"Improving employees' execution" has long been a commonplace management topic. Managers never tire of talking about it, and employees never tire of listening to it. However, the effective and orderly operation of any organization is inseparable from the "execution" of employees and even managers at all levels. Execution is not only the responsibility of ordinary employees, but also the responsibility of leaders at all levels. It not only shoulders the improvement of department execution, but also has a certain level of management ability. The improvement of execution is not only to improve work efficiency, but also to pay attention to work effect. An old proverb in China illustrates this problem: "When pulling a cart, you should bow your head and look up at the road." Work efficiency is to solve the problem of distance, that is, the situation of work completion, the quantity and quality of work completed in unit time; The effect of the work is only a question of whether the direction of pulling the car is correct. The work is finished fast enough, high enough and beautiful enough. However, if the direction is wrong, it will not affect the whole organization. Therefore, the low work efficiency may be the problem of employees, so the work effect is not good, and the management level of leaders must be urgently improved. Here we talk about how to effectively improve the execution of teams and organizations from the perspectives of managers and employees. First, managers, managers must first abandon the wrong concept that "execution is the business of ordinary employees." Managers and employees only have different division of labor, different roles and different tasks. Since you hold a management position in the same organization, you still have to "execute", and the execution here should emphasize "watching the road". 1. Observe the values of corporate culture. Any organization has its own unique corporate culture and values. As a manager of an enterprise, whether it is a senior manager or a middle manager, it is a model of employee behavior and a principle that managers must have to judge their work based on company values. In a company's corporate culture, the company's vision, mission, spirit, code of conduct and so on may have been systematically combed. When managers need to make quick decisions, corporate culture is the yardstick and scale to judge and measure things, which can help controllers grasp the direction and deal with problems reasonably. This is the basis of improving the work effect. 2. Resolutely implementing the established strategic enterprise strategy is based on the vision and mission of the enterprise. At the beginning of its establishment, it is the goal and plan formulated by combining the core competitiveness of the enterprise and the social value appeal of the enterprise, and then decomposed into annual, semi-annual, quarterly and monthly work plans. The formulation of enterprise strategy is based on a set of scientific methods. Once established, it is equivalent to establishing the direction of navigation. This direction can't be controlled, which requires managers at all levels to persist for a long time, clarify the purpose and significance of the strategy, and decompose it into action plans at all stages. Only when managers at all levels clearly understand the overall strategy of the company can they clearly implement the decomposition objectives and ensure that every work follows the correct principles and routes of the company. "Clear direction" is to ensure the effective implementation of work "effect". 3. Moderate authorization and decentralization Managers need moderate authorization and decentralization to achieve both work efficiency and effect, otherwise it will inevitably delay work efficiency and affect work effect. But at the same time, there must be a scientific management method of "authorization and decentralization". In order to avoid the above situation, managers need to establish a supervision mechanism of "equal responsibility and rights" for their subordinates-according to the performance of middle managers, rewards and punishments are clearly defined according to the mechanism. Change "rule by man" into "rule by law". Once the mechanism is determined, managers need to take the lead in implementing it. In the operation of the mechanism, there may be slight adjustments based on feedback, but you must never make an exception because of a subordinate. If the top managers themselves are weak in execution, they will not be able to implement their own systems "brilliantly" and it will be impossible to bring out a team with strong execution. It is the most basic premise to improve the executive power of managers to realize effective supervision of the power of senior management team and ensure "equal rights and responsibilities". I believe everyone is familiar with the principle of timely and smart communication. The so-called smart principle is: 1. The goal must be clear. 2. Goals must be measurable. 3. The goal must be achievable. 4. This goal must be related to other goals. 5. The goal must have a clear time base. In order to improve the overall execution of the organization, it is necessary to decompose all the work to each responsible person step by step according to the SMART principle, and believe in the ability of employees. However, only by combining effective management methods and having good understanding can we have good execution. Good communication is half the battle. Avoid the directional understanding deviation caused by poor communication or poor communication, and ensure the work efficiency and effect in all directions. Second, every employee is the smallest unit in a huge organization and an indispensable screw in the running enterprise machine. Only when the execution of each employee is effectively improved can the whole organization be full of vitality, have the ability to operate efficiently and always maintain a strong competitive situation in the competition of the times. In order to improve the execution of employees, we should pay special attention to the following factors: 1. Understand the value of a position in an organization. Although the job responsibilities of grass-roots employees are slightly simple, they are all very important. It is necessary for enterprises to communicate deeply with employees on their posts and their work roles, not only to teach them work skills, but also to simply complete a specific task, and to introduce the value and significance of their posts in the whole organization. Through this link, employees can enhance their pride in their posts and deeply feel that they are an important and indispensable part of the enterprise, and their work is of great value and significance. Therefore, it can avoid the decline of work efficiency caused by job burnout caused by repeated mechanical work, and also avoid the situation that the deviation of work understanding affects the work effect. 2. Restrain yourself with a sense of responsibility. Enterprises need to guide employees through normal and correct management methods, not just from pure morality. Only by objectively forming a positive reward and punishment system can we effectively ensure the effective implementation of execution, and at the same time, management tools can focus on the work that needs to be paid attention to, reward and punishment simultaneously, and gradually form a responsibility orientation. 3. Channels for communication and feedback Enterprises should establish channels for communication and feedback for grass-roots employees, and guide employees to take the initiative to work and think positively on the premise of understanding their own positions. After receiving the task, first of all, you should feedback whether your understanding of the work is biased, and at the same time, you can make suggestions according to your own work angle and experience, and put forward suggestions that will help improve work efficiency and effectiveness. If the employee's suggestion is beneficial to the organization, it can be adopted and rewarded accordingly. This can not only improve the enthusiasm and work efficiency of employees, but also strengthen the interaction between employees and managers, so that both sides can understand the work more accurately and ensure the work effect. 4. Improve job skills through training Enterprises should regularly organize various skills training for employees, and let employees actively participate in it in combination with their job needs. The improvement of work efficiency is inseparable from the correct working methods and tools. If we can provide employees with a platform for learning and promotion, on the one hand, we can improve their work efficiency, on the other hand, we can let employees feel the humanistic care of the enterprise, strengthen their sense of belonging to the organization and enhance the cohesion of the organization. The guarantee of work effect is self-evident. The improvement of execution should pay equal attention to "efficiency" and "effect", and both are indispensable. We should look up at the stars and keep our feet on the ground!