Once again, I hope you, boss, will have confidence in yourself. Starting a business is full of hardships. I am also contacting this manager who used to do training management and will discuss further

Once again, I hope you, boss, will have confidence in yourself. Starting a business is full of hardships. I am also contacting this manager who used to do training management and will discuss further later. At the same time, as long as you pay off the previous kitchen wages, increase everyone's enthusiasm, and boost everyone's morale, I will go all out and work harder in the kitchen. This creates a virtuous cycle. To solve a problem, we cannot just look at the surface. We should get to the bottom of it, find out the root of the problem and solve it. I believe there is nothing that can stop us.

Once again, I sincerely ask the boss to repay unpaid wages. We will start over and work hard for a better tomorrow for "Tang Village Style Grilled Fish House"!

I wish us "Tang Village Style Grilled Fish House" Country Style Grilled Fish House" Business is booming and going to the next level!

An employee's rationalization proposal to the boss 2

Dear Chairman:

Hello everyone! It is an honor to serve ** Construction Group Co., Ltd.!

Time flies so fast. I have been joining ** for more than ten years. I am very happy to see the company's continuous growth and outstanding performance every year. This has already been Solving the survival problem of an enterprise may be beyond the reach of others. This is also the basis for the survival of an enterprise. Under such gratifying circumstances, our company's management is still prepared for danger in times of peace and has put forward higher requirements for the company's management. This is one of the reasons why I insist on serving the company. Therefore, based on my understanding of the company, here are some suggestions. The following suggestions are based on my full attention to my own work, and I sincerely hope that they will be beneficial to the development of the company. I hope that the company will be more stable and go further. Therefore, if there are any inappropriate words, please forgive me.

Looking back at the time when I first joined the company, I have been constantly improving from being an electrician at the bottom of the company to today. I have constantly changed my job responsibilities and implemented various management systems of the company with joy. I often feel that the results are minimal and far from reaching the company's expected results. After several years of joint ventures, the company has to go back to the starting point: to improve the company's organizational structure, it is necessary to formulate a job responsibility system and to start from the company's various management aspects. Start with the system. Only when there are rules can there be a circle. I think all business managers can realize the importance of systems to business management. Of course, our company's organizational structure still exists, and the corporate management system also actually exists. However, during this period of construction work, we often encountered problems and could not find the relevant systems or the basis for handling the problems, which required the company not to Do not supplement, revise or formulate new management systems, such as project responsibility management, project dormitory management, project janitor management, company resignation management, etc. However, this way of treating a headache and treating a sore foot is not a long-term solution after all. The organizational structure of our ** group company may have been applicable in the previous joint venture. Everyone relied on their own consciousness or loyalty to the company to constrain their own behavior and do their due diligence for the company based on their own qualities. However, the development of the company Now, new blood has been injected, people from different regions, different values, and different qualities have been combined together. As the company scale expands, the organizational structure will also change. We must adjust our previous organizational structure and re-define new job responsibilities. The previous method of "people managing people" cannot be applied to the management of our company. Instead, we should use "systems to manage people."

First of all, let’s start with the design of the organizational structure. According to the characteristics and scale of our company, we should implement a system where the general manager is responsible to the board of directors, and then implement a job responsibility system and prepare an organizational chart. As a shareholder Or members of the board of directors can serve in the enterprise, but their authority cannot exceed their job responsibilities, let alone the general manager, and they can only exercise their rights as shareholders at a shareholders' meeting. If every shareholder has the same authority as the general manager to directly participate in the daily management of the company, it will inevitably cause a certain degree of confusion in the company's management, and also make the company's managers confused as to who should be responsible and to whom. Whoever reports the work should accept the work instructions of the one who reports--but often shareholders may not always be able to make decisions or agree on the same opinions.

With a suitable organizational structure, personnel should be appointed according to the characteristics of each position. All projects under construction should be independent individuals and should not be assigned to employees or relatives and friends involved in entrepreneurship like feudal emperors. They were divided into marquises and nobles, arranged in seats, and assigned to some management positions. *There is an old saying: A raging soldier brings a raging group of generals. An incompetent manager will not only affect his own team, but even directly affect the company's overall operating performance. The famous "barrel effect" in the management world is very direct. illustrates this issue.

With a complete organizational structure, it is necessary to establish an appropriate management system. In the process of formulating systems, the spirit of fairness (which includes fairness and justice) should be the essential feature of all systems from the perspective of system construction. The fairness of the system must not only be shown in the formulation, but also in the implementation. Under the same management system, if problems cannot be treated equally, and some privileged classes even appear, then the necessity of the existence of the system, or The strength of implementation will face serious tests, and employees may turn a deaf ear to the system or even resist the implementation of the system.

In the guiding ideology of the construction of enterprise management systems, if all employees’ activities are directly linked to money, personality, growth, psychology, spirit, and beliefs are completely put aside, the corporate spirit will naturally Abandoned under the efficiency slogan of more work, more gain. An appropriate management system will not only become a powerful tool for managers' daily management, but also become a manifestation of a unique corporate culture, and the soul of corporate culture is corporate spirit. If we use a more common word concept to summarize, then all issues related to corporate culture ultimately come back to the four words "value concept", which should contain the most basic and absolute management philosophy: humanity and fairness. Concepts determine everything. Without conceptual integrity and systematicness, the management system will be arbitrary, and corporate management cannot have vitality, persistence and continuity; and it is often the decision-making level of the enterprise that plays a decisive role in concepts. We all know that there is no flower that lasts forever, and no company can prosper forever. If a company only relies on money as the only link between the company and its employees, the company cannot guarantee that its salary level will always be higher than others, and there will never be a trough. This kind of pure The money relationship will also be defeated by more powerful money: high-quality core employees leave in pursuit of profits. When the salary levels are similar, most employees will choose companies with better humanistic environments. The result is a high employee turnover rate. !The resignation of the employees that the company spends a lot of time and money training will often make the company unstable. Maintaining the status quo is a helpless choice, and improving development can only be done as the situation goes.

Now the salary of employees in our ** company is not very low, but why is the employee mobility so high? At present, our corporate management is relatively arbitrary, and in the handling of some incidents, there is a lack of objectivity and Fairness, this not only brings mutual antagonism, but also brings negative effects. In terms of employees' salaries and job promotions, there is a lack of a fair, strict and transparent system. It does not allow employees to see their own development direction, nor can it set a lofty goal for them to strive for. There is no way to unify employees' thoughts and values. Belief to unite everyone's ideals has led to confusion and self-centered thinking among some managers. In this state of corporate management, we wonder how First Construction Company can build a first-class workforce and remain invincible. Where is the land?

I make the above suggestions to the company not because I have any prejudice or bad opinion about the company. There is still a lot that our company can be proud of and continue to do in order to achieve the scale it has today. A place to promote. All the aspects I mentioned above may exist in construction companies, and may be common phenomena in some private companies. However, today, when products are seriously homogenized, profits are declining, and competition in the same industry is intensifying, only by strengthening management and improving the management level of our own companies can we effectively improve our business performance and make our companies invincible. land.

Extended Reading: 3 Reasonable Suggestions from Employees to the Boss

3 Reasonable Suggestions from Employees to the Boss (Extended 1)

——Employees to the Company 3 rationalization proposals from employees

1 rationalization proposals from employees to the company

Dear company leaders:

I am an ordinary worker in the company After joining the company for more than 2 years, I have deeply realized that there are many management problems in the company. Maybe these problems are just my personal understanding, but I hope Mr. Hong can take time out of your busy schedule to listen. Here are the opinions of an ordinary employee!

1. Personnel management - This is the weakest link in company management. First of all. The shortcoming of personnel is that there is no system for the introduction and promotion of personnel. Personal likes, dislikes and personal relationships often determine everything, so that outstanding talents without personal relationships cannot stay for a long time.

Talent is the most valuable resource of an enterprise. In the process of operation and development, enterprises need a large number of talents with professional knowledge and high comprehensive quality. Enterprise managers need to continuously absorb, cultivate and shape outstanding talents for our use.

The company needs dedicated human resources managers with professional knowledge to be responsible for talent recruitment. Enterprises should set up human resources administrators to manage talent recruitment, training and other matters.

Generally speaking, recruiting talents requires four steps:

In the first step, the department head proposes the talents and standards needed for the position, and the personnel specialist evaluates the recruitment requirements. Necessity, as well as specific talent standards;

The second step is for the personnel specialist to test the candidates. This test requires specific methods and procedures. ;

The third step is for the department head to interview the candidates recommended by the personnel specialist, mainly to examine their professional knowledge, skills and work ability;

The fourth step is for the general manager to Or the vice president in charge will determine the final candidate based on the applicant's overall quality, company development requirements and the applicant's development potential.

Giving people the first priority, you must be strict and rigorous when selecting talents, and pay attention to scientific methods and procedures. After acquiring people, the next step is to make rational use of talents. "Making the best of everyone's talents" means that everyone should be in a suitable position, and each position should have a suitable talent. Give everyone a regular opportunity to showcase their talents, and open, fair and fair competition will be implemented regularly for each position. The company has established a certain system to clearly reward and punish talents, and the fittest will survive. Not only does everyone’s intelligence and talents come into full play,