Managers feel that in life, everyone has to go through too many things. Many people like to write down their feelings after experiencing some things, and they can still feel this feeling in retrospect. Share with you the feelings of managers and have a look.
Manager's feeling 1 In view of this study, and combining with my personal thoughts, talk about my experience.
First, middle managers, as job agents of superior leaders, must bear corresponding responsibilities.
In the daily work process, middle managers are the middle positions of the group. I often encounter problems such as information communication, responsibility and goals. Then be sure to understand the entrustment information of the group. As Ceng Laoshi said, if we are not sure, we can understand the task and repeat it to our superiors, so as to ensure the correct understanding of the information source. In order to avoid the time delay caused by ambiguous or inaccurate information in the work assignment. This is the most basic cognition as a middle manager. In addition, we often hear words like "almost", "not bad" and "not bad" at work. This kind of making excuses for poor execution of yourself or others, or not sure about the execution effect of others, is not only irresponsible for work, but also irresponsible for superiors and subordinates. Because middle managers shoulder the fiduciary responsibility of superiors and subordinates, our words and deeds are a kind of job behavior. We should not only carry out the tasks entrusted or assigned by our superiors well, but also set standards in advance for the work completion of ourselves and our subordinates (that is to say, we should know what we are doing). If you don't finish well, you must correct it or make it clear. If you finish well, you must affirm it. If middle managers want to become professional managers as soon as possible, they must have certain professional qualities, such as taking responsibility for themselves, sharing weal and woe, distinguishing rewards and punishments and respecting each other.
Second, adhere to the correct concept of time management.
The most common saying of middle managers is "I can't control myself"! How to solve "involuntary" ―― manage your time well. There is a saying that "the plan is not panic, and the principle is not chaotic." Indeed, if we insist on making good use of time, we will get twice the result with half the effort in practical work. In training, we divide time management into four quadrants: the first quadrant is urgent and important; The second quadrant is not urgent, but important' things'; The third quadrant is urgent and unimportant; The fourth quadrant is neither urgent nor important. Middle managers should spend 80% of their time in the second quadrant. If we often do things in the first quadrant, it means that we have not done well in the second quadrant, which leads to an increase in urgent and important things. Therefore, we should learn to plan the time, that is, agree on the time, agree on the time limit, specify the goals to be achieved in advance, and set our own opening hours. Make the best use of our time.
Admittedly, there will be some problems in our practical work. Therefore, in order to make the tasks within the scope of responsibilities of this department or individual relatively unaffected and relatively ideal, we need to think ahead, think more about things that may develop in unexpected directions or make unexpected progress, and make at least two plans in advance to avoid frequent passive situations. In addition, "procrastination is the taboo of action", so we always need to plan reasonably in advance to ensure the orderly and normal development of the work.
Third, the maintenance and improvement of the organizational system.
As the saying goes, "Without rules, there would be no Fiona Fang". The establishment and maintenance of social order depends on law and morality, and the establishment of internal order of enterprises depends on system and culture. Various systems within the enterprise should be said to be all-encompassing, covering all aspects of the enterprise's operation and production. System construction will be gradually improved and diversified with the development of enterprises. In the process of enterprise development, facing the ever-changing external and internal environment, we should formulate corresponding systems in time to keep up with the pace of the times and meet the needs of management. As working agents, middle managers should formulate corresponding rules and regulations to restrain their subordinates from achieving the goals set by their superiors, so as to ensure the gradual completion of the specified goals. System construction is the necessary guarantee for the operation of enterprises. The purpose of system construction is to make enterprises "have rules to follow, have rules to follow, enforce the law strictly, and punish those who violate the law", that is, to act according to the rules. If you don't play by the rules, you will be punished. Therefore, middle managers are the most powerful defenders of the company system. Because the establishment of each system needs to be constantly revised and improved in the implementation process. Middle-level managers are the most direct system maintainers and executors, so we are required to have professional qualities to avoid the phenomenon that "the tiger is not at home, and the monkey is called the overlord" or "there are policies at the top and countermeasures at the bottom". Some middle managers think that they are the law, and the company's system is formulated too much-less maintenance, randomness and emotionality, which leads to inefficiency, distraction and management confusion.
System is the inherent law of enterprises. The system itself should be overall, stable and long-term. Of course, it will inevitably have its limitations. However, the code of conduct within the enterprise is based on the implementation of the system as the minimum standard, and everyone is equal before the system. In the enterprise, the middle layer shoulders the role of "connecting the preceding with the following", so we allow personalized management to exist, but we must adhere to the principle of maintaining the enterprise system.
Fourth, form a good habit of tracking tasks.
"There is no shortage of people who allocate tasks reasonably, only those who perform tasks." As a middle-level manager, you need to evaluate your subordinates in time and do a good job of task tracking. The process of tracking tasks is not only a process of communicating with subordinates, but also a process of evaluating subordinates. Of course, in the daily work of a day, it is usually a cyclic process of arranging, handling and completing one small thing after another. In order to make small things not trivial, and to make the evaluation more objective and fair, it is necessary to ensure that subordinates have room to play, but also to ensure timely tracking, "often pull the kite line."
Fifth, motivate subordinates to make progress.
We know that the success of a group can not be separated from the efforts and sweat of each member. Similarly, only by improving the working ability and level of each member of the collective can the collective be more efficient and move forward better and further.
In the training class, we analyzed the status of subordinates: those with high ability and low will are called "veterans"; Those with high ability and high will are called "stars"; Those with low ability and low will are called "sick cats"; Those with low ability and high will are called "newcomers". After analysis, it is easy for us to draw management methods-we use different incentive methods for different groups of people, and here I only put forward my own views on newcomers.
Beginners always have some bumps on the road. Therefore, as a manager, we should boldly let novices try and let them personally participate and practice. We should not only pay attention to the results, but also pay attention to the process, understand the subordinates in the process, and guide and correct them in time.
As a manager, it is impossible to do everything yourself and cover everything. After all, energy is limited. Therefore, it is very important to fully mobilize the enthusiasm of subordinates and fully train them to have the ability to deal with problems independently.
6. Actions must be faithful to goals and commitments.
Middle-level managers must understand the goal decomposition, carry out professional division of labor for the goals designated by superiors, and then realize "self-control".
The goals and tasks of the enterprise must be transformed into goals, and the supervisors at all levels of the enterprise must lead their subordinates through these goals, so as to realize the overall goals of the enterprise. If there is no specific goal in a range, it will be ignored. If there is no sub-goal in the same direction to guide the work of supervisors at all levels, then the larger the enterprise, the more people there are, and the greater the possibility of conflict and waste. Therefore, middle managers must stick to their promises, affirm the achievement of their goals, punish those who fail to achieve their goals, eliminate negative effects, and strengthen positive effects-promoting expected behavior, improving work efficiency, and achieving corporate goals.
Management is a science, managers can do things in an eclectic way, but as a successful manager, it is far wiser to do things with influence than with power.
The manager's feeling 2 participated in the training class organized by the company today. After listening to the teacher's enthusiastic and vivid explanation, I was deeply shocked and had a deeper and higher understanding of corporate culture, corporate management and corporate development. Combined with the actual work in the past 8 years, I am deeply touched. The experience is summarized as follows:
First, business is human nature. To learn business well, you must first learn to be a man.
The world outlook determines the method theory and the understanding of business ethics, and it is the fundamental view of an enterprise and a person on business behavior. What kind of business ethics an enterprise or individual holds also determines his business behavior in the shopping mall. "Business is humanity" is a famous saying of China Red Top businessman Hu Xueyan. It means that doing business is first to be a man, first to be a man, first to be honest and trustworthy, first to be honest and then to do business. The so-called kindness to make money and honest management are both human nature and business ethics. People-oriented business is a belief, a responsibility and a causal relationship. If an enterprise wants to survive for a long time in today's fierce competitive environment, it must abide by business ethics, be people-oriented and do business in good faith. Doing business is not only to make money, but more importantly to win people's hearts. An enterprise, a shopping mall, can be recognized by the public and naturally do not worry about profits, so it is a virtuous circle and sustainable development; If you concentrate on making money, lose humanity and lose people's hearts, eventually you will have no money to make and die.
For a shopping mall, in the face of the smoke-filled commercial war scene, in order to win, we must first do a good job in business, correct the attitude of doing business, people-oriented, honesty-oriented, civilized business, and win people's hearts with sincere attitude in order to survive. In the internal management of shopping malls, we should be people-oriented, care about the life and work of employees, show care for employees everywhere in the management process, give full play to everyone's strength, form a cohesive, centripetal force and proud collective, and jointly contribute to the development of enterprises. In foreign business, we should be honest-oriented, people-oriented, truly treat every customer as a god, improve product quality, improve service attitude and quality, win people's hearts, serve everyone from the customer's point of view, make the brand of shopping malls deeply rooted in people's hearts, let customers trust shopping malls, choose shopping malls, and recommend shopping malls, without worrying about increasing business and profits.
Second, quality is value. We should pay attention to quality first and then profit.
The quality of goods refers to the combination of internal quality and external form of goods. The former includes the physical properties, mechanical properties, chemical composition and biological properties of commodities, while the latter includes the shape, color, style or transparency of commodities. It is of great significance to improve the quality of commodities, because quality directly affects the use value and value of commodities, and is an important factor that determines the efficiency of commodity use and affects the price of commodities. Under the unprecedented fierce international competition, many countries regard improving the quality of goods and striving to win by quality as the main content of non-price competition, which determines the position of producers and merchants in the competition and is also an important means of marketing.
For commercial enterprises, we pay attention not only to the quality of the goods themselves, but also to the requirements of service quality and consumption environment. Product quality can bring high prices, and service quality can also bring high prices, sometimes even more important than the product itself. Consumers expect to be treated warmly in the process of consumption and expect a comfortable consumption environment everywhere. Enthusiastic service, clean and quiet environment and honesty are the responsibilities in the process of consumption and an important part of the core competitiveness of enterprises. Only by constantly improving the product quality and service quality of shopping malls can consumers stay and come again. While constantly improving the service quality, shopping malls also need to constantly innovate brands, make existing brands bigger and stronger, constantly study new problems, capture new trends, launch new products, and always stand at the forefront of high quality and new varieties, thus creating new values, improving profits and not being eliminated by the market.