What is Cheng Penghui’s efficiency solution for large companies?

Ximing began to look at it seriously.

First of all, he emphasized the solution in the solution - specific solutions to specific things.

For example, if there are too many problems in the process, then reduce the process.

The department is too complicated and the information circulation is slow. Because various approvals and promotion are difficult, then streamline the department and various approvals. The information transmission is distorted. The recipient may have various loopholes, and the powers and responsibilities are very scattered, resulting in no one being responsible. These are all problems caused by division of labor and cooperation and misalignment of echelon management.

He also wrote specifically in the solution.

For large companies, individuals have no value. Only overall efficiency can be meaningful. Overall efficiency means that the collaboration process, standardization, information communication, corporate culture, etc. are more important than implementing the matter at hand.

But this will become conservative. They just feel that as long as they follow the process, they can miraculously continue to succeed. So they began to implement strict process systems, and soon employees regard observing the process and discipline as their work.

This is the main problem that Yunmanman needs to solve the efficiency breakthrough at present.

This is really a sharp feeling.

It seemed like something hit Ximing's heart directly.

so.

Ximing looked at the solution and fell into deep thought again.

Because the other party's report touched him.

Now Yunmanman Company has developed across the country and is considered a large company.

For managers, running a company is like a group of people building a building together. Each employee’s job is to add a brick to the building. If you do something wrong, you will draw a few bricks from the building immediately.

Large companies are those buildings that have been built very high. To this day, Yunmanman Company no longer focuses on expanding very small markets, but no longer focuses on how many bricks can be added, but is more afraid of being pulled out a few bricks, because according to the current situation of Yunmanman Company, even if it does not add bricks, it is still a very tall building. If bricks are pulled out from the bottom, it will be amazing. The more bricks the building draws away, the more likely it will collapse.

Therefore, the strategy of a large company is to strictly guard against all possible mistakes, and would rather not do anything than do something wrong.

This strategy will inevitably lead to efficiency. What a person can do must be divided into three people to prevent one person from making mistakes, and what he can do in a day will be delayed for more than a week, and more time will be required to repeatedly review and prevent mistakes. What a team can do must be done at the same time, because there are reserve plans when a team makes mistakes.

Moreover, Dong Mingzhu now manages Yunmanman Company by sacrificing efficiency to exchange for safety and stability.

And why did she do this?

Because a company was hailed as the stage of striving for the country at the beginning, the goal of the company at that stage was efficiency, quickly opening up the situation, conquering the city, and seizing the market. There was no need to consider the background of employees, the education of employees, and considering how to solve the problem in detail. There was nothing to discuss each plan, because everything was based on efficiency. At that time, the company had only efficiency and only by maintaining high efficiency could it be possible to survive first.

This is to conquer the world. In the process of life and death, you need to quickly expand your territory to the outside world. If your internal efficiency is not high, you will be killed by your competitors.

Now the scale and strength of Yunmanman Logistics Technology Company can definitely be merged into the stage of being in power. The company has begun to be insensitive to efficiency and has begun to design some stable experience norms and design a series of institutional systems to consolidate its current status.

Therefore, Ximing thinks that Dong Mingzhu's strategy of using this sacrifice efficiency method to exchange for stability and stability is also right, and even an inevitable choice. The problem is that it is to sacrifice how much efficiency it needs to be exchanged for safety and stability. The so-called failure of large companies is sacrificed for efficiency, and then the company's safety and stability still does not receive much. This is a big mistake in business management.

...

The correct understanding of Yunmanman Company is that the company is slow and the internal efficiency of the company is low. As Cheng Penghui said, the core lies in the unclear responsibilities and powers and conflicts between responsibilities and powers.

Cheng Penghui also emphasized one thing in particular, emphasizing the management of a large company. An incompetent management may have three ways out. One is to apply for resignation and give the position to capable people, the second is to let a capable person assist him in his work, and the third is to hire two people with lower levels than himself to be assistants. The first path is that he will never be able to take, because he will lose a lot of rights and the second path cannot be taken, because that capable person will become his opponent, so there is only the third path to go. So two mediocre assistants share his work and reduce his burden.

As a result, the organization becomes more and more bloated and the efficiency becomes less and less.

...

...

...

Cheng Penghui solved the problem of ability and found out the solution. It was very good, really good.

However, he also gave Xi Ming an unexpected surprise, that is, he finally wrote several feasibility predictions about the plan, which is really very high, especially the proposed solution to the operational part, which is extremely operational.

Xi Ming wanted to copy Cheng Penghui's suggestion immediately. Although that person spoke a little flattering in the workplace and was just a flatterer, his talent was really good.

With this guy's ability, although he looks a bit too flattering, he is very talented. Gao Ximing felt that he didn't follow the character of a flatterer, so he actually gave 18 points because the full score was 20 points. As for the reason why he didn't give full score, he should not make him proud. Although he was actually very proud in his heart, he said a lot of self-humility, which was just in line with the words of excessive self-humility. In fact, he was saying everything was done by the leader, but he was saying in his heart that he did it.

No matter what, Xi Ming ended up giving the other party a very high score!

He had to give high scores. In the plan, he had already mentioned the management level insincerely. The management would find people with poor abilities to be subordinates, because he did not worry about subordinates surpassing him, which would lead to bloated organizational and inefficient efficiency. If he did not affirm his abilities, wouldn’t this point to say that his abilities were not as good as his supervisor!

This cliff cannot be tolerated, he must be given a high score!

This flatterer is really sharp if he doesn't flatter.

Now he picked up Jin Hai whom he had hoped for before. Can the assessment report he sent satisfy himself? If he is not satisfied, he will lose to the flatterer...
Chapter completed!