1. What is the focus of the work?

The first question you have to ask yourself is what is the current focus of the work of my department?

Drucker said that management should do "first things management". As a manager, you must understand that the cost of your time is a multiple of the time cost of employees. An employee's time is wasted, only one person is wasted.

But if you are a department manager and your time is not focused, you may waste the efficiency of the entire team. Therefore, as a department manager, you must have a clear goal orientation.

Then we need to ask ourselves a very important question, what is our goal at this stage? What are the core priorities?

Please remember to only focus on solving one problem at a stage. Instead of trying to solve many problems at the same time!

Especially as the president of a company or a company executive, you must remember that this principle is the principle of first things first and focus. Once you focus, you must break through and solve the problem in this stage. Only in this way can it be effective.

2. Does the team have clear goals?

The second question is that you have to ask whether your team has clear goals.

Do your employees have clear goals? If you can't make your employees clear about the organization's goals and their personal goals, you will find that your employees' effectiveness will be greatly reduced. You often have to ask your team what is the ultimate goal? What is the focus of your work?

Let employees also enter a state of putting first things first and having clear goals.

3. Are employees clear about their responsibilities?

Next, let’s ask the third question: Are your employees very clear about their responsibilities?

Future management will not be through assessment, but through incentives. The premise of motivation is to enable employees to clearly understand their responsibilities. Jack Ma said that the future management is the management of empowerment, and the so-called empowerment is to give capabilities! Give functions! Give a mission! Give him management responsibility!

Let employees know clearly what my position is in a week and a month, and which modules I focus on. I am very clear. Instead of just saying that you have arranged a few things, just do a few things. After these things are done, there are still things that need to be completed in your professional scope. You need to make it clear to him that these tasks cannot be left behind!

Of course, you must first understand focus! Focus on solving one problem for a period of time, and your employees should focus on solving one thing for a period of time. The premise is whether he knows his responsibilities.

4. Do employees have mature skills?

The fourth question you have to ask is: your team and your employees, do they have mature skills?

If they are not mature enough or skilled enough, you must provide appropriate help and training. So as a manager you often have to ask whether your employees are skilled at this level. It is recommended that when your employees are not mature enough, as a manager you also often hold professional seminars and professional sharing sessions.

In this way, employees can copy their knowledge through seminars and learning sharing on these professional platforms and become the dissemination of knowledge!

This will greatly help employees grow up quickly.

5. Who inspired you? Who was praised?

The fifth question you have to ask is: Who did you inspire during the week? Who was praised?

As a manager, after a week, you don’t know who is doing the best? Who did it poorly? Then you have lost the meaning of your management!

Because management is about motivation, and management is about making good people better. So as a manager, you must be good at motivating employees to see who does better in a week! Who does it the best? To achieve the best results, then you should reward him with corresponding brand points for his cultural contribution!

This is what a manager often asks my team to do best.

6. Are you satisfied with the results of your work?

The sixth question is: How satisfied are you with the results of my team's work, including your own, after this week?

Are you satisfied with the work results of each employee on your team, and are you satisfied with your own work results? This very important reflection mechanism helps you evaluate the performance of your team's work and the results of your own work in a timely manner, and ask yourself where else you can improve? Only with this assessment can we know how to do better next step.

The highest state of management is to enter into never-ending improvement. This is Japan's Toyota, which has insisted on lean improvement for more than 60 years. They have a very important saying: The present is always the worst, and we must challenge higher goals in the future.

What problems do they always have to find when doing lean management? Is there anything we can do better in the future?

How to do better, it is very important for you to reflect and summarize once a week! And this reflection summary is to mobilize your employees to discuss what we can do better!

By controlling this node, you will find out over and over again. The work your team manages becomes more and more efficient.

Introduction to the expert speaker Wang Guozhong

Welcome to leave a message at the end of the article to inquire about the business management problems you encounter.