The Art Of Bosses Being Masters Of The Family

Many years of marketing career, due to the work of business relations have been fortunate to have access to some bosses, and some of them from the experience of a lot of art as a boss, here I analyze the following points.

First, foresight, which is the core of shaping the competitiveness of enterprises, has the ability to assess the situation in the initial stage of enterprise development. It is one of the essential qualities of a boss, and is also the key to provide support for further development and strengthening in the future. It is also the core source for enterprises to create and cultivate their own enterprises' competitiveness.

The boss as a "home" is the leader of the company.

The boss's decision and instruction influence the overall development of the company.

In an enterprise, the supervisor looks at the supervisor at the grass-roots level, the vice president sees the boss, and the boss looks at it.

The boss set a broad vision for the world, such as: the industrial environment, trends, prospects, industrial economic policies, and the strategic level of capital, products, and markets to consider and weigh the development of the company.

Compared with the general managers, the position of the boss is high, and the problem of thinking is more comprehensive and high.

Some boring data and all kinds of information are gathered to the boss, and finally pformed into the boss's thoughts and visions. Like the conductor, he commanded dozens of musical instruments to play a pleasant melody.

I have been in touch with a boss in the middle and old age weekly for 02 years.

It's the boss. When he really contacted, he found that he and a part-time financial officer had a total of four or five people.

When I went out for dinner, I found that the number of them was small, but their hearts were very homogeneous. The reason for this was that the boss looked at the market with great potential and not yet really excavated.

The boss usually did not promise how big he would be in the future. Instead, he promised again and again that if everyone worked together to solve the housing problem of the unmarried family members and the married employees, the quality of life would be improved to a higher level.

This sentence does not seem to be as smooth as a heroic word, perhaps a little lacking in integrity. However, it is this simple promise that urges the staff to stay with him for three years.

Later, after many years, when the writer contacted the boss again because of a business relationship, he could hear from his words that their company's development was relatively smooth, and the circulation of newspapers was rising steadily.

Of course, he also took pride in the promise he made a few years ago.

I later came into contact with several small and medium-sized private enterprises boss.

Through their contact and communication, they think that although they are limited by the financial strength and competitive conditions, they are developing slowly. But what is valuable is that these bosses have strong foresight, and they can always find a breakthrough from the market gap.

In small enterprises, although the number of employees is not large, but it is not easy to manage, and a certain point is not good, it is very likely to disperse the cohesion and centripetal force of the company.

It is the boss's wisdom that really attracts employees to stay and work together with the boss.

This kind of wisdom has become the soul of the concept of enterprise development. It forms a powerful driving force, so that the bosses' employees can see a kind of vision and vision, and are willing to take a bet on their youth and fight for tomorrow.

In fact, many enterprises are short-lived, and the reasons for their closing down are largely due to the lack of a vision of the owners of the enterprises, which has led to great mistakes in the direction of the development of the company, and finally have to go away in vexing.

Two, affinity, nurture the vitality of employees in the development of enterprises. In modern society, people's life pressure and employment pressure are increasing day by day.

In many cases, employees need emotional understanding and comfort.

In many small and medium enterprises, the remuneration is less than that of the well-known enterprises. The benefits are far from being mentioned, and the working time is much more than the eight hour working system stipulated by the state.

In fact, for many employees, they do not care how much money they earn, but what they care about is the survival and development environment of enterprises.

If the boss of a business is a person who is domineering and lacks affinity, the employees of an enterprise must be better at work.

For a long time, instead of working hard and feeling unhappy, it is better to find another tree as early as possible. Why should we give it up?

It is worth mentioning that the owner of a private enterprise in Shaanxi who was contacted by me was a very friendly person.

The boss is a soldier and has many years of military life, forging a character of voice, openness and magnanimity.

In the past ten years, he has made the largest wine dealer in the northwest region in the past ten odd years, and has been the agent of more than ten food and beverage brands.

When I was in the service of a liquor enterprise, I had the opportunity to get in touch with the boss because of his business relationship.

After the first meeting, the short speech made me feel his forthright and friendly personality.

During a few days of contact, he found that the boss was "familiar with himself" in the company.

When you enter a company gate, you will meet a person who is familiar with or not. Smile first and greet the staff.

What's more interesting is that the boss has no boss's posture. He is like an ordinary employee in the company. He swung his hand to the cuff in the winter and threw his hands into the company.

Two times, I saw with my own eyes that when the boss saw his employees, he put his hand on each other's shoulders and was afraid. Meanwhile, he asked, "buddy, what has happened recently?

After receiving the reply, he did not forget to greet two sentences and turn around to leave.

To tell you the truth, this is the first time that the boss of a brother is the same as his brother.

Later, in contact with the boss's employees, he found that the salary of the boss's employees was not much higher than that of the same size enterprises, but everyone's wages were clear, such as basic wages, housing subsidies, meals and meals, subsidies for cooling, pportation, telephone subsidies and so on.

Moreover, most of the employees of the boss are old employees. It is normal to work for more than three or four years in his company.

When I asked why I did not change the topic of the environment, several old employees puzzled: "our boss is very kind, and is very comfortable with him."

From their short words, it is easy to see that they have taken a fancy to their boss.

When employees are willing to wait for an enterprise to work for their boss, the vitality of the enterprise is not only strong but also long.

Perhaps the boss's recognition of his employees is due to his nature or his boss's way of life. But one thing is certain that many companies need such an amiable boss.

Three, good deeds, set up a new benchmark for employees to learn in enterprises. I remember one thing in high school learning career is more impressive.

At that time, the teacher in charge of the graduating class was a teacher who had retired nearly a year ago but was returned to school by the school to continue teaching.

The old teacher was usually not good at words and upright in life style.

At that time, when the college entrance examination was sprint, students had to learn all day long, and naturally relaxed the hygiene management of the classroom.

This phenomenon has been seen by the teachers, but no one has mentioned it.

Once, when the old teacher came to the classroom to see the students studying in the morning, he found that the sanitation management in the classroom was very poor, and the floor was covered with bits of paper.

He did not immediately interrupt the students' study or inform the students that they should pay attention to cleaning, and did not criticize or criticize any duty group. Instead, they turned to the door of the classroom and picked up the broom and slowly cleared the corridor slowly.

On the second day, when the old teacher came round again, he found that the ground was much cleaner.

But it was found that there were some bits of paper scraps on the passage of the teacher. He did not sweep this time. Instead, he bent down to pick up bits of paper from the ground and put them in the garbage basket.

The students were surprised to see this situation, and the reading in the classroom gradually weakened.

After all these two things, the sanitation of the classroom was not spotless, but it was much cleaner. At least there was no scrap of paper in the passageway.

In fact, the same is true in the development of many enterprises.

Perhaps some systems are not sound enough, maybe there are not many companies, but bosses do not neglect management rules.

Nothing can be accomplished without norms and standards.

The development of enterprises needs to be strengthened by the system.

In the process of strengthening or implementing the system, it is a headache for many business owners and often comes across a problem.

What is the best way to solve it?

The author thinks that the boss should set an example by himself, start from himself, and set an example and example for your subordinates.

When you ask your staff to execute, they will serve as a reference and benchmark for them.

A boss of a food enterprise in Henan has repeatedly stressed at the meeting that as a food enterprise, the hygiene management and product quality must be strictly regulated, including the hygiene management of the staff canteen.

Later, when the boss visited a staff canteen, he found that there were many loopholes in the sanitation management of the staff canteen, so he went to the washing room and disinfection workshop for inspection. At that time, an operator was working. The boss pointed to the last working procedure carelessly, the pool of washing dishes and chopsticks. By the way, he asked, "is the water clean here?"

The operator said: clean.

After hearing nothing, the boss picked up a bowl and drank half a bowl.

The boss's abnormality was stunned by the attendant of the senior executives present.

Later, in the health evaluation, the hygiene management of the staff canteen of the company became a model for other departments to compete and learn.

It seems that although the boss himself did not start to operate it again, he used his actions to give his subordinates a vivid lesson.

Four, the concept of pposition, the boss may wish to stand in the staff point of view to think more about the success of some of the bosses, a great similarity is that they will stand at the angle of the staff to work for their employees, life and development.

In fact, for those bosses who are in the period of rapid development, they should know more about empathy and try their best to solve their worries and motivate their employees' confidence and initiative.

During the period of a holiday, the owner of a liquor company invited some family members to celebrate the marketing achievements of the past year during a holiday. After the event, the women's favorite necklaces and jewelry were presented to the invited family members in the name of the company and marketing personnel, in recognition of the support, understanding and encouragement that these families had always given behind their husbands.

As a boss of a food enterprise, before organizing the formulation and issuance of the second half salary reform system, he repeatedly found employees at different levels of business to communicate and communicate with each other for many times. He listened carefully to his subordinates' opinions and opinions, and finally listened to a wide range of opinions and gave them back to the human resources department for improvement and revision.

If a boss of a private enterprise has a detailed and accurate understanding of the living conditions of the marketing personnel, he will still find time to go to the office of the company to find out the work, study and living conditions of the marketing personnel.

Later, the boss explored the real ideological trend of the company's grass-roots managers, and changed the communication form of all the leaders at all levels, but instead adopted a one to one communication mode to communicate and communicate with each other.

It is not difficult to find a comparison between them. One is a high-profile, flashy and formalistic forum. One is to dispel worries and speak from home.

In pursuit of the same goal, there are two completely different effects on the employees' perceptions of employees.

Besides, from the space of employees' work, life and development, employees' self-interest is more or less the embodiment of Maslow's five levels of demand theory.

For grass-roots employees, the need for comfortable work