Self-examination On Four Kinds Of Laziness Manner

At the morning meeting of all cadres on September 25, 2021, Mr. Wang expounded that the self-examination on four kinds of laziness manner within the enterprise. Just do it without thinking, cut grass without uprooting, be afraid to take responsibility when things happen, only as “a microphone”.

Just do it without thinking

The first kind of laziness manner is just do it without thinking. In daily management, we find that some employees are busy and work overtime every day, but the core problems have not been solved, the indicators can’t be achieved, and the performance can’t be improved. Why do these people work hard every day, but their work can't produce results? The reason, I think, is that they have lazy behavior in their thoughts, are used to doing things without thinking, and are passive and mechanical in carrying out things within their responsibilities or assigned by their superiors. In other words, they lack systematic problem-solving thinking and do not carry out with goals. In his subconscious mind, he will do whatever the organization or boss asks him to do. As for why to do it, how to do it, and to what extent, there is no intention to think about it. If an employee has just do it without thinking, when he encounters a problem, he is not looking for ways to solve the problem or seeking resource help from his boss, but is used to waiting passively, waiting for the arrangement of his boss and waiting for someone else to give a prescription. This kind of just do it without thinking implementation is difficult to change the things ordered by the boss from 1 to 2 and to 3. In turn, it is possible to change the things ordered by the boss from 1 to 0.8 or 0.5 or even lower. Laziness in thought is sometimes easier to confuse others than laziness in action. We can see the laziness in action, which can be checked and corrected, while the laziness in thought is in the bone, which has a certain degree of concealment and deception. The final result is to make the whole team dull, or evolve into formalism that only focuses on the process and is not responsible for the result.

Cut grass without uprooting

The second kind of laziness manner is cut grass without uprooting. Since the system set up the early warning, we have received five level early warning for repeated quality abnormalities almost every day. Recently, a customer complained that there were 19 orders with delayed , of which nearly 50% were delayed due to desoldering and reworking. The customer's glasses frame has made nearly 300000 pairs since the beginning of ordering. Why does the problem of desoldering occur repeatedly? This shows that our team does not find the root cause of problems, but is used to solving the immediate problems. In terms of organizational structure, the company has set up quality assurance, engineering, planning department and other departments focusing on improvement, and also allocated PE, CQE, MPS and other positions engaged in improvement. If these personnel engaged in improving their posts do not recognize their roles, fail to fulfill their responsibilities and obligations, and cut grass without uprooting  in dealing with problems, then the problem will be “Not even a prairie fire can destroy the grass, it grows again when the spring breeze blows”. In order to eliminate the lazy behavior of cutting grass without removing roots, the company clearly requires that the problem should be solved in accordance with the principle of “three not let go” of exception handling, that is, if the cause of the accident is unclear, it should not be let go. The person responsible for the accident and the group have not been educated, it should not be let go. If practical preventive measures and treatment results are not taken, it should not be let go .

Be afraid to take responsibility when things happen

The third kind of laziness manner is afraid to take responsibility when things happen. Be afraid to take responsibility when things happen is mainly reflected in the following two aspects: Firstly, managers are used to looking for other people's problems first rather than their own problems; used to talking about a lot of other people's problems, never talking about their own problems. Secondly, delay in making a decision. For example, recently, the grass-roots cadres of the quality control department reported that some middle and senior managers are used to oral explanation when dealing with problems. When dealing with some quality abnormalities, they dare not sign the special purchase order, resulting in the delay of exception handling. They are not forced to solve them under the pressure of the upper level until the customer complains. If the manager is afraid of taking responsibility, he will throw the burden on his boss, resulting in a lot of pressure on the shoulders of the top management, making the top management of the company become the fire captain, and there are endless abnormalities every day. In order to solve the problem quickly, the responsibility ends here. At the regular manager meeting on September 20, 2021, the company clearly required: 1. As long as the materials are delivered to the workshop, the production manager is the first responsible person, and the responsibility should end here. 2. The production manager is required to lead the handling of abnormalities, mantissa and replenishment, and complete the daily work on time. 3. The production manager is required to guide the work of production controllers and QA, and supervise them to finish the work on time every day.

Only as “a microphone”

The fourth kind of laziness manner is only as “a microphone”. It is mainly reflected in the following aspects: 1. When communicating with customers, the internal information of the enterprise is not filtered, and the consequences of transmitting some information to customers are not considered. The information fed back by customers is not sorted out and directly transmitted to relevant departments. 2. Don't have a deep understanding of the company's policies, processes and systems, didn't interpret them in the language understood by subordinates or employees, and didn't take into account the differences in everyone's understanding ability. Just read them to employees and thought it's good. 3. As a planner, doesn't go deep into the reality and is too idealistic about the process he plans. He always thinks that the employees will implement the process after the process is set up. As for whether the process is convenient for employees to operate, he doesn't verify it personally, and whether the employees implement it in place, he doesn't go deep into the field to understand and supervise. 4. Don't understand the boss's instructions, repeat them to the subordinates according to the original words, regardless of the scene and object, and even add a sentence after the repetition is the requirement of so and so leader. Keep yourself out and be a good man. 5. If something goes wrong, some people used to giving orders by telephone or e-mail. Whether this thing should be done or not, and whether subordinates will do it, it will make subordinates miserable and can't focus on their main work. As a manager, should not only be a microphone. First of all, should understand the meaning, root causes and instructions of the customer, the company and the superior, so as to speak to the employees in simple terms, guide the employees to do the right thing in the right way and play a connecting role.

Just do it without thinking is laziness in thought and bones. It has a certain degree of concealment and deception. It will eventually evolve into formalism that only focuses on the process and is not responsible for the result. Don't find the cause of the problem from the source and deal with the problem without eradicating the root when encountering problems, the problem will never be completely solved. Be afraid to take responsibility when things happen, shift the responsibility to others, and throw the pressure on boss, that is the slackness of work. For the customer's information, the company's requirements and the superior's instructions, the manager should understand its meaning, understand its root causes and understand it thoroughly, so as to speak to the employees in simple terms, guide the employees to do the right thing in the right way, and play the role of bridge and link.