[China Glass Network] Foreword: The glass deep processing market in 2014 is facing a more severe test than any previous year. It can be said that most small and medium glass deep processing enterprises are faced with life and death. For our small and medium-sized glass deep processing enterprises, the author believes that it is a crisis and an opportunity. If we don't grasp it well, we will be eliminated by this industry. If we grasp it well, we can defeat the opponent in the test of the market and become one of the few winners. From then on, we will be the king of the region and become the "king" of the region. Here, I only share the experience and thoughts of many years with everyone. Before analyzing how to become a king, we will first count the gap between our small and medium-sized glass deep processing enterprises.
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I. Management
1. Small and medium-sized glass deep processing enterprises often have a structure and no responsibility in management. There is a lack of clear division of responsibilities within the organization, and there is no written job description. Managers often assign tasks according to their own personal preferences, rather than being assigned by the department. In many cases, there is a phenomenon of inter-departmental interference.
2. At the same time, most of the major shareholders of small and medium-sized glass deep processing enterprises are higher management personnel (general managers). Everything is personally and monopolized. As a result, the boss becomes a more tiring “locomotiveâ€, but the subordinates develop passive execution habits without motivation. Lack of initiative, passively waiting for the boss to arrange, this wind is 10%, the enterprise crisis has been set.
3. There is a lack of coordination among the departments. The main situation is the interests of their own departments. The lack of a big picture, the formation of internal struggles in the enterprise sector, serious internal consumption, encountering the interests of everyone, and the responsibility of everyone, the boss becomes a big head, not only Spending a lot of time to get busy with the company's business, but also spend a lot of energy to balance internal contradictions.
Second, the talent
1. Grassroots technicians. “A radish and a pit†is a feature of talents and positions in small and medium-sized glass deep processing enterprises. Due to the size of the enterprise, it is impossible to have many reserve personnel in one position, and the space for promotion of reserve personnel is limited, and the brain drain will inevitably occur. The loss of employees in the grassroots management and technical positions means that the company will encounter backup talents who cannot find enough capacity at the moment. While trying to improve the skills of employees, business owners are worried, helping others to train talents, want to establish performance appraisals, and worry about those who have taken key positions, and can not find suitable personnel to take over in a short time.
2. Middle and senior management personnel. Constantly looking for firefighters is a "weird" in many small and medium-sized glass deep processing enterprises. That is, the middle and senior management of the company is constantly changing, but no matter how many managers are recruiting, they are always unable to meet expectations. Later, the company is chaotic after a day, and the company always feels that it cannot find the root of the problem. It seems that it is impossible to recruit a qualified profession. Managers, seldom think about whether the company's own business model is flawed, and it is coming to an end.
The reason for this phenomenon seems to be due to the fact that the new professional managers are not getting enough trust and rights (of course, some managers are not able to eliminate their own abilities). On the one hand, business owners hope that the development of the enterprise is good and innovative; on the other hand, they cannot fully trust the airborne managers, and they worry that their enterprises will be lost in the hands of new managers. Therefore, they often use their own cognition to intervene below. The behavior of human beings finally led to the failure of the reform to be completely implemented and died. Later, "Nothing" will leave the new management staff, return to the liberation night, re-find the next expected talent, and constantly search for firefighters.
Third, the market
1. It is difficult to take orders .
Orders are the hard-to-find bones of many small and medium-sized glass deep-processing enterprises. They know what to do, but they don’t know how to go. Most of them are still at the stage of sales promotion, selling products with products and lacking marketing skills. In 2014, the real estate industry was sluggish, and orders were more challenging. The high-quality orders were robbed by large glass companies. It is difficult for small and medium-sized glass deep processing enterprises to receive good payment orders.
2. The situation is difficult .
The padding is a dilemma that cannot be avoided by small and medium-sized glass deep processing enterprises. Because of the characteristics of the real estate industry, developers need to fund, and the curtain wall companies also need to fund, and later form a situation in which the downstream departments are funding the upstream. If you want to cooperate with a large curtain wall company, you must have a lot of money to put it in. The small and medium-sized glass deep processing enterprises often lack the funds. At the same time, the raw materials must be purchased in cash, and it is difficult to put the only liquidity into it. Operation, lack of negotiating ability in front of suppliers, and even the salary of employees is difficult to issue on time, and the loss of talent flow is later, and business operations are in another dilemma.
