Recently, an employee of an operator broke the news that the year-end bonus was 200,000+, which attracted attention.
Some people criticize that it is not good to show off wealth in such a high-profile manner, to be modest, and to make a fortune in a muffled voice.
As I have expressed in the previous article, this is a good thing, and it is a sign of the improvement of the status of the operator industry, and it should not be hidden.
Not surprisingly, my views have been met with a lot of criticism.
If today's operators have improved a little bit, and the development of digital business has made a little progress, what does it rely on?
Is it the hard power of its own products, services, and technology?Not really!
It depends more on customer relationships, on monopoly network resources, on throwing a lot of money, you want to say that this is also part of the strength of operators, I don't object, but these strengths are unsustainable, when the customer relationship is always used up, how far can you go by relying on network resources to sell digital business, and how long can you spend money?
If operators want to go further on the road of digitalization, they still need to have their own competitive products, services, and mature operation systems
By ecology?This is!
Relying on crowd tactics?This is a fool!
After all, it still depends on talents!
If you go to the operator, you will know how short of talents, technical talents, product talents, and operational talents there are in today's operators
Cultivate yourself?Unrealistic, one is that the time is too long, and I can't wait;Second, the current internal environment of the operator can not cultivate really excellent talents, can only rely on the introduction, continuous, continuous introduction of a large number of people, until the effect of blood exchange, not long ago the SASAC led a team to Huawei to study, calling on enterprises to learn like Huawei, what is the most worth learning from Huawei?It's not about the organizational mechanism or management method, it's about the people, the people of Huawei.
So how can we bring in high-quality talent in a sustainable and large number of ways?
Quite simply, by money. That's what Huawei did.
Ren Zhengfei famously said that as long as the money is smashed enough, it will become a talent if it is not a talent.
Therefore, I think that the more information such as the year-end bonus of 200,000+, the better, and the wider the spread, the better!
As soon as the talents outside look at it, those ** in the operator company can get a year-end bonus of 200,000 yuan, and I can't go to heaven where I go?
In this way, the effect is achieved, and the operator can achieve the purpose of gathering talents from all over the world and using them.