When Shi Yuzhu invited Ma Yun to tea, he asked: "Old Ma, the bad guys in the company are more harmful, or is the little white rabbit more harmful?" Ma Yun said "Little White Rabbit", and the two argued fiercely, and Shi Yuzhu was convinced. He went back and thought about it, and directly opened 133 of the 160 cadres of the giant network.
At that time, it was 2015, Shi Yuzhu had retired to the rivers and lakes for a long time, and the first thing he did when he returned to the giant was to open people, leaving only 27 cadres, and the six-fold management level was reduced to three.
Everyone was stunned, why was Shi Yuzhu so ruthless?
After the listing of Giant Network, everything became regular, and after Shi Yuzhu arranged for the first person to take the position, he retired in 2013 to enjoy life. As a result, as soon as he left, the giant's performance development plummeted. Shi Yuzhu had no choice but to return to the giant's power two years later, and before going back, he had tea with Ma Yun, and there was a ...... the story behind
Why is the "white rabbit" more harmful than the "bad guy"? What is a "White Rabbit"?
The little white rabbit has a very good attitude, goes to work on time, has good popularity, and sometimes works overtime and is very diligent, but this is often terrible, because he is good at everything, but he just has no results. You can't bear to get rid of him.
But if you keep him, he will slowly grow into a big white rabbit, give you a bunch of white rabbits, and in three or five years he will become a manager, director or store manager, and the result is that the white rabbit can only bring out more white rabbits, then your entire company is a good person, and there is no result. Then follow the boss to get 2000 a month, and I am also willing to eat bran vegetables, anyway, boss, don't worry, I am loyal to you, life is your person, death is your ghost, and in the end this company will be dragged to death by these people.
The "bad guys" have some behaviors that can be detected and vigilant, and the harm they cause is short-lived, and they will be dealt with when they are discovered, and there will be no great harm.
Therefore, the White Rabbit is the company's top killer, to see if a company can go far, it depends on whether you can "kill" the White Rabbit.
Moreover, after the company has reached a certain stage of development.
Capable employees leave their jobs.
Because he can't get used to some of the company's practices.
If you quit your job, you will soon find a good job.
Poorly qualified employees are left behind.
Because I couldn't find a job after quitting.
After a long time in the company, he has become a middle and senior level.
This phenomenon is called the Dead Sea effect.
The end result is to weed out the strong and leave the weak.
The boss goes bankrupt and the company goes bankrupt, so it is necessary to set up a suitable compensation mechanism.
For example, in the salary of salesmen, the "basic salary + commission" model is eliminated.
Wrong mode: the company's salesman has a basic salary of 3000 and a commission of 8%, so that new employees cannot enter, and old employees are not motivated.
Correct mode: the commission remains unchanged, the monthly salary is increased to 5000, and the basic salary without responsibility is 2000 and the basic salary is 3000.
The basic salary of no responsibility is 2000, which everyone can get. (Guarantee the basic livelihood of employees).
The basic salary is 3000, which is linked to the performance The performance is divided into: weekly performance, upper and lower performance, and monthly performance.
Complete the weekly performance: take 250 4
Complete the first and second half of the performance: take 500 2
Completed monthly performance: Get 1000
There is no stage that is not completed, so that employees can maintain a sense of crisis at any time.
Jack Ma once said: Only "mechanisms" can really inspire people's hearts, because bad mechanisms can make good people bad, while good mechanisms can make bad people good.
A well-established set of mechanisms includes:
1. Recruitment management: solve the problem of having people to do, and scientifically and effectively select talents for enterprises.
2. Training plan: solve the problem of job competency, let people become talents, and cost becomes capital.
3. Job analysis: solve the problem of knowing what to do, and do the work quantitatively and digitally.
4. Salary incentive: solve the problem of being willing to do it, so that capable employees can eat and drink spicy.
5. Performance appraisal: solve the problem of hard work and let employees challenge the performance limit.
6. Promotion channel: solve the problem of long-term work, so that employees can continue to stay in the development of the enterprise.
7. Organizational structure: solve the problem of enterprise development, plan the development of 3-5 years, and let employees see hope.
Many bosses complain that employees always can't stay on job, refuse to work overtime when they get off work, and don't have the motivation to mess around all day, in fact, it's not the employee's problem, but your company's mechanism is too bad.
If you want employees to be automatic, the boss must be able to design the salary.
I have put the above information on the implementation of a complete set of management systems in the "Salary Design and Huawei Management Law" linked below, and there are more detailed explanations of the practical methods and cases of design
Our services:
1. Equipped with online micro-classroom and live course learning.
2. Equipped with 1-to-1 consultation and guidance services from teachers.
Less than the money of a meal solves all the problems of starting a company.
Click on the link below to purchase now.