Middle-level manager, what the hell are you managing? __ Project Management

Along with the promotion of the position, many people have embarked on the management position, whether it is the middle of the company or the department manager, once entered the management position, the content and nature of the work will change in essence. As an old job when a manager, trying to discuss with us middle managers, exactly what the management.

Common Sense June |

From the big aspect, the management content divides into the person and the matter. And things, and in the artificial, so management is ultimately the management of people. Middle-level managers, the executive role of the superior, there is no management function, no need to discuss the subordinates are leadership roles, lead the team, need management, implementation goals, also need management. as a middle-level manager to do good management, I think need to grasp two elements:

First, manage yourself

Middle Management, first manage themselves, and then manage subordinates. manage myself, I think there are several aspects that need to be focused on.

1. Analysis of self-post responsibility

First of all, should analyze their job responsibilities, the company's position on their own expectations and positioning, the development of space and access to resources, can be targeted. such as marketing director positions, to understand the company's brand development (within marketing, VI standardization Construction, industry meetings, media development, advertising, company information system construction, etc.), sales management (market analysis, sales plan and product mix plan, price strategy and promotion plan, Agent channel Construction Management, sales summary analysis, etc.), Service Management (customer return mechanism, customer networking activities, customer Round table) and other aspects of the requirements, status and resource allocation.

comb clear each specific task goal and resources, can effectively break down the task, refine, work out with can carry out the operation plan, otherwise the directional thought is not clear, forget, missing the key.

2. Analysis of advantages and disadvantages of self-ability

To recognize yourself is to better manage yourself. Regular analysis and summary of their own strengths, expertise in the field, in order to find a way to summarize the appropriate management and behavior.

Each person's characteristic is different, the way of doing things different, forms the management way also different. For example, some colleagues, work sketchy, vigorous and resolute, such as the middle of the need for detailed planning to constrain and support themselves, lest run too fast, such as runaway, resulting in disconnection; some colleagues, thoughtful, cautious, such a middle-level needs of the market front-end and product line to promote, increase the tension, Enhance personality and practice ability.

The same as middle managers, some people like to listen, some people like to say. Like to listen to, the management of subordinates to use a written report, lest they did not want to clearly give subordinates to bring unnecessary misjudgment; like to say, the management of subordinates to use more oral reporting. Timely feedback and express their ideas and ideas. Each person's personality and preferences are different, management methods are not the same, should be based on their own situation, choose the appropriate management methods.

If you say you do not know your strengths, you can ask the people around you for feedback and analysis, and the five or six of people around you who know you well have something in common that is your strengths and weaknesses. Discover their strengths, use and play, summarize their weaknesses, timely improvement and promotion. Make up the short board, play the long board, utilize the best.

3. Self-time management analysis

For each manager, time is limited, in addition to routine work, the daily temporary work will be followed (company meetings, customer visits, media appointments, temporary affairs, etc.), if there is no time management and planning, it is easy to be tired of coping, lose, caught Sesame lost watermelon, Make yourself a paste and be tired.

This time, it is recommended that your approach is to use the work schedule and work classification, with a new temporary work content, added to their own work schedule, according to the classification of the different classes of work to optimize the process. At night, as long as the day's work plan, the processing of transactions are completed, the next step of the work plan is added to the work schedule, you can safely sleep. Every day, so that every work in the process, according to the usual rhythm, will not be affected by temporary affairs, deal with, you will be able to handle.

second, management subordinates

Subordinates to support their performance of the key factors, management needs to worry more, more attention, otherwise the department's performance will be damaged. Management subordinates, I think there are several key links need to be grasped.

1. Position Responsibility Management

do a good job of responsibility book, so that everyone clearly know their job responsibilities, to avoid the problem of the key to each other, the idea of some lazy to eliminate in the bud. at the same time, subordinates clearly understand the scope of their work, benefiting from other colleagues help, easy to have a grateful heart, conducive to internal unity.

Clear job responsibilities, not only to guide the day-to-day work of subordinates, but also managers to assess the important basis for subordinates. Let each subordinate know their job responsibilities clearly, and develop their own work plan, you do appropriate fine-tuning and correction, let subordinates follow the plan to carry out and assess.

If this is not a good thing to do, the job description will appear in the form of a fictitious problem, of which there are two reasons:

one is the content of the job description is not clear. when the formulation is not a copy of other enterprises to cope with the corresponding posts, must be based on their own business requirements and expectations of this position to make, the content of the efforts to achieve a concise and simple nonsense, the specific details of no cliches, avoid a large, so subordinates are easy to understand and implement.

the second is that managers do not assess their employees according to job responsibilities, but often judge their employees by themselves as "busy" to determine rewards.

To deal with this problem, I think as a manager should pay attention to their own problems.

first of all, the work of each employee to be aware of the contents of the early request for late report, although cumbersome, but the marketing management is very effective. Be aware of what is being done and what can be done in a buffer to make it manageable. Otherwise it will appear sometimes have temporary things, the results arranged to a very busy subordinates, let the staff at a loss.

second, the ability to work for each employee is very familiar.

again, the assessment must be in accordance with the grounds, take the position responsibility book as the leading, the temporary arrangement matter, cannot act as the daily examination the content, but serves as the additional cent the content, is also as the reward basis, rewards the employee not to reward the work responsibility scope the matter, but rewards completes the work responsibility outside the matter.

Finally, the responsibilities of the position must be divided into core responsibilities and general duties. for each post, there should be no more than three core responsibilities, and each core responsibility must be quantified. such as sales performance requirements, brand effect assessment data, analyst report number. The core responsibility is the main basis of the assessment, the occurrence of any one does not complete the task, it is judged its work unqualified. The general duty is the auxiliary work, is in completes the core work the premise, only then may realize whether becomes the outstanding staff the condition.

2, the staff's performance management

Do not accumulate bujikuibu, not even thousands of miles, do not accumulate small flow, no to become Jianghai. Big goals can be implemented only if they are broken down into smaller targets that can be implemented. The Division target of one year is decomposed into 12 months, the peak season and the first six months as much as possible distribution. Then subdivided into each person each month, each week's task indicator.

For subordinates, the use of monthly performance appraisal, weekly summary assessment, daily Report assessment.

Using the morning and evening system, the use of 20 minutes, each person to explain today's work plan, yesterday's work completed, reason analysis and need resources and other departments to meet the needs of colleagues. Create intangible performance pressure on subordinates at the same time, let everyone know clearly what colleagues are doing, compared to their work is good. Is full. Whether active. ...

In this way, as a manager, you can clearly understand what subordinates are doing every day. Each person's work status and department overall state, the behavior goal will support the result goal, only then grasps each day, can ensure each month even every year.

3. Team Building Management

Team building needs to pay attention to a lot of problems, such as subordinates training, motivational communication, career planning and so on, everyone has his own set of methods, may be very suitable. Because the different nature of the team, management methods are not the same, so the specific methods I do not repeat here. However, I think the team building is a key point, is the value of identity, benefit identification, need to pay attention to each manager.

Everyone's development is self-centered, with the interests of the pursuit of a circle of radius, and the development of enterprises is also a circle. Both sides are constantly promoting the interests of the radius of the time, the two circles, may be tangent to the moment, may also be intersecting for some time. As a migrant worker, it is difficult to make the two concentric circle. Therefore, the goal of team building, is to be in a certain period of time, employees and the company's value identity and the interests of the identity of the same, so that two of the circle to intersect longer.

At the same time, enterprises only have the same value of people together to form a cohesive business organization, and only in the organization to achieve benefits (cash benefits and value-added benefits) of the allocation of identity, it is possible to bring together the people to stay together, so that the Organization can continue to exist.

Shi Yuzhu success, not only because of their own outstanding ability, the stability of the entire team is also a very important factor. And the whole team can follow him all the way, in addition to cash benefits, you can get the same guidance as mentors, like parents of the same motivational communication, such as the career planning help, and so on, these value-added benefits is the fundamental basis for team stability. And as a manager, Shi Yuzhu himself is also constantly learning, and constantly improve, management of their own, is also a charm point.

So I think that the management of the middle managers is to manage themselves well and supervise subordinates.