​Keep a close eye on the target and achieve the mission

On November 2, 2020, at the weekly meeting of managers, Mr. Wang Fenghua, CEO, inspected the data analysis and target achievement of laser welding in terms of cost. What is the cost of soldering in the 42nd, 43rd and 44th week of 2020? He doesn’t know. Is the single pair cost of soldering increasing or decreasing in recent months? He shook his head. What is the lowest cost of soldering single pair? How much is the budget of soldering single pair cost? He still doesn't know. The manager of metal soldering department is not clear about the target, which should not be a case among the management cadres. It can be seen from this case that our management cadres do not pay attention to data analysis and target achievement. Therefore, Mr. Wang Fenghua, the CEO, emphasized that the management cadres should pay close attention to the goal and achieve the mission.

First, Focus on data analysis and target

What is the goal? Objective refers to the expected results that the organization will achieve in a certain period of time according to the requirements of the organization. Clear goals work in three ways. 1、 The goal is the beacon of action. The establishment of objectives provides the direction for management to coordinate collective action, which helps to guide the organization members to form a unified action. In management, some people compare the goal to "Big Dipper". 2、 Goals are the source of motivation. Only after the employees have clear action objectives can they mobilize their potential motivation and try their best to create the best performance. Only when the employees achieve their goals will they have a sense of achievement. 3、 Goals play a cohesive role. When the organizational goals are in harmony with the employees' personal goals, it is just like the book "the fifth cultivation" that "it can stimulate the commitment of the members of the organization, bring passion, energy and excitement, and be responsible for the rules and results". From the weekly manager meeting and monthly operation analysis meeting, we can see that the management cadres of the company pay little attention to the objectives, which are mainly reflected in the following two aspects. First, the person in charge of the Department concerned does not pay attention to the output, cost, delivery date, quality and other data in the report, and can not compare the actual results with the target, and can not find problems and self reflection from the data. Secondly, the party making the report was not clear about the contents of his report and the information conveyed to the participants was not clear. They did not clearly point out the problems, improvement direction and specific suggestions to the parties. The reports of the weekly meetings and operation analysis meetings of many middle and high-level cadres are made by the subordinates, or the PPT of the subordinates is copied and pieced together. Because he didn't pay attention to the report, he didn't analyze it carefully, so when he gave the report, he was like an actor reading a script. It also leads to his content out of the theme, lack of logic, no primary and secondary, making people feel drowsy. If both the speaker and the listener do not care about the data, do not understand the story behind the data, and do not pay attention to the goal, then the team he leads will lose the direction of work and the motivation for improvement. A qualified management cadre should pay attention to the achievement of KPI at any time and anywhere, and collect relevant information about these key indicators at all times. During the meeting, some data, problems and requirements related to the Department should be recorded in the book. After the meeting, the information should be sorted out, and the "department managers should conduct benchmarking, find gaps, analyze reasons and formulate improvement measures around key indicators every week, and explain them at the weekly meeting of the Department." It is not like individual management cadres that the record book before the meeting is a piece of white paper, and the record book after the meeting is still a blank paper.

Second, to achieve the goal, the mission must be achieved

Since 2008, the company has held a strategy meeting every year. Determine the future work direction, strategic projects, budget and work plan for the coming year at the strategy meeting. However, from the actual results, there are always some indicators of the annual budget that fail to achieve the expected results. Some time ago, I also heard some employees reflect that our recruitment staff arrived at the appointed time and drove to the recruitment site or the labor market for a visit, and returned to the company with nothing more than 4 p.m. A few days ago, when the metal soldering department was out of the drum, it was found that there were black spots on the foot wires of 1000 or 2000 semi-finished products, which could not be turned into sequence. The workshop management and production manager do not report to the superior, do not seek resource solution, and leave work when the target output of the day is not achieved. From these examples, we can see that part of the management cadres have a weak sense of goal and have no mission spirit. In terms of strengthening the achievement of objectives, we should start from the following three points. One is to decompose the target level by level to the grass-roots level. Most of the time, our senior cadres work hard every day to ensure that the goals are achieved. But if the middle and grass-roots management does not have the goal consciousness and does not make efforts to achieve the goal, then the enterprise's overall goal is very difficult to achieve. Therefore, we should decompose the company's objectives into departments, departments, groups and individuals. Let departments, teams and individuals be goal oriented and clear about their specific tasks. As a manager, the upper level should pay close attention to the achievement of the next level's objectives, the upper level should guide and assist the lower level to complete the task, and the upper level should timely correct and supervise the implementation process of the next level. Only when every employee completes his / her personal goals, can the goals of each level be achieved. The second is to ensure that the working days are clear and finished every day. The company requires "to complete the work task and achieve the goal as the basis for off-duty, not to whether the off-duty time is the basis." Before off duty, each employee should review his / her work completion and report on OA. Middle and high-level cadres should also check and review the work reports of their subordinates. The purpose of filing work is to ensure that everyone's work can be done day by day, even at the end of each day. Third, the mission must be achieved. It is inevitable to encounter difficulties like this or that in their work. Every management cadre should have the spirit of overcoming difficulties. If there are resources, we should make full use of them; if there are no conditions, we should create conditions to complete tasks and achieve goals. If the work is like the attitude and manner of recruiting staff, focusing only on the process and not producing results, it is like walking through the motions, engaging in forms and acting.

Goal is the beacon of action, which can stimulate the potential of employees and enhance the cohesion of the team. Whether it's strategic projects, annual budgets, or daily work, we should keep an eye on the objectives, be result oriented, and ensure that the implementation process is closely around the objectives. We cannot be giants of planning and dwarfs of action, but we should be the painstaking pursuers of goals. When encountering difficulties, we should have the spirit of overcoming difficulties, learn to integrate resources to complete tasks, and truly achieve the mission.