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style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>\u95ee\u9898\u56db\uff1a\u4f01\u4e1a\u6587\u5316\u662f\u4ec0\u4e48\uff1f\u4f01\u4e1a\u6587\u5316\u5e76\u975e\u7a7a\u6d1e\u7684\u53e3\u53f7\u6216\u6807\u8bed\uff0c\u4e5f\u4e0d\u662f\u534e\u800c\u4e0d\u5b9e\u7684\u6982\u5ff5\u3002<strong>\u4f01\u4e1a\u6587\u5316\u7684\u6838\u5fc3\u5185\u5bb9\u662f\u7ec4\u7ec7\u6301\u7eed\u6210\u529f\u7684\u6838\u5fc3\u903b\u8f91\u548c\u57fa\u672c\u539f\u5219\u3002<\/strong>\u5b83\u4eec\u8d2f\u7a7f\u4e8e\u6211\u4eec\u7684\u7ba1\u7406\u3001\u7ecf\u8425\u548c\u884c\u52a8\u4e2d\uff0c\u6307\u5f15\u7740\u6211\u4eec\u8d70\u5411\u6210\u529f\u3002<\/p>\n\n\n\n<h3 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style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2.\u6848\u4f8b\uff1a\u534e\u4e3a\u7684\u4e1a\u7ee9\u8003\u6838<\/h3>\n\n\n\n<p>\u5728\u67d0\u4e00\u5e74\uff0c\u534e\u4e3a\u67d0\u56fd\u4ee3\u8868\u5904\u7684\u5e74\u5ea6\u4e1a\u7ee9\u83b7\u5f97\u4e86\u524d5\u540d\u7684\u4f73\u7ee9\uff0c\u540c\u6bd4\u589e\u957f\u9ad8\u8fbe80\uff05\uff0c\u8fd9\u4efd\u6210\u7ee9\u5355\u786e\u5b9e10\u5206\u51fa\u8272\u3002<\/p>\n\n\n\n<p>\u7136\u800c\u4ee4\u4eba\u5927\u8dcc\u773c\u955c\u7684\u662f\uff0c\u8be5\u90e8\u95e8\u7684\u7ee9\u6548\u8003\u6838\u7ed3\u679c\u4ec5\u4e3aC\uff0c\u672a\u8fbe\u6807\uff0c\u6709\u5f85\u63d0\u5347\u3002\u8fd9\u6837\u4e00\u4e2a\u8bc4\u4ef7\u5bf9\u4e8e\u4e1a\u7ee9\u5982\u6b64\u51fa\u8272\u7684\u90e8\u95e8\u6765\u8bf4\uff0c\u65e0\u7591\u662f\u4ee4\u4eba\u8d39\u89e3\u7684\u7ed3\u679c\u3002<\/p>\n\n\n\n<p>\u4ed4\u7ec6\u89c2\u5bdf\u540e\uff0c\u6211\u4eec\u53d1\u73b0\uff0c\u4e0e\u540c\u671f\u7231\u7acb\u4fe1\u5728\u8be5\u5730\u533a\u7684\u589e\u957f\u7387\u76f8\u6bd4\uff0c\u534e\u4e3a\u7684\u8868\u73b0\u5b9e\u9645\u4e0a\u5e76\u4e0d\u51fa\u8272\u3002\u7231\u7acb\u4fe1\u5728\u8be5\u5730\u533a\u7684\u589e\u957f\u7387\u9ad8\u8fbe200\uff05\uff0c\u76f8\u8f83\u4e4b\u4e0b\uff0c\u534e\u4e3a\u768480\uff05\u663e\u5f97\u900a\u8272\u3002<\/p>\n\n\n\n<p>\u534e\u4e3a\u613f\u666f\u4ee5\u6253\u9020\u4e16\u754c\u7ea7\u9886\u5148\u4f01\u4e1a\uff0c\u8fd9\u4e00\u76ee\u6807\u5728\u534e\u4e3a\u57fa\u672c\u6cd5\u7684\u9996\u53e5\u4fbf\u5f97\u4ee5\u660e\u786e\u3002\u534e\u4e3a\u7acb\u5fd7\u6210\u4e3a\u4e16\u754c\u7b2c\u4e00\uff0c\u56e0\u6b64\u81ea\u7136\u8981\u4ee5\u4e16\u754c\u7b2c\u4e00\u7684\u6807\u51c6\u6765\u8861\u91cf\u81ea\u8eab\u3002<\/p>\n\n\n\n<p>\u4ed6\u7684\u4f01\u4e1a\u6587\u5316\u5021\u5bfc\u4e0d\u4ec5\u5173\u6ce8\u4e1a\u7ee9\u7684\u589e\u957f\uff0c\u66f4\u770b\u91cd\u4e0e\u7ade\u4e89\u5bf9\u624b\u7684\u5dee\u8ddd\u548c\u672a\u6765\u7684\u53d1\u5c55\u6f5c\u529b\u3002<\/p>\n\n\n\n<h3 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style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO 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style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO 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style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h2 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style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h3 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style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>\u56e0\u6b64\uff0c\u7ee9\u6548\u7ba1\u7406\u505a\u5f97\u4e0d\u597d\u5e76\u975e\u5355\u4e00\u539f\u56e0\uff0c\u800c\u662f\u4e0e\u591a\u4e2a\u56e0\u7d20\u76f8\u5173\uff0c\u5305\u62ec\u76ee\u6807\u7ba1\u7406\u548c\u7ecf\u7406\u4eba\u5458\u80fd\u529b\u3002<\/p>\n\n\n\n<p>\u5982\u679c\u7f3a\u4e4f\u6253\u80dc\u4ed7\u7684\u80fd\u529b\uff0c\u5c31\u9700\u8981\u5728\u5176\u4ed6\u65b9\u9762\u5bfb\u6c42\u914d\u5408\uff0c\u4ee5\u5b9e\u73b0\u7ee9\u6548\u7ba1\u7406\u7684\u4f18\u5316\u3002<\/p>\n\n\n\n<h3 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style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<figure class=\"wp-block-image aligncenter size-large\"><img decoding=\"async\" src=\"http:\/\/cxounion.cn\/wp-content\/uploads\/2023\/06\/CXOUNION\u65b0\u4e8c\u7ef4\u7801.png\" alt=\"\"\/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">\u7ffb\u8bd1\uff1a<\/h2>\n\n\n\n<h2 class=\"wp-block-heading has-medium-font-size\">Do management must understand these 3 words! Complicated things become simple<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">1. What is organizational ability?<\/h3>\n\n\n\n<h4 class=\"wp-block-heading\">The development law of enterprises: the pursuit of industrial competitiveness<\/h4>\n\n\n\n<p>Organizational ability is the comprehensive ability required by enterprises to achieve strategic goals, improve performance and competitiveness.<\/p>\n\n\n\n<p>In the process of pursuing enterprise success, it is necessary to have the ability to pursue excellence, look for growth opportunities, and formulate the right product strategy. The essence of this pursuit is usually reflected in the industrial competitiveness of the enterprise.<\/p>\n\n\n\n<p>When discussing industrial competitiveness, we need to focus on two key areas: First, industry position, including market position, scale, and profitability.<\/p>\n\n\n\n<p>Secondly, core competitiveness is also an important part of industrial competitiveness, including brand, technology, system and resources 4 aspects.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>First, on the technical side. Some people have suggested that a super first-class enterprise is to set standards, but only by publishing standards can become a super first-class enterprise, the answer is obvious.<\/p>\n\n\n\n<p>In fact, if you look at the really great companies, like Intel, Qualcomm, Microsoft, etc., what are the standards they have? Intellectual property and the underlying technology are key to their success.<\/p>\n\n\n\n<p>Second, brand is an important part of core competitiveness. Once a brand is established in the minds of customers, replacing it will be difficult. Technology can form high barriers, while brands can form insurmountable barriers in the minds of customers.<\/p>\n\n\n\n<p>Third, the system is also an indispensable part of the core competitiveness. For example, for chain enterprises, operation system, store development system and store manager training system are key factors for success.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>Fourth, resources are also a manifestation of core competitiveness. This includes having exclusive qualifications or resources that create barriers to competition.<\/p>\n\n\n\n<p>In short, the promotion of industrial competitiveness needs to pay attention to these four aspects.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Build organizational strength to support industrial competitiveness<\/h4>\n\n\n\n<p>Organizational ability is the key for enterprises to achieve sustainable development and enhance industrial competitiveness.<\/p>\n\n\n\n<p>Only when the organization ability reaches a certain level, the enterprise can have a strong support force and form its own industrial competitiveness. The connotation of organizational ability includes four aspects: talent echelon, management mechanism, organizational system and corporate culture.<\/p>\n\n\n\n<p>First of all, the talent echelon is the cornerstone of organizational capability. Enterprises need to have a high-quality, experienced and potential talent team in order to achieve the effective operation of various businesses.<\/p>\n\n\n\n<p>Secondly, management mechanism is an important guarantee of organizational capacity. By establishing a scientific and reasonable management mechanism, enterprises can mobilize the enthusiasm and creativity of employees and promote the continuous innovation and development of enterprises.<\/p>\n\n\n\n<p>Thirdly, organizational system is an important part of organizational ability. It includes many aspects such as structure, process, system standard, methodology and knowledge precipitation. By optimizing organizational systems, enterprises can improve work efficiency and execution, and better achieve strategic goals.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>Fourth, finally, corporate culture is the spiritual pillar of organizational ability. Corporate culture reflects the value orientation and orientation of the enterprise, and can motivate employees to work hard for the development of the enterprise.<\/p>\n\n\n\n<p>Therefore, enterprises should pay attention to the construction of organizational capacity, and constantly optimize and improve various elements in order to improve their competitiveness and development potential.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Three major ideas of organizational capacity building<\/h4>\n\n\n\n<p>We often say: Why does management sound easy to understand, but the practice is difficult? There are three questions.<\/p>\n\n\n\n<p>First, essential thinking is crucial. In business management, a deep understanding of the essence behind management tools, tools and methods is essential.<\/p>\n\n\n\n<p>Although this issue may seem simple, it deserves attention. A lack of in-depth understanding of the essence behind many management methods can lead to mismanagement and thus become a potential problem.<\/p>\n\n\n\n<p>Therefore, we need to strengthen the understanding of the nature of management methods to ensure the correctness and effectiveness of management work.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>Second, oriented thinking. Although we have a lot of management expertise, a lot of training options, and a lot of knowledge resources on the Web, do we have a clear vision of what each program should accomplish in our pursuit of specialization? This is the second question we need to think about.<\/p>\n\n\n\n<p>Third, systems thinking. To be effective, management measures need to focus not only on the performance of individual points, but also on the coordination of the whole system. Just like a machine, the parts need to work together to be effective.<\/p>\n\n\n\n<p>Therefore, in order to do a good job in organizational capacity building, we must clarify three core thinking: essential thinking, guiding thinking and systematic thinking.<\/p>\n\n\n\n<p>Next, I will discuss with you how to correctly understand and apply these three ideas based on actual cases.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2. Essential thinking: Culture is about doing the right thing<\/h3>\n\n\n\n<p>In order to effectively promote the construction of corporate culture, we must first get rid of its mysterious color and deeply understand the essence of corporate culture. How to correctly understand the nature of corporate culture? This can be explained by the following four questions:<\/p>\n\n\n\n<p>Question 1: Does corporate culture work? Corporate culture, as the soul and cornerstone of an enterprise, plays a vital role in the long-term development and competitiveness of an enterprise.<\/p>\n\n\n\n<p>Question 2: How does corporate culture play a role? In fact, the role of corporate culture is not only the result, but also the process. Corporate culture guides and regulates the behavior of employees through clear values, beliefs and codes of conduct to achieve the goals and vision of the company.<\/p>\n\n\n\n<p>Question 3: Why choose to use? We always adhere to the right principles of doing things because we believe that by acting on these principles, the organization will be able to achieve sustained success.<\/p>\n\n\n\n<p>Q4: What is the corporate culture? Corporate culture is not an empty slogan or slogan, nor is it a flashy concept. The core content of corporate culture is the core logic and basic principles of the continuous success of the organization. They run through our management, operations and actions, and guide us to success.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Case: Kazuo Inamori saves JAL<\/h4>\n\n\n\n<p>In his 70s, Mr Inamori managed to save JAL by tying its corporate culture closely to his own philosophy.<\/p>\n\n\n\n<p>Within half a year, he had made this huge enterprise profitable.<\/p>\n\n\n\n<p>For example, in order for JAL cadres to better understand and accept their business philosophy, they arranged to participate in the rotation training of Seiwa Juku and receive their business philosophy and five intensive education to ensure that everyone can deeply understand and agree with these ideas.<\/p>\n\n\n\n<p>In meetings, if someone passes the buck, Inamori teaches them his business philosophy. He often cites the concept of courage in action, stressing that employees should not shirk responsibility or make excuses, but rather take responsibility and actively seek solutions to problems.<\/p>\n\n\n\n<p>He advocates getting down to the ground, getting into front-line research and problem solving, citing the concepts of cost minimization and revenue maximization as guiding principles.<\/p>\n\n\n\n<p>These examples fully demonstrate Inamori&#8217;s successful turnaround of JAL, primarily through his business philosophy to change and shape people.<\/p>\n\n\n\n<p>These ideas and principles are incorporated into the corporate culture and drive transformation throughout the organization. Therefore, the real value of corporate culture lies in guiding and shaping employees&#8217; behavior patterns and values to achieve corporate goals.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Case: Huawei&#8217;s performance appraisal<\/h4>\n\n\n\n<p>In one year, the annual performance of Huawei representative office in a country was ranked among the top 5, with a year-on-year growth of up to 80%, and this report card is indeed 10 excellent points.<\/p>\n\n\n\n<p>However, to people&#8217;s surprise, the performance appraisal result of this department is only C, which is not up to standard and needs to be improved. Such an assessment is a puzzling result for a department that has done so well.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>On closer inspection, we found that Huawei&#8217;s performance was actually not outstanding compared to Ericsson&#8217;s growth rate in the region over the same period. Ericsson&#8217;s growth rate in the region is as high as 200%, compared with Huawei&#8217;s 80%.<\/p>\n\n\n\n<p>Huawei&#8217;s vision is to build a world-class leading enterprise, and this goal is clear in the first sentence of Huawei&#8217;s Basic Law. Huawei aspires to be number one in the world, so it is natural to measure itself by the standards of world number one.<\/p>\n\n\n\n<p>His corporate culture advocates not only focusing on the growth of performance, but also focusing on the gap with competitors and future development potential.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Case: a world-class construction machinery enterprise<\/h4>\n\n\n\n<p>I built a culture for an engineering company whose vision was to be a world-class provider of construction machinery products and services.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>In promoting the vision, a mid-level executive said: These things do not need to be explained to us in detail, the vision has nothing to do with the chairman and president.<\/p>\n\n\n\n<p>I immediately responded: not only related to you, but also related to the aunt in charge of cleaning. Because our hygiene standards have been raised, not only to have no smell, but also to have an aroma.<\/p>\n\n\n\n<p>So I asked him: Who is your target company? He answered without hesitation: Xugong. I told him: If it is Xugong, it is wrong. We should change world class to China leading.<\/p>\n\n\n\n<p>I asked again: If you have to compare yourself with world-class companies, who do you think is truly world-class? Is it Komatsu of Japan, Caterpillar of the US or Daewoo of South Korea? His answer: Caterpillar of the United States and Komatsu of Japan.<\/p>\n\n\n\n<p>Next, I would like to ask him: Compared to Caterpillar and Komatsu, how is our level of technology, quality standards, quality level, scale and profitability? This series of questions made him realize that the corporate vision is not far-fetched, but relevant to everyone&#8217;s work.<\/p>\n\n\n\n<p>If we want to win world-class competition, we must first surpass our competitors in service innovation, even if the technology is temporarily backward, we must also deeply understand the customer and provide better service. As we said at the time: Service innovation is better than technology, cost leadership.<\/p>\n\n\n\n<p>In order to realize our vision, we also need to carry out the Six Sigma project. Despite the controversy within the company, there is consensus that to become a world-class enterprise, it is necessary to implement the Six Sigma project.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>We should not only make good products, but also expand business areas, including domestic and international markets, such as loaders, excavators, construction models, gantry cranes and so on. At the same time, it realizes value transformation and provides diversified services such as financial leasing.<\/p>\n\n\n\n<p>Corporate culture and business are two sides of the same coin, reflecting the beliefs, orientation and principles behind us. Corporate culture is what drives our continued success.<\/p>\n\n\n\n<p>Only by putting corporate culture into practice can it really play its role. Through cultural construction, we expect to gradually guide the real culture to the desired culture, in order to support the continuous success of the enterprise.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>Reviewing the above three examples, we can see that corporate culture is not a castle in the air, but closely linked to our daily work. Corporate culture guides our behavior and helps us achieve our vision and goals. I hope this story will inspire you and let us work together to build an excellent corporate culture.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. Oriented thinking: Motivation is to do things right<\/h3>\n\n\n\n<p>In the process of participating in many business activity analysis conferences, I found an increasingly prominent problem: as the degree of specialization of conferences continues to deepen, we tend to focus on our own professional fields, but ignore the guidance of the overall direction and goals of the enterprise.<\/p>\n\n\n\n<p>Although our work is becoming more professional, corporate issues remain. Next, I will use incentives as an example to explain how to understand the orientation problem.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Case: Inspire employees&#8217; diligent and understanding-oriented thinking from Huawei<\/h4>\n\n\n\n<p>In 2002, I had dinner with a young Huawei colleague. He expressed his concern to me about Huawei&#8217;s future.<\/p>\n\n\n\n<p>I was surprised because he has the qualities of being smart and hardworking, and such young people usually have a bright future in Huawei. However, he seriously told me that he did not have a future in Huawei.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>I was curious to ask the reason, and his answer made me deeply realize the importance of management mechanism orientation. He replied succinctly: Huawei sent me to Africa this year, and I declined. Huawei respected his choice, but told him that all promotions, equity incentives and other opportunities would be denied him.<\/p>\n\n\n\n<p>This is worth thinking about because it has the power of guidance, allowing employees to clarify the expectations of the company and encouraging them to work towards achieving plans and goals.<\/p>\n\n\n\n<p>Many companies fail to achieve this effect when developing distribution mechanisms, which is a problem of orientation. The issue of orientation is crucial to the future development of the enterprise.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Case study: Understanding oriented thinking from distribution incentive mechanism<\/h4>\n\n\n\n<p>When designing a company&#8217;s distribution system, we should focus on two core orientations: serving growth and inspiring struggle. These two orientations are designed to motivate employees, promote company growth, and strive for the interests of individuals and teams. To achieve these goals, we can take the following steps:<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>First, in order to reflect the service growth orientation, we can establish a correlation between the total salary of employees and the gross profit and net profit of the company.<\/p>\n\n\n\n<p>When the company&#8217;s profitability increases, the increase in employees&#8217; wages will be directly reflected. For example, if the net profit of the company is 500 million yuan this year, and the total salary of the employees is 300 million yuan, then the net profit of the company will increase to 1 billion yuan next year, and the total salary of the employees will also increase to 600 million yuan accordingly.<\/p>\n\n\n\n<p>In this way, employees can share the fruits of the company&#8217;s development and feel the improvement of the company&#8217;s profitability.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>Second, in order to reflect the motivation of the struggle, we need to focus on the improvement of per capita efficiency. When the company&#8217;s net profit doubled from 500 million yuan to 1 billion yuan, if the number of employees also tripled, then the average salary of employees may be lower.<\/p>\n\n\n\n<p>Therefore, we must ensure that employee income grows with the development of the company in order to achieve growth in per capita income. This requires us to focus on the implementation of management measures to ensure that employees get more benefits as the company grows.<\/p>\n\n\n\n<p>Therefore, through a reasonable salary system and income package mechanism, we can fully reflect the orientation of service growth. The right orientation can lead us to the right goal, even if the management measures are slightly simple, it will not deviate too far from the goal.<\/p>\n\n\n\n<p>On the contrary, if the direction is wrong, even if the management measures are professional, it may lead to counterproductive results.<\/p>\n\n\n\n<p>Therefore, when designing and managing systems, we must attach great importance to oriented thinking.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">4. System thinking: the essence of performance is to train generals and select talents<\/h3>\n\n\n\n<p>The core of systems thinking is how to maintain consistency of orientation in complex systems. In the process of achieving guided consistency, various factors need to be considered comprehensively.<\/p>\n\n\n\n<p>In a company, there are many different details and aspects, and getting these different points to embody the same orientation is a very challenging task.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>Therefore, the central challenge of systems thinking is how to effectively coordinate and integrate these different factors to ensure a consistent orientation of the entire system.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Why can&#8217;t performance management be done well?<\/h4>\n\n\n\n<p>When many enterprises conduct performance management, more than 90% of the enterprises&#8217; performance is not satisfactory. Although everyone is well aware of the importance of performance management and understands concepts such as KPIs, balanced scorecards and OKRs, there are still various problems in practice. As a result, many people think these tools are not advanced enough.<\/p>\n\n\n\n<p>In fact, balanced scorecard and OKR are similar in management ideas. So why does performance management always go wrong? One of these phenomena is the mismatch between employee performance and company performance.<\/p>\n\n\n\n<p>For example, the employee evaluation is close to full score, the performance is very good, but the company&#8217;s performance has not seen improvement, and even some indicators are still declining. What is the reason behind this? At the end of the day, it&#8217;s because the focus of our assessment is not what the company really needs.<\/p>\n\n\n\n<p>If we were examining what the company cares about, this mismatch wouldn&#8217;t happen. For example, if we use solving specific problems as a measure, employees will perform better on those problems and the company&#8217;s problems will be solved.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>And if the measure is income growth and competitiveness improvement, then these aspects of performance will also improve.<\/p>\n\n\n\n<p>Therefore, when performing performance management, enterprises should pay attention to the core objectives of assessment and ensure that the direction of employees&#8217; efforts is consistent with the development needs of the company, so as to truly realize the value of performance management.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">How to manage by objectives?<\/h4>\n\n\n\n<p>In the process of performance appraisal, if the content of appraisal is found to be different from the expectation, it often stems from the deficiency of target management.<\/p>\n\n\n\n<p>To ensure the effectiveness of management by objectives, we need to clearly define the objectives of the company and determine what needs to be adequately prepared to achieve these objectives.<\/p>\n\n\n\n<p>At the same time, we also need to deeply analyze the realistic problems faced by each aspect, and take practical and effective measures to solve these problems, so as to achieve effective management by objectives.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>One might argue that the company has implemented management by objectives, with strategic planning, annual plans and budgets, annual assessments, annual performance, and annual organizational performance being developed from October every year.<\/p>\n\n\n\n<p>Quarterly business analysis meeting, year-end presentation meeting, and year-end presentation meeting. So why is there a mismatch between performance management and corporate performance? It&#8217;s like a highway, whether it&#8217;s a Mercedes, a BMW or a tractor, you can drive on it. By the same token, just because the process is right doesn&#8217;t mean the content is right.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>The content of management by objectives should be determined by the first-line manager. As managers, they need a clear understanding of the objectives of the battle and how to successfully complete the battle.<\/p>\n\n\n\n<p>After identifying the actions needed to achieve the goals, managers should develop evaluation indicators based on those actions. It&#8217;s a systematic process.<\/p>\n\n\n\n<p>If there is no system to organize people to know what battles to fight and how to win, or if the team does not have this ability, it is difficult to think clearly about this problem, resulting in a mismatch between employee performance and company performance.<\/p>\n\n\n\n<p>Therefore, there is not a single reason for poor performance management, but it is related to multiple factors, including management by objectives and the ability of managers.<\/p>\n\n\n\n<p>If you lack the ability to win battles, you need to seek cooperation in other areas to achieve the optimization of performance management.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Three functions of performance management<\/h4>\n\n\n\n<p>In enterprises, performance management should be implemented as early as possible, and not limited to year-end evaluation and allocation of bonuses. In fact, performance management has three more important roles.<\/p>\n\n\n\n<p>First of all, performance management helps to implement the strategy, which is clear to everyone.<\/p>\n\n\n\n<p>Second, performance management is a process of training generals.<\/p>\n\n\n\n<p>Through the implementation of performance management, our managers can think clearly about what battles to fight, how to win this battle, and constantly review, and iteratively improve our thinking and ability to win the battle. Therefore, the process of performance management is also a process of training excellent commanders.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>Finally, the performance management process is a process of selecting talents. In fact, we see that all problems come down to human ability, and human ability is reflected in the ability to win battles, which is the importance of performance management.<\/p>\n\n\n\n<p>As for why there are problems in performance management, you can experience it. Just like a machine, if the parts do not cooperate, the machine will not be able to operate normally, and even will run in chaos or reverse operation. The same applies to performance management.<\/p>\n\n\n\n<p>This is my share today, thank you!<\/p>\n\n\n\n<p class=\"has-text-align-center has-cyan-bluish-gray-color has-text-color has-small-font-size\">\u7531<a href=\"http:\/\/cxounion.cn\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/a>\u8f6c\u8f7d\u800c\u6210\uff0c\u6765\u6e90\u4e8e\u7b14\u8bb0\u4fa0\uff0c\u4f5c\u8005\u590f\u60ca\u9e23\uff1b\u7f16\u8f91\/\u7ffb\u8bd1\uff1aCXO UNIONCXO\u8054\u76df\u5c0fU\u3002<\/p>\n\n\n\n<p class=\"has-text-align-center has-medium-font-size\">\u5982\u9700\u52a0\u5165<a href=\"http:\/\/weixin.qq.com\/r\/fxJxaVHE1AyrrRUK90dt\">CXO UNION\uff08CXO\u8054\u76df\uff09<\/a>\u9ad8\u7ba1\u793e\u7fa4\uff0c\u8bf7\u8054\u7cfb\u793e\u7fa4\u5c0f\u4f19\u4f34\u54e6~<\/p>\n\n\n\n<figure class=\"wp-block-image aligncenter size-large\"><img decoding=\"async\" src=\"http:\/\/cxounion.cn\/wp-content\/uploads\/2023\/06\/CXOUNION\u65b0\u4e8c\u7ef4\u7801.png\" alt=\"\"\/><\/figure>\n\n\n\n<p class=\"has-cyan-bluish-gray-color has-text-color has-small-font-size\">\u514d\u8d23\u58f0\u660e: \u672c\u7f51\u7ad9(<a href=\"http:\/\/cxounion.cn\">http:\/\/www.cxounion.cn\/<\/a>)\u5185\u5bb9\u4e3b\u8981\u6765\u81ea\u539f\u521b\u3001\u5408\u4f5c\u5a92\u4f53\u4f9b\u7a3f\u548c\u7b2c\u4e09\u65b9\u6295\u7a3f\uff0c\u51e1\u5728\u672c\u7f51\u7ad9\u51fa\u73b0\u7684\u4fe1\u606f\uff0c\u5747\u4ec5\u4f9b\u53c2\u8003\u3002\u672c\u7f51\u7ad9\u5c06\u5c3d\u529b\u786e\u4fdd\u6240\u63d0\u4f9b\u4fe1\u606f\u7684\u51c6\u786e\u6027\u53ca\u53ef\u9760\u6027\uff0c\u4f46\u4e0d\u4fdd\u8bc1\u6709\u5173\u8d44\u6599\u7684\u51c6\u786e\u6027\u53ca\u53ef\u9760\u6027\uff0c\u8bfb\u8005\u5728\u4f7f\u7528\u524d\u8bf7\u8fdb\u4e00\u6b65\u6838\u5b9e\uff0c\u5e76\u5bf9\u4efb\u4f55\u81ea\u4e3b\u51b3\u5b9a\u7684\u884c\u4e3a\u8d1f\u8d23\u3002\u672c\u7f51\u7ad9\u5bf9\u6709\u5173\u8d44\u6599\u6240\u5f15\u81f4\u7684\u9519\u8bef\u3001\u4e0d\u786e\u6216\u9057\u6f0f\uff0c\u6982\u4e0d\u8d1f\u4efb\u4f55\u6cd5\u5f8b\u8d23\u4efb\u3002<\/p>\n\n\n\n<p class=\"has-cyan-bluish-gray-color has-text-color has-small-font-size\">\u672c\u7f51\u7ad9\u520a\u8f7d\u7684\u6240\u6709\u5185\u5bb9(\u5305\u62ec\u4f46\u4e0d\u4ec5\u9650\u6587\u5b57\u3001\u56fe\u7247\u3001LOGO\u3001\u97f3\u9891\u3001\u89c6\u9891\u3001\u8f6f\u4ef6\u3001\u7a0b\u5e8f\u7b49) \u7248\u6743\u5f52\u539f\u4f5c\u8005\u6240\u6709\u3002\u4efb\u4f55\u5355\u4f4d\u6216\u4e2a\u4eba\u8ba4\u4e3a\u672c\u7f51\u7ad9\u4e2d\u7684\u5185\u5bb9\u53ef\u80fd\u6d89\u5acc\u4fb5\u72af\u5176\u77e5\u8bc6\u4ea7\u6743\u6216\u5b58\u5728\u4e0d\u5b9e\u5185\u5bb9\u65f6\uff0c\u8bf7\u53ca\u65f6\u901a\u77e5\u672c\u7ad9\uff0c\u4e88\u4ee5\u5220\u9664\u3002<\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u505a\u7ba1\u7406\u4e00\u5b9a\u8981\u641e\u61c2\u8fd93\u53e5\u8bdd\uff01\u590d\u6742\u7684\u4e8b\u5c31\u53d8\u5f97\u7b80\u5355\u4e86<\/p>\n","protected":false},"author":1,"featured_media":13650,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[13],"tags":[55],"class_list":["post-13648","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-viewpoint","tag-55"],"_links":{"self":[{"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/posts\/13648","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/comments?post=13648"}],"version-history":[{"count":1,"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/posts\/13648\/revisions"}],"predecessor-version":[{"id":13654,"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/posts\/13648\/revisions\/13654"}],"wp:featuredmedia":[{"embeddable":true,"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/media\/13650"}],"wp:attachment":[{"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/media?parent=13648"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/categories?post=13648"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/tags?post=13648"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}