governance

The easiest way to consider employee morale is to make it a component of employee engagement

The vast majority of conflicts and contradictions in enterprises are caused by unclear responsibilities, poor processes and confusing systems.

All leaders fail sometimes. If they fail, they will often blame those boring reasons, such as strategic mistakes, inadequate marketing, threats from competition and technical mistakes. However, these are just the surface of the problem. All leaders have made the same fundamental mistake: succumbing to some temptation, thereby unnecessarily complicating the situation; Too much attention to certain details has damaged personal leadership.

There must be a reason for the poor execution of employees

Take a look at the following classic stories and you might get a glimpse of another dimension of management

You have a great destiny, and you have the right to create miracles. Don't be content with small things. You can have the whole, so don't be satisfied with small things, such as a certificate, a medal or a degree. Never be satisfied with the status quo. The farther you go, the more you will see!

Set up tailored team rules in a practical way, rather than copying what others have done.

Dutiful leaders attach great importance to the wealth they leave behind, and they spend a long time pondering: what impression will they leave, what will they inherit, and what ideas will people remember? These questions are really puzzling, so it is the most attractive choice for others to sing praises behind them.

A generous cash compensation plan with equity that increases with years of service is at best a disincentive to leave, and at worst a shackle

Managers have a common misconception that management is to manage subordinates, and managers are people with subordinates.