At present, the quality of managers in public enterprises is generally good. However, due to the lack of strict management assessment mechanism and enterprise autonomy like that of state organs, some managers have some problems in varying degrees, such as lax management education, incorrect ideological style, improper working methods and low work efficiency. This not only affects the public image of the enterprise, but also directly affects the current benefits of the enterprise. Therefore, improving the quality of managers has become a top priority.

First of all, leaders should take the lead in establishing a healthy atmosphere.

In view of the problem that some managers of public enterprises are not strict enough to make progress, we must emphasize the cultivation of healthy atmosphere and devote ourselves to improving political quality. Guide them to improve their awareness of serving the people and enhance their decision-making ability and comprehensive coordination ability on major issues by learning the characteristic theory. Be an official and be in power correctly. In self-cultivation, we should be self-respecting, self-disciplined, self-reliant, work hard, work hard and be loyal to our duties. We must also be brave in exploration, keep forging ahead, establish a sense of innovation, enterprising and efficiency, and create a new situation in the work of public enterprises.

Second, straighten the position and find the right position.

In some public enterprises, some managers are still subject to

Bound by the idea of official standard, it is difficult to enter the role needed by market economy with the size of officials as the focus of action and the high position as the goal. So we must put the relationship between position and behavior right. The so-called position refers to the position of manager, that is, the position and responsibility in the management position of public enterprises; The so-called behavior refers to the ability and performance of managers to perform their duties. Correcting the relationship between position and behavior can treat fame and fortune with a normal heart and win extraordinary management achievements with extraordinary work level.

Third, think scientifically and make bold innovations.

At present, some managers of public enterprises are limited to the backward way of thinking, lack of scientific thinking methods, lack of new ideas for enterprise development, and no new breakthrough in enterprise reform, which makes the pace of system reform of public enterprises slow and the production efficiency not greatly improved. Therefore, public enterprises should make bold innovations. First, boldly innovate the pre-appointment publicity system of enterprise cadres, expand the democracy of personnel system, prevent and avoid mistakes in employing people, and curb unhealthy practices in employing people; Second, we should make bold innovations in solving the problem of being able to go up and down, and make hard leverage for being able to go up and down, so that there are rules to follow and rules to follow; Third, we should make bold innovations in eliminating seniority to avoid the fault phenomenon of public enterprise managers, which will delay and affect the development of enterprises.

Fourth, people-oriented, unity and cooperation.

The weak concept of people-oriented is an important reason why some public enterprise managers lack leadership style. Some managers don't respect the personality of their subordinates, and when they encounter problems, they often pass on contradictions to their subordinates, resulting in tension between cadres and the masses, alienation from morality and lack of the spirit of mutual trust and cooperation. Managers of public enterprises must cultivate the demeanor of the elderly, strictly manage and demand subordinates, care and cherish subordinates everywhere, establish their own good image, enhance cohesion and appeal, and be a shrewd and civilized enterprise manager.

Fifth, face the market and innovate management.

Lack of market vision is a problem in the focus of some public enterprise leaders. They often advocate inward vision, ignore the objective fact of the interaction between field and market, and lack the idea of big management, which leads to short-term behavior in management decision-making. Therefore, firstly, we should learn the management theories and methods of modern enterprises, set up the lofty goal of professionalization, strive to establish a new management system, insist on managing the big and the small, and manage it well; The second is to establish a scientific and perfect evaluation mechanism and run the evaluation system according to market demand; The third is to implement the autonomy of enterprise management, improve the incentive, supervision and restraint mechanisms, and create a good environment for managers to display their talents and grow healthily.

Sixth, introduce competition, select and appoint talents.

With China's entry into WTO, some managers of public enterprises are unaware that public enterprises will face global market competition. This requires public enterprises to introduce competition mechanism, strengthen their own human resources construction, actively explore the selection methods of open recruitment, market selection, democratic election and competition for posts according to the job classification of public enterprise managers, improve the appointment system, selection system and appointment system, and find and select outstanding talents in time.

Seventh, standardize training and strengthen supervision.

Some public enterprise managers unilaterally believe that management mainly depends on experience and practice and is self-taught. Therefore, in the process of management, they often rely on subjective decision-making and luck psychology, resulting in the adverse consequences of extensive management and short-sighted management. To standardize the training behavior of managers in public enterprises, it is necessary to establish a new mechanism of selection, training, assessment, use and supervision. In addition, a series of measures have been taken, such as stress training, follow-up education, regular inspection and democratic appraisal. It is also necessary to combine internal and external supervision, superior appointment and enterprise appointment, and select young managers with both ability and political integrity to important positions in enterprises to make contributions to the development of enterprises.

Eighth, introduce an absorbing and transparent incentive mechanism.

Some public enterprise managers think that management can take shortcuts, be unconventional, blindly copy without serious discussion and demonstration, engage in borrowing, and lead to westernization. In fact, learning from the management experience of advanced countries, we must adapt to the characteristics of China and gradually establish and improve the new management mechanism of public enterprises. For excellent management talents, we should attract and retain them, and promote the rational flow of enterprise talents and the optimal allocation of human resources by establishing a scientific social evaluation system. It is necessary to establish a salary system that meets the requirements of the market economy, link salary with the performance of operators, try out the annual salary system and joint-stock system, and strengthen the incentive effect by enhancing the transparency of operators' income.