Enterprise growth of five major troubles

Enterprises in 1:

Set up a flooring company half a year (mainly responsible for product marketing does not involve production), positioning high-end, desires to go Stylize routes. To this end, the company hired a consulting sector a senior person to General Manager, responsible for strategy development, channel planning, product positioning, team building, communication planning, organization design, and a series of activities.

For the contribution of professional managers, entrepreneurs are satisfied, i.e. comprehensive decentralization. After three months, a new team is training of fire, but still no profit rate, leading to the entrepreneur. Subsequently, the team was down to around the middle of the market development, the Manager again entrepreneur who, after the end of the month, the market has some development, but the business owner and professional managers of confrontations also go to the limit, then the Manager left.

After-service, entrepreneurs start addition of experienced managers take over, but accompanying a group of outstanding talents were to leave, of which lies in the old and new style of leadership, corporate incentive mechanism and the daily routine, and a series of transactions subject to the entrepreneurs of monitoring, the next two months, the newly appointed leaders cannot handle outstanding talent team, leaving the team after the General Manager of lax, also quietly left.

The entire company is in talent retention crisis, entrepreneurs growing mistrust of employees and employee salary as weights, delayed payment of wages, but also lead to most employees disgruntled.

An analysis of the

One of the core staff cares is questioned and accompanying staff have to leave that to ignore the importance of talent

Of the three kingdoms, Liu Bei was so far from traffic and eventually do something supremacy, and the full confidence of Zhuge Liang inseparable, a paper "the ages" expressed Zhuge Liang Liu Bei's know in case of the two middle hard suffering very much one can imagine.

Don't understand the business entrepreneurs, hire a senior managers are very correct, but this person as gods, but ask for a period of time has elapsed and the response to accountability, the entrepreneur's unreasonable ignorance.

Management requires trust, but not everything but asked that management has its scientific side that is continuously strengthening the deviation, trust in the common objectives, the achievement of the goals of the enterprise is not ready to settle accounts, nor is it investigates the root cause of the failure to take, after all, once the time in the past, no one can bear the mistakes, this is the objective results.

Recommendation 1: in granting trust at the same time, constantly monitoring-United Kingdom Reynolds w consulting-assurance task 100% implementation (bi-weekly report on the work, spot checks, as long as the direction, do not have to personally intervene).

Troubles II: busy forging team, ignore short-term interests

In the enterprise, the core staff of the enterprise, the establishment of a sound organizational structures, recruiting large numbers of new and bold enable newcomers to core positions, in the absence of appropriate capacity before giving the team a perfect training, this period, team development, a large number of channels and market without the performance.