as well do it themselves to avoid problems. This kind of psychology prompts managers to go beyond their own authority to command, make behaviors that should not be done, increase their own burden, and make subordinates feel dissatisfied.

3. Beware of subordinates who have "soldiers" self-respect

Excessive power of subordinates will inevitably lead to the self-esteem of "soldiers", which is a huge hidden danger for managers and the entire organization. When bloated subordinates have new ideas, there are serious consequences.