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[PCB Information Network]: XXX Circuit Board Factory is a newly established enterprise with goals and ideals, but the factory has poor execution and low efficiency.
The boss thought, this cannot go on like this; let alone going public, when will we ever make a profit?
So he waved his hand and ordered the entire factory to conduct a self-examination: who is to blame for the poor execution?
Thus, a vigorous self-criticism movement from the bottom up began.
Employee: This definitely has nothing to do with me! I work diligently for more than ten hours a day, so busy that I don’t even have time to scroll through my social media. The company not making money cannot be blamed on me.
Middle Management: Every time there are instructions, I arrange them well with the employees, but they always fail to execute properly.
Upper Management: Boss, you know that all our strategic plans have your approval, there is no problem at all. But once it reaches the lower levels, it falls apart; this is clearly due to poor execution by middle management!
In summary, everyone’s central idea is:
The boss was immediately furious, almost flipping the table.
It’s not your business! Are you blaming me?!
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In fact, poor execution is a common problem in many factories.
As mentioned above, everyone feels they are not at fault, thinking to themselves, I have done what I should do, the problem is definitely not with me.
In fact, if a company has issues with poor execution, the mistakes usually stem from the top down.
Let’s start with the boss.
Many bosses are full of ambition, eager to become a Fortune 500 company and take Chinese manufacturing global, gaining fame worldwide.
However, many bosses are full of passion but lack the wisdom and knowledge to match their grand plans, so they are very keen to attend various CEO training courses, actively absorbing the hottest market news. They can talk fluently about big data, cloud computing, smart factories, and Industry 4.0.
However, this is of no use.
The tide of the times rolls forward, carrying too many tributaries; if the bosses do not have a clear goal and instead drift with the current, changing orders daily, then the people below will follow suit and go astray.
The direct result is: upper management cannot grasp what the boss really wants; upper management is confused, and middle management naturally cannot clarify; thus, the employees who actually have to do the work are left in the dark.
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At the root, unclear goals are the fundamental reason for poor execution.
There are also many reasons that directly lead to employees’ poor execution.
For example, some factories want to carry out marketing work, so the marketing department proposes a plan to advertise on a well-known platform and requests 30,000 yuan for advertising costs.
Well, the long application process begins: the manager approves, then the director approves, then the deputy director approves, then the finance approves, and finally the boss approves.
As a result, the director was on a business trip for 15 days, the deputy director was on a business trip for 15 days, the finance department did not understand the business, could not determine whether this money should be spent or not, and did not want to verify, so they shelved the matter for a month. Finally, the money was approved, but it took 3 months, during which they missed a great marketing opportunity.
What’s even more frustrating is that the applicant had to constantly explain why this money should be spent, and then had to explain why it should not be spent, or if it was spent but the effect was poor, they had to come up with a bunch of reasons, their enthusiasm was drained, and they gradually became less proactive.
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In addition to the lack of smooth work, unclear rewards and punishments are also a major reason for poor execution.
Some people, when they first join the company, seem to have endless energy and ideas, contributing to the company with a proud heart.
However, gradually, they start to feel disheartened because they realize that although they perform well, their rewards are no different from those who just go through the motions.
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So what should be done?!
For this ultimate difficult question that leaves the boss silent and the employees in tears, a wise person has proposed five major strategies:
Dear readers, please take note, no need to thank me~
Written by/PCB Information Network Reference: World Manager (ID: CEC_GLOBALSOURCES)
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