Flooring companies: Starting from habits to shape corporate culture

A floor company must start from two aspects to get a good development. One is the standard of the enterprise system, and the other is the shaping of the corporate culture. Compared with the corporate system, the headache for many floor operators is that the corporate culture cannot be reflected in the text, and it is difficult to find a starting point. In this case, the floor company's managers can share the same with the employees of the company. Habits and concepts start with, if a company has too many wrong habits and ideas, this company can not manage. Conversely, if the common good habits of employees are more, the better the management of the company.

In addition, companies can also be compared to a pyramid. The pyramid has two sides. One side is the system. We call it the Yang side. On the other side, it is the corporate culture. We call it the dark side. Whether it is a positive or a negative, there must be a process of construction.

The system is divided into two layers. The bottom layer is the written system, and then the system is not written up; the corporate culture is the same, divided into two parts: no consensus and consensus. For example, when a company meets or eats, some words cannot be said in some companies. In some companies, it can be said that it is because of different corporate cultures. In companies that cannot be said, they have a consensus that this view is wrong, and 8 out of 10 people know that it is wrong, so this concept is generally not dared to say anything.

The more established the system, the easier it is for the company to manage; the more corporate culture or habits that form a consensus, the better the management of the company. By using pyramids, the more consensus there is at the bottom, the less free and plausible uncertainty there is and the easier it is for the company to manage. Just like a professional manager, the reason why a talented person encounters a new company is because there are too many uncertainties.

As a professional manager, if there is no awakening or an analysis of corporate culture, and if the corporate culture is not viewed from a high level, this professional manager may be blind and cannot operate or improve it. it. Therefore, in this sense, good habits and good corporate culture are productivity.

â—† Pursue efficiency

Some employees have a misconception that it seems that the more work they have in their hands, the greater the value they have in the company. Things to do on the table piled up a lot, will make these employees feel very satisfied.

Corporate enterprises are very efficient. It does not require a department manager or a manager to be very busy all day long. Your supervisor or your boss, if you see that every job is handed to you, you quickly lose your job and he thinks that this is a symbol of your ability and you think you are Synonymous with generals.

We may have been affected by the big pot of rice before. We always feel that the more work piled up on your hands, the messy things on your desktop will make you very capable. However, in foreign companies, the cleaner your table is, the better.

â—† Active answer

In a multinational company that has a good idea and habit worthy of our floor companies to learn, this is the habit of taking the initiative to answer the conversation. If I tell you about a job and you come and go, I will give you a bonus; if you wait until I If you come back to you for a result, you will be deducted for this job and even deducted for this job.

â—†Respectful

Respect is mainly a kind of meticulous and thoughtful attitude. For example, when writing a report, in an environment where there is no standardized operation, many of our cadres are accustomed to giving verbal reports to their supervisors. Even when there is any suggestion, they are given verbal expressions. However, your supervisor is very busy. He hopes that you will use the report or suggestion in the text and report it directly to him in a written report. There are two reasons for this: First, when you go to him to report or give suggestions, it may be that he is thinking about other issues. Second, verbal reporting is easy to miss because the supervisor cannot guarantee that you can store your suggestions in him. In the brain.

The supervisor often pays much attention to the written report because he can consult it at any time. In this way, your suggestion will never be forgotten.

â—† Boss also needs your tracking

In the past, there were a lot of cadres who reported to their boss when they were doing something, asked for advice, or encountered difficulties. After the report was over, they thought they were fine. In fact, this concept is very wrong. the reason is:

First, the boss is more busy than you, and even a lot of bosses may be equivalent to you for 200 hours in an hour. Under such circumstances, if you delay your boss for half an hour, it means that you have to spend 100 or 200 hours to get an item. Work well;

Second, when the boss is very busy, he needs you to get this thing done. It needs you to follow it. Even the things he wants to coordinate with you need you to follow him.

Therefore, if you think it's okay to finish reporting to your boss, it's very wrong. You have to follow it up. Even the boss wants you to follow it.

â—† Deserving management

We were used to maintaining a warm and romantic relationship among colleagues. However, in fact, in the handover of work, some jobs need to be confronted, and even the boundaries need to be clearly defined. Therefore, companies should emphasize that they should not be forgiven, and that they should not be forgiven. .

If you can really do it, your boss will very much welcome you because your earnestness means that the results are produced, so that the management of the boss can be less. Some work if you allow the supervisor to assist you or let another department do it, but it is not a good method. Because, your own strength may not be able to move another department. If you want to be called by the supervisor, in a sense your behavior is to use the boss's "deposit". Since the authority and credit of the boss or your supervisor have the same amount as the deposit of the bank, you'd better not use his deposit easily, but try to increase his deposit. This is your ability.

â—† event-based

In a foreign-funded enterprise, as long as it is a work in the hands of a person, this person has the right or power. In a foreign-funded enterprise, the high position is useless. If this matter is what you should do, you have to do it. Can not say something like "Your position is no higher than me, why do I want to hear from you".

Otherwise, you can only mean that you are a bureaucratic cadre. You are not suitable for survival in foreign-funded enterprises. This is the official standard.

The status of the event is a bit like an activist. Your job is your sword. If you have a job on your hands, you have the sword and no place dares to block you.

In fact, all private enterprises are survival companies. All of the above behavioral habits are based on the environment of this type of survival enterprise. Survival companies mean the entire efficiency and customer satisfaction with the entire company. The overall efficiency and customer satisfaction are all prerequisites for the company's survival, and it is also the only prerequisite and foundation.

â—† Take the initiative

If managers want to expand their own business, they must learn to take the initiative to work with others. Only by actively participating in competition can we succeed. If you always shirk your work, you will not be able to make your company stronger.

â—† Global concept

The overall concept is the most basic survival prerequisite for managers in a company. Managers must learn to be far-sighted, not lose due to small losses, fight against people, and fight against themselves.

Partial perceptions can deprive managers of opportunities for development. Instead of competing with others for something boring, it is better to seize the opportunity to develop rapidly.

The habit is the corporate culture. The managers of the company must learn to start from the corporate culture and habits to work for their own team. Only by first implementing this starting point, other management concepts and methods may work. The more established the system, the easier it is for the company to manage; the more corporate culture or habits that form a consensus, the better the company will manage.