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Sharing: A strong enterprise has a strong back-end support system - management experience

Sharing: A strong enterprise has a strong back-end support system - management experience

  • Categories:Company Culture
  • Author:
  • Origin:
  • Time of issue:2017-10-16
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(Summary description)Back-office support department - I define it as a department that does not need to directly face external customers of the enterprise, as opposed to those departments of the enterprise that directly face external customers. These departments may be administrative back-office, human resources, finance, and other departments that support the front office of the business. The work style and execution ability of these departments directly determine the overall operation efficiency and corporate culture of the enterprise.

Sharing: A strong enterprise has a strong back-end support system - management experience

(Summary description)Back-office support department - I define it as a department that does not need to directly face external customers of the enterprise, as opposed to those departments of the enterprise that directly face external customers. These departments may be administrative back-office, human resources, finance, and other departments that support the front office of the business. The work style and execution ability of these departments directly determine the overall operation efficiency and corporate culture of the enterprise.

  • Categories:Company Culture
  • Author:
  • Origin:
  • Time of issue:2017-10-16
  • Views:
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Back-office support department - I define it as a department that does not need to directly face external customers of the enterprise, as opposed to those departments of the enterprise that directly face external customers. These departments may be administrative back-office, human resources, finance, and other departments that support the front office of the business. The work style and execution ability of these departments directly determine the overall operation efficiency and corporate culture of the enterprise.

A strong enterprise is often supported by a strong back-end system. The value-creating company seems to be in the foreground, but cannot do without the support of the back-end system. For these back-end support departments, the front-end staff are their internal customers, so from the perspective of satisfaction, only when the back-end department works in place, the internal customers, that is, the employees walking in the front-end, can be satisfied, and thus will be satisfied. external customers. Therefore, the management of these back-office departments should mainly focus on improving internal customer satisfaction, and assess and motivate employees in these departments from the perspective of internal customer satisfaction.

However, the reality is that there will always be selfishness in these back offices:

1. The financial reporting and sales volume we process is too large and cumbersome. Please focus on one day of the week for reimbursement, and will not accept it at other times;

2. We are very busy at the beginning of each month, and reimbursement is suspended in the first week of each month;

3. Please do not use office supplies when you need them, please focus on one day of the week, and do not need them during the rest of the time, or try to control or borrow from other colleagues;

4. Just now, so-and-so just came to stamp a bunch of seals. You are here again. I'm very busy, so why don't you let me work?

5. It is useless for you to sign this contract. It needs to be signed by the top leader. What? Authorized, I don't remember so many stamped materials before, please sign again and then stamp;

6. On this matter, didn't you say last time that you don't need to hurry? So I'm not in a hurry, I'll deal with it when I'm free.

7. Informing so-and-so to do something, why did that person not know about it at all? Oh, I sent emails and QQ messages, I thought he should know.

8. How is the general situation, so I think I speculate what I guess should be, so I didn't confirm it.

9. I don't know.

10. Ask other departments about this matter.

11. What am I doing now, please come and get this document tomorrow.

12. You should have informed me long ago, which made me very passive.

13. A: You need to talk to B about this. B: This matter must be finalized. A: The details are up to B. B: I can't be the master, and I want you to communicate with A. A: …………B: …………A…………B…………The infinite loop GAME OVER. This matter does not need to be dealt with.

14. Every old employee who stays behind is because: although the money is small, it is close to home; there is no development but it is close to home; unhappy but mixed first. Every new employee is thinking: This company is out of service, ask for sick leave to find a job; resign first and then look for it;

If the backstage of a company is this kind of tone, do you think such a company will go far?

Dissatisfied external customers will vote with their feet, not buy your product, or even destroy the company's product image. Dissatisfied internal customers will also choose to self-compensate. There is little money, no room for development, no room for growth, and no learning opportunities. Well, Ming Yanggong: Actively reduce the workload, divide the things that can be done in one day into seven days, and look busy every day . Well, anyway, I don't need to be responsible for things that go wrong. I don't have much credit for things getting done. I simply do less and make less mistakes.

A messy back office will inevitably lead to dissatisfied internal customers and external customers who vote with their feet, which will inevitably lead to the decline of the organization.

So, to improve overall organizational efficiency and improve your company's back office operations:

1. Build a system, build a process, write an employee handbook, and tell your employees what they can do and what they can't do, how to do things, when to do them, who to do it with, what the standards are, how to accept them, and who to ask for advice.

2. Rotation system: Let each employee have the opportunity to understand what others are doing, how each position works, reduce complaints, increase understanding, and establish a global view.

3. Job description: What is your position, what do you do, how do you do it, and what will happen if you do it well or not?

4. Assessment and incentives: Advocate commitment and responsibility, have clear assessment objectives, and clear incentives, simple and operable.

5. The boss should reflect carefully: in the final analysis, the corporate culture is the boss's culture, what kind of people are used, and what kind of style is used to do things. The boss is the leader.

 

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