The author contacted three professional managers, and one said that the boss of this food enterprise was a stupid pig. He said that the boss spent a lot of money to hire professional managers, but when carrying out some reforms, especially those involving the interests of the elders, the boss only believed the one-sided words of the elders around him and was skeptical about some new measures and reform plans of the new managers. The new manager finally had to leave with a sigh. Another professional manager who was a sales trainer learned the lessons of his predecessor's failure. He introduced a series of marketing management measures in a down-to-earth and step-by-step manner, trying not to offend his elders. At the same time, he used his advantages in sales and training to train the company for a period of time, from concept to actual combat, busy for more than three months. But the boss is not satisfied, because the market sales are still declining, his brand has not been planned yet, and employees hate the elders sitting on fishing boats. Therefore, although he is well-known in the field of sales, and the new official also issued a similar rhetoric at the staff meeting when he took office, the final outcome is still only one: leave!

Six rules for choosing professional managers

If private enterprises want to break through the bottleneck of management, it is the general trend to introduce high-quality professional managers. Although the comprehensive quality of domestic professional managers needs to be improved and the environment of professional managers needs to be further standardized, the bottlenecks and many management and market problems encountered by private enterprises in actual operation can no longer be solved by the boss's personal successful experience. Introducing familiar friends, recruiting people from similar companies or the intermediary of headhunting companies have become several major means for private enterprise owners to seek professional managers, but how to solve them correctly?

First of all, be clear about your needs.

This problem seems not difficult, but the bosses of many enterprises don't know what their real needs are at first. For example, the company's product sales and profits have declined, and there are problems in market management. It seems that only one marketing director is needed. However, this is often not the case. We should dig deeply carefully to find out the real cause of the problem, and then we can determine whether it is necessary to introduce such a marketing management expert to solve the problems of enterprises, or there may be some superficial marketing problems, which are actually caused by the confusion of internal management system. The arrival of marketing experts may not necessarily solve practical problems.

Second, examine each other's character and application purpose.

Character is definitely more important than professional ability, and this problem is beyond reproach! Understanding a person's personality can be obtained through his or her original work unit and colleagues' investigation; At the same time, be sure to find out carefully that the other party is interested in your high salary? Or the future of your business? Or the boss's personal charm? Do you have any other ideas? Some professional managers' oral expression ability is higher than their actual work skills, and they deliberately conceal their true intentions during the interview, making the candidates make wrong choices.

Third, test each other's actual ability.

There are many abilities. If you figure out the first two questions, it's easy to find out each other's working ability. For example, in addition to his professional education, he should also investigate the evaluation of the leaders and employees of his previous work unit, his own views in this regard and some successful cases. If you are a marketing director, you should not only look at his theoretical accomplishment and practical ability, but also look at his comprehensive coordination ability, communication ability with superiors and subordinates and the ability to lead a team.

Fourth, the appropriate scope of rights and trust.

Putting the right person in the right position is a truth that many bosses know, but in fact we often can't do what we understand. After taking office, managers should define their post rights, define their management scope, and establish a regular communication mechanism and a report summary system with their bosses, so that managers can have a clear direction in their own work and will not be completely out of control.

Verb (abbreviation of verb) gives some cooperation and support.

As the saying goes, when a new official takes office, new professional managers will often launch a series of reform measures according to the new enterprise strategy, and the reform of a company, especially the reform of private enterprises, will definitely involve some vested interests of the company (such as the company elders or the children who start businesses with the boss). At this time, we should fully support the company boss, try our best to cooperate with the manager to carry out the reform to the end, and establish the professional prestige of the manager, so that he can better push the company's management to a higher level.

Sixth, give managers a certain amount of time.

The boss of Guangdong roasted seeds and nuts enterprise has a requirement for a new professional manager, hoping to see tangible results within three months. This harsh requirement has caused five consecutive airborne soldiers to lose their jobs. As a foreign airborne soldier, it takes him some time to understand the inside story and external market situation of the enterprise, and it also takes some time to implement the newly introduced reform measures and marketing plan step by step. Sometimes a plan needs a cycle from implementation to real benefits, 1 year, which is 2 years long. If it takes three months to see the effect, even the management wizard Welch will fail in Maicheng. After all, professional managers are not immortals and magicians.