First of all, there is no necessary connection between low academic qualifications and poor moral quality. There is a proverb in China: Go near Zhu Zhechi and you will be hacked. Similarly, for local enterprises, "Zhu" and "Mo" are our corporate environment. Yes, low education may have some obstacles in some aspects of thinking and understanding. As long as it doesn't affect your work progress and efficiency, low academic qualifications can't be the reason for "difficult management". To be sure, it is more difficult. As long as we find the right starting point, things will be much easier.
Secondly, obviously, our team is unhealthy, and only a healthy team can create high benefits. So, what is a healthy team? The health of a team depends on two aspects: the management of team leaders and the team members themselves. They are equal and mutually beneficial. As a leader, you must find the answer in the following four links: self-breakthrough, respect for the team, understanding the team and caring for the team.
Leaders and managers must first break through self-leadership and self-management, set an example, be strict with themselves, be clear about rewards and punishments, and speak with facts ... These are all shocking influences on team members. At the same time, provide the team with fair promotion opportunities and opportunities to realize self-worth, so that everyone has hope and hope, and your ten efforts will be rewarded!
As for how to respect, understand and care for the team, I won't describe them one by one because of the space problem.
Third, we must find out where the chaos began. Maybe we didn't do well in the previous four links, maybe we didn't have executable rules of the game, maybe we didn't do our best in employing people, maybe ... calm down and sort out ourselves, such as who is responsible for you in management? Do you do everything or do everything yourself?
Fourth, it's time to form a core team. Four elements of building a team: values, specialties, complementarity and personal potential. It is not enough to have your own core team. You should trust them and let them show their talents as much as possible. It is suggested that two responsible persons with "mass base" among the existing employees join the core team (if there are relevant managers who have failed to perform their duties, consider whether it is necessary to replace them), and then recruit one or two talents who understand management and have high cultural quality. He will help you formulate, revise and improve the relevant rules and regulations of the company.
Fifth, gradually establish a factory-oriented, fair competition and national welfare corporate culture, thus enhancing employees' sense of belonging. This kind of corporate culture, which I used to call post-culture, is a tailor-made corporate culture, making employees "literate". Leaders and managers of enterprises are instigators of this culture.
Keep people careful, be careful to do your best!