Hi, here is HR New Logic (HRL).On December 9, Liu Qiangdong, the founder of JD.com, replied to employees' comments on the company's intranet, which attracted the attention and thinking of many people. 
After reading Liu Qiangdong's reply, many netizens said:"Brother Dong, it's good!Dare to face up to the problems that arise in the organization. ”"There are really fewer and fewer bosses who can listen to the opinions of the grassroots and respond in a timely manner......Liu Qiangdong's reply really warmed the hearts of employees and won praise from netizens. 
A long article from an employeeLiu Qiangdong's replyThe cause of the incident was on December 6, more than a year after joining JD.com, an employee of the operation post posted a thousand-word long article on the company's intranet, talking about some existing problems of JD.com from his own perspective. The following issues were mainly mentioned in the long article of JD employees:Question 1:The mechanism is complex, the initiative of the big promotion is poor, and the nodes follow the flow and do not plan their rhythm and intensity in advanceQuestion 2:The linkage of departments is poor, the communication and collaboration of various departments are not smooth, and the cohesion between departments is not enoughQuestion three:The platform ecology does not support POP merchants enough, and the implementation of low price mentality is not in placeQuestion 4:The enterprise organization is bloated, the approval process is lengthy, the restriction is high, and the efficiency is low. For the above staff's opinion letters,Liu Qiangdong's reply mainly contains the following parts:1. Affirm your point of viewAt the beginning of the reply letter, Liu Qiangdong affirmed the employee's opinion, and he wrote in his reply, "I think what this brother said is really good, it can be said that every sentence points to the company's pain points, which are all real problems, and must be changed, otherwise we have no way out." "It not only praised the employee who dared to make suggestions, but also affirmed the employee's opinion. 2. Summary of problemsIn the letter, Liu Qiangdong emphasized the existing problems of JD.com: We say that customers come first every day, but we think about ourselves everywhere in our work!We often say that we only do the first thing in battle, but we defend everywhere and never think about how to take the initiative!Many people talk about innovation every day, but they plagiarize and follow others every day. 3. Take responsibilityAfter talking about the company's problems, Liu Qiangdong also did a self-inspection: There are so many problems, of course, I am not managing well, and I blame myself very much. But anyway,I won't lie flat, and I hope my brothers won'tNow the organization is big, bloated and inefficient, and it does take time to change. 4. Stabilize the morale of the militaryThe last is the expectation of JD: I hope the brothers will be more patient, there are still many brothers who dare to tell the truth and insist on fighting, and the foundation of JD is still thereI believe that we will definitely get out of the valley, any person, any company will go through several peaks and valleys to achieve greatness. Liu Qiangdong's intranet reply is a good proof that he has been paying attention to the dynamics of front-line employees;The short reply not only encouraged the morale of employees, but also united the hearts of JD people, and put forward expectations and prospects for the company's future development. 
About bloated tissuesJD.com has been "**The number of employees of JD.com has increased from 150,000 in 2018 to more than 540,000 by the end of 2022Bloated organizational structure. However, Liu Qiangdong realized this problem early on and intervenedFor nearly two years, JD.com has been grappling with issues such as bloated organizations. In November last year, JD.com launched an organizational changeLiu Qiangdong directly eliminated the last position of nearly 2,000 management teams and comprehensively reduced salaries, and carried out a major reorganization of the management. In April this year, JD Retail started the biggest organizational change in five yearsThe original business group system will be changed to a business division system, and the business department will be divided into specific business units according to subdivided categories, and the full responsibility will be delegated to the person in charge of each category ......The purpose of this major organizational change is to make the middle and back office departments of JD.com light and thin, reduce the communication costs of the front and middle and back offices, and improve the operational efficiency of various departments of the organization. Through organizational change, JD's decision-making link will be shortened, the response will be faster, and the organizational action will be more agileIn the end, JD.com's operations will move towards the core of its business strategy"Cost, Efficiency, Experience".Near. and then in May this year, Jingdong changed its coachLiu Qiangdong's series of actions can be seen that he has been devoting his energy to long-term strategic design and streamlining the organizational structure. There's a good saying:"There is no best organizational structure, only the right organizational structure. ”At each stage of the development of the enterprise, the organizational structure needs to be adjusted appropriately, because as the enterprise grows, the vast majority of enterprises will face these problems: long organizational processes, overstaffing, bloated organizational structure, and reduced organizational flexibility, ......Therefore,How to correctly adjust the organizational structure and alleviate the symptoms of organizational bloated is a proposition that every enterprise must think about. 
From Liu Qiangdong's reply3 thoughts to be raisedRegarding Liu Qiangdong's reply to employees on the intranet, it triggered the following three thoughts of Xiao Logic:1. No matter where you are, you must not lie flatLiu Qiangdong emphasized in his reply that "I won't lie flat, and I hope that my brothers will never lie flat!."With the increase of workplace pressure, some people in the workplace will shout the slogan of "lying flat" when they encounter work problems, but small logic believes that lying flat does not solve the problemLying flat is simple, but it only gets worse when you lie flat. I saw such a post on Zhihu some time ago:
The landlord and his good friend graduated from the same school, but the landlord insisted on lying flat, and after graduation, he did a job with a salary just enough to survive, but it was very leisurely, and he "retired" early;Good friends are bent on making money, wear many hats, and always want to climb up, and even go to pay money to learn English on weekends. At first, the difference between the two people was not obvious, but 3 years after graduation, I still got a salary that was enough for food and clothing, and my friend had gone to a larger company to become a supervisor, obviously they all graduated from the same school, why is the gap so big?Under the post, some netizens commented:Because while you're enjoying lying flat, your friends are widening the gap with you. The gap is not terrible, what is terrible is to stay motionless and stay in place. So, whether you're in a long-time senior management or a busy grassroots level, move towards a higher goal. 2. As the founder and manager, we should cherish the good employees who are sincere to the companyIn the long article of JD employees, we can see that he is just a newcomer who has been in JD for more than a year, but he is very anxious about the problems of JD.com, and it can also be seen that he is an employee who really wants to do things for the company. Nowadays, the founders of most companies are sighing:"There are really fewer and fewer employees who are willing to really think about the company." In fact, it is not difficult for employees to sincerely think about the company, and the company's management must dare to affirm and encourage in timeThrough incentives and other means to guide employees to the company. 3. Open your voice and listen to the voice of the grassrootsIn addition, in order to encourage such employees, the company can set up an "employee suggestion mailbox" to broaden their voices, not only to understand the voice of employees, but also to get advice on the development of the company from different perspectives. Standing at the top of the management,Reading opinions from the mailbox can shorten the distance to the front line, and can also shorten the relationship ...... with employees in the letterFor the Human Resources Department,The establishment of an anonymous employee mailbox can directly hear the voice of employees, which is more conducive to the development of human resourcesIn addition, it is also a kind of employee care initiative to regularly provide feedback on useful opinions from employees and communicate solutions together, so as to promote human resource management. Liu Qiangdong's reply is a good example, which not only pays attention to the dynamics of grassroots employees, but also obtains suggestions from the grassroots. It is very rare for the boss of the company to have such a clear understanding, which is also the most valuable spirit of private entrepreneurs!