Problems in the work style of cadres:

1. The work style of a few leading cadres is floating. There are few work inspections and implementations. They are satisfied with listening to reports and reading materials, and do not understand the underlying situation. There are many people who float on the top, but few go deep into the grassroots. There are phenomena such as telephone dispatch and remote control command; even if they go down to the grassroots, they are just scratching the surface, just looking at things, not understanding the opinions of the masses, not mastering the work at the grassroots level, and not knowing the demands of the masses.

2. There are also a very small number of cadres who do not have a strong sense of organizational discipline. They are free and undisciplined, take off work at will, chat online, play games, socialize and make friends, do business or engage in a second job to make money. During the survey, some interviewees also reported that it was difficult to find people to serve in township governments, and township cadres often went to the countryside to find people.

3. Individual cadres have no concept of the masses, weak service awareness, and poor service attitude. Some are still emotionally distant from the masses, and even have the idea of ????privilege. They "show off" in front of the masses, are not enthusiastic enough towards the masses, are "cold", "hard", "horrible" and "pushing", and shirk blame when receiving the masses. There are even a handful of cadres who refuse to do things if they are not given benefits, and do things indiscriminately if they are given benefits. There is still a phenomenon of "eating, taking, getting stuck, and asking for".

Rectification measures:

1. Increase education and training to improve the ideological and professional level of cadres. Regarding learning as an important work content, all units should carry out more concentrated learning and urge individuals to self-study; the Municipal Party School should carry out cadre training all year round. We must attach great importance to the leading role of mainstream culture in party conduct and people's conduct.

2. Establish and perfect the system, and use the system to manage people and affairs. Introduce the concept of enterprise management into the cadre management mechanism, clarify responsibilities, combine rewards and punishments, and activate the enthusiasm of cadres.

Adhere to multi-level, multi-channel, and multi-angle evaluations, implement a performance disclosure system for cadres, and enhance the transparency of assessment work. Fourth, we must pay attention to the application of evaluation results, promote development with pragmatism, judge merits and demerits based on performance, use the evaluation results as an important basis for the selection and appointment of cadres, rewards and punishments, and encourage and spur cadres to work actively.

Extended information:

Causes of the problem

1. Weak sense of purpose. A small number of cadres have insufficient moral cultivation, have forgotten the purpose of the party, and do not care about the interests of the masses; they are serious about hedonism and strive for good units and positions, and no one wants to take hard and difficult positions; they lack enterprising spirit, neglect to learn, and lack of business knowledge Keeping pace with the times has resulted in low work efficiency. A small number of leading cadres have serious official-centered thinking and weak public servant consciousness.

2. The incentive mechanism is imperfect. In terms of political treatment, the reform of the cadre personnel system is not strong enough. Some cadres are restricted by age, status, education and other conditions and have no hope of political development. For example, it is difficult to promote cadres in the public service establishment, and it is difficult to communicate with ordinary cadres. Affects motivation.