Managers' Pain Index Survey This year, the third year has been conducted, understanding the pain of managers, has become the current businesses and the hot topics from all walks of life. For managers, especially for managers who are proud of spring breeze, career harvest season, whether they can successfully drive a pain, is a key indicator of their ability.
According to the survey, more managers can face their pain, and they will be able to make an optimistic seed under their depths, they have mastered the determinants that contribute to this transformation. A clear and error-free information we have received is: pain is inevitable, with pain, there is a chance to solve problems.
Painful element
The "Manager's Pain Index" survey object is facing the company, the company serves as a manager of the departmental project manager and the above position. The "pain" referred to here is a manager in work, and there is too much in life. It has been in contact with people itself, and the impact of the collision has caused a certain psychological endurance. Emotions, uncomfortable, nervous, worry, depression, etc.
Through the previous two years "Manager" magazine on the depth of the national manager, and absorb the beneficial nurses of past research, our finalized "Chinese Manager's pain list" is composed of the following 8 pieces of content, we also call it HO people's top 8 painful sources: family, feelings, sex; enterprise external environment; work content, nature; work requirements; work returns; enterprise internal environment and cooperation; upper and lower relationships; corporate culture and management system. Among them, each type of pain is measured by many segment indicators in the questionnaire.
Soft pain, hard pain
From another perspective, the pains faced by the manager are also roughly divided into two categories. The one is mainly the challenge of manager needs to address the business performance indicators (performance) of the enterprise, usually due to the dynamics of the business environment, leading to these business indicators. This kind of pain is hard and can be measured by challenge attributes into overload. On the other hand, the manager must also deal with the incorusing of the organizational environment, including complex interpersonal relationships. Environmental factors affecting environmental factors in internal grant system, unclear responsibilities, and unclear responsibilities, manager People should have difficulty release of these environmental factors, and we call it "soft pain."
The survey found that, whether in state-owned enterprises, private enterprises are still in multinational companies, Chinese local managers are more or less confused with the above hard pressure and softness. Just in different corporate environments, the hard pain is different from soft pain. Pursuing the bottom, the pain of the manager is mainly from the manager's boss attribute. In fact, we can explore the different "pain" of the managers according to different boss environments.
Li Yuming, Executive Director of Wilken Head, believes that in state-owned enterprises, we can also divide these companies into "star state-owned enterprises" and "general state-owned enterprises" in terms of business and brand effects. Due to the "Star State Enterprise" directly affects the GDP growth of local governments, the pain of the manager of such enterprises is obviously more prominent compared with the general state-owned enterprise manager. In addition to ensuring the benign and reasonable growth of the company itself, their suffering must also assist the government to complete local economic growth indicators, local area employment, and necessary "economic prosperity", there is a complexity between local government officials. Soft pain such as interpersonal relationship. For example, Sichuan Mianyang Changhong, Zhuhai Gree, Hefei's Rongshida. Recent media discloses Changhong Ni Runfeng's retirement is the case of such "Star State-owned Enterprise" manager's pain. Relieve these pains, you need a manager "Adventures", however this is easy? Relatively speaking, the general state-owned business manager must be more comfortable!
Similarly, you can also divide private enterprises into "star private enterprises" and "general private enterprises". The manager of the general private enterprises is better than that of the "Star Private Enterprise" manager. The main factors of their pain are not composed of pain factors such as performance indicators or work itself, but the soft pain caused by the following factors:
1. Under the unclear authorization system, you need to complete the excessive power scope; 2. Trust is limited;
3. Internal interpersonal relationships;
4. Personal value and dedication are asymmetrical.
The pain of foreign-funded business managers is mainly from the pressure of performance. In fact, in China, some managers' flow cases have been apparent from this.
Painful
The setting of this pain index is based on the questionnaire. Each indicator has a weight on the size of the patient's pain, and the subject is comprehensively weighted on the pain of the subject on each indicator, eventually per grant. The questionnaire calculates a pain index. The full score of the pain index is 100 points. The master's pain index of the manager of this survey is 42.8 points.
1. Guangzhou manager's pain index is high
According to the survey, the pain index of Guangzhou managers reached 50.2, which is much higher than in Shenzhen, Beijing, Shanghai. It is close to Beijing and Beijing, which is 42.6 and 42.1, the lowest is the manager of Shanghai, the pain index only 35.8; from the perspective of gender, the pain index of female manager (44.2) is higher than male (41.9); Age, the lower the age, the lower the pain index, especially the people of 50, and above, 9 percentage points lower than the manager under 29 years old.
A professional manager who just went 3 years commented on his business and boss: "They always change to the evening, so that the managers are uncertain, and their commitments are often not chanted, to the head to pursue the responsibility, then take the manager asked. Specially like the boss of our private enterprises, one day to say that talent is hard to find, but the company's manager him does not trust, lack of standards for people, usually the boss says you, you can't do it, you can't do it. Let the manager suffer. "
2. The director-level manager is the most painful
From a position, the director and deputy director-level managers have the highest pain index (48.8), and the company's highest level manager "Chairman, President and Defense, Business Lord, Partner" is relatively low (37.6). Among the different nature companies, the manager of foreign-owned enterprises has the highest pain index (47.8), the lowest pain index is the manager of private / private enterprises (41.7).
"Some business bosses can only listen to good words, people who like to shoot the horses, instead of seeing the mid-to-saying people, causing a lot of so-called traitors, not working around, taking the empty heart thinking about others, taking a small report, rumor Medincinal injury. And some bosses not only do not protect the bluspies, but instead tell the people's mothers directly telling rumors, causing unnecessary internal contradictions, making dare to be attacked, a number of outstanding talents are squeezed, but The final result enables the company, and individuals have been greatly hurt. "An real estate company in Shanghai said.
In fact, in the game of capital and working, capital is always dominated. Whether it is a senior manager or the lowest layer of workman, there is no difference in essence, we always be a group of workmans in the second place. China's business boss never said that the treatment is very clear, a "I will not depend on you", I will admit it to the employment contract. When I go to pay, I can't be honored, but I said that you have this achievement today, it's not a company. How do you? Let the managers are gray.
3. IT industry managers have the highest pain index
From the industry comparison, the IT industry's manager's pain index is the highest (45.6), followed by the manager (44.9), "media, advertising, and public" industry, the manager of the living service industry and the post and telecommunications industry. The people's pain index is also relatively high. (44.7). The lowest pain index is the manager of the "Medical, Health, Health" industry (37.1), followed by the manager of "metal, non-metallic materials; oil, chemical" industry (38.9).
For new generation IT managers, more and more people are loyal to their own major, not enterprises. The manager may not make a commitment to the company, but during his tenure, there is a high investment in the work, which is fully dedicated to the responsible project. Under this theory, manager job hunting and hunt is only a problem. Typically, the manager is not only salary when making a hopping decision, including the temptation factors of the new position, such as whether it is an internationally renowned enterprise, the new company's employee atmosphere, etc. More and more managers have a "soft" factor such as business opportunities, interpersonal relationships as the key to hopping, and rarely consider "hard" factors such as high wages. In addition, the pain of the IT manager is also concentrated as the imbalance between work and life. Many IT managers work all the year round, there is no time to pay attention, causing family relationships and unhappy, and children are not kind to their parents. Work mad has become a hunting problem, and many companies in development require professional managers to work in the evening, and some industries also ask managers who cannot go home before they don't leave the company, and have to cooperate with the boss in the middle of the night. The working madness of the manager has no way to get root in the current environment.
Higher pain index, its sub-health index is also high
The so-called "painfulness" in the survey refers to the degree of pain in a specific indicator, and it is obtained by the subjective manager who is subjectively lying by the person, indicating that the manager is in real life. The severity encountered. In a total of 55 specific indicators, the manager feels the most painful "learning pressure on knowledge update", followed by the "Fairness of the Market Competitive Environment", "the company's internal talent loss" also allows managers Square pain. Among all 55 specific indicators, the manager feels the most painful "relationship with friends, classmates", the lowest painful degree is "understanding, support, support", "relationship with parents", etc.
From the 8 major painful sources of investigation, the most affected manager is "work content, nature", followed by "Enterprise Environment and Team", "Work Return" is also great. The smallest influence is "upper and lower relationship". Among the 55 specific pain indicators, the maximum impact on the overall pain situation is "salary than payment", followed by "the company's cohesiveness and team spirit", "Is it interested in work."
In addition, the patient's pain situation will bring realistic pressure and confusion to each part, thereby directly affecting the health of managers. We designed a self-test issue of health status in the questionnaire, and we measure the health of Chinese managers through a set of frequently occurring negative health. Like the calculation of the Manager's Pain Index, we have obtained an index that comprehensively reflects the health status of managers according to this set of sub-health, called manager "sub-health index", which indirectly reflects the daily work of managers and A variety of pain status in life is applied to the physical and mental health of the manager. The higher the sub-health index, the worse the physical and mental health of the manager.
The sub-health index of the overall subject of this investigator is 47.9. From this survey, the sub-health index of three urban managers in Beijing, Shenzhen, and Guangzhou is very close. The Shanghai managers' sub-health index is far below the other three cities, which indicates that the health status of Shanghai managers is the best, and the pain index status of Shanghai managers is basically consistent. According to the survey, the manager's sub-health index is at the age, the difference in the differences between the people's pain index, and the people who have high pain index are also high.
Balance in pain and happiness
Like other people, they must have their own pain, but at the same time, managers should also have their own ways to bear and resolve pain.
In the survey, we also noticed that in order to help employees alleviate the work pressure, enrich the amateur life, some companies will organize and organize activities. Overall, "Occasionally Organizational" has accounted for most (70%), and the organizational activities "more" and "very many" add only 18%. Another 12.5% of the respondents react to their companies never organize activities. For an active company, the most frequently organized activity is "dinner / entertainment", and there are also "tourism", "sports and other projects". How do you disclose pain for managers? Li Chao, deputy secretary general of Shenzhen Entrepreneur Federation, said: "The pain is dialectical, where there is pain, there is a problem of solving the problem, there is a space of improvement management. Since the painful manager can do such a big career, if the manager People will not be more brilliant. So pain is the opportunity to solve problems, and it is also an opportunity to improve management. The pain is inevitable, happiness is accidental, we must face difficulties and challenges, but also will Have an opportunity, so painful and happiness is inevitably looking for a balance with accidental. "
Attachment:
To speak less happy
Li Chao Yucheng Shenzhen Management Consultation Industry Association Standing Deputy Secretary General
At most of our company, there are too many people who love to talk, and people who do things are too small.
A fundamental question is: Do you have too much, too little? What is your work? Do you give the company to offset whether the internal consumption and negative effect is offset with your job; if you become the company's baggage and drag ...
In a word, there are more people who speak, there are few people who do practical things. If the employee said that the manager said the manager, the manager said the boss, anyone can evaluate someone, anyone can directly give the leadership It is said that others are not.
Whether it is good or bad, no matter what you express is good or not good, you don't have a high position, everyone is nothing, pointing to Jiangshan, it seems that everyone is boss, I like judgment on people; but Working up and there is no boss's mindset, screamed, pushing each other, each person turns into short working.
If we don't say so many boring, we don't say so much, we have more time to try to do our career, create brilliant tomorrow, and we also have a more brilliant tomorrow.
Tell your colleagues, don't evaluate that her is with non-, sincere to help her, tell her that you are concerned, care and appreciate her; talk to customers less, use action to prove that I am the best staff, our The service is the best, we are the best; talk to leadership, use action, service and performance, we are the best, we are the best, our department is the best; talk to family, use action Certification, I am working hard for my family, even if I will bear my grievances, I am willing to work in the best state, and repay your family to you.
