Enterprise is people: people are alive, and things are right

"Follow the public account

Reply "1" draws the signature book

Viewpoint/ Liu Run Master Pen/ Banapi Responsibility/ Yingying

This is the 1607 original article of Liu Run public account

Enterprises are composed of people. People are wrong, everything is wrong. When people are alive, things are right.

This is my particularly great feeling recently.

Because of the increase in internal entropy of enterprises, it is the reason why many organizations are frozen to death.

Entropy, this word is particularly popular at this time, but what does this mean? In simple terms, the degree of chaos increases.

For example, you packed the house at home and packed for a long time, and finally became neat. But the next day, it was discovered again. The probability of chaos is always greater than neat probability. As long as you don't clean up, you will be messy.

The same is true for the company. There is no control this time, and I will not worry about it since then. The more you don't care about it, the more chaotic. The more chaotic, the easier it is to have problems.

And if you want to fight against this chaos, the most important thing is to control the organization is to control the person.

Still this sentence, people are alive, and things are right.

How to do it?

I have 7 suggestions and can be used as a self -inspection list, and I hope to give you some help and inspiration.

1. Recruitment: Upgrade Recruitment

Where is the source of people? It is recruitment.

If you want to grow up, you must recruit people, and you must vomit new.

But what kind of person to recruit?

My suggestion is that you must recruit employees with higher average levels now, rather than find one casually. If the recruitment is casual, the business development will be very casual.

Oglvi, President of Oglvy Messer, gave each participant a set of toys when he opened the board: Russia.

A large hollow wooden doll, after opening it, there is a small hollow wooden doll, and then open it. There is a smaller one in it, and there can be 5 to 7 layers of layer.

The members of the board opened the doll to the last layer and found that there was a note inside:

If you always use only people who are worse than yourself, then our company will be reduced to dwarf; if you dare to enable people who are higher than ourselves, we will grow into giants.

Therefore, to upgrade the recruitment and recruit better people.

You can do this:

1. The superiors of the manager directly under the manager must participate in the interview and make final decisions. If the company is not large, CEO personally participate in the interview of each employee.

2. The standard of recruiting people is the ability of candidates to exceed the average ability of the team. This team can roll forward.

3. Direct managers have made mistakes twice in a row. New employees are at the bottom of 10%at the bottom, deducting the annual award of a certain amount of managers directly under the manager.

Recruiting people is not only the work of HR, but also the job of every manager.

Don't let your company become dwarf at the beginning.

2. Training: Taking the struggler -based

Employees, recruit, and then?

Then, to train. In addition to focusing on skills, training must also pay attention to culture. People are wrong, often because of the organization's culture wrong.

What culture is cultivation? Culture with struggle -oriented.

The struggler, summarizing a word is "bitter and deep."

Better is not afraid of suffering. It is normal to have suffering and grievances at work. But this person is not true, and always wants to coax, that is not an adult. It will work hard to cooperate.

Qiu Shen is talking about success. Because of the idea, if you want to change yourself, you will have a goal and work harder. It is not speculative, not stealing chickens and dogs, but to achieve value through struggle.

If a person is suffering, it must not be derogatory. On the contrary, it is a kind of praise.

Kazuka Daosheng once said that people are divided into three types: spontaneous combustion, ignition, flame retardant type.

Self -burning person, self -driving, self -burning. Not satisfied with the status quo, good at learning and reflection.

Those who ignite the type need to be supervised by others, and always push it behind.

People with flame retardant are cynical, dragging water. You can't order.

The struggler is the person who has been burning.

In the organization, they should be spontaneous people, at least to ignite people. Otherwise the organization is over. Taking the struggle -oriented, and then resolutely eliminated the lying one. Even, we must resolutely eliminate the wealthy lying.

A healthy organization should not tolerate laziness.

3. Evaluation: Review and punishment clearly

Recruitment, training, how should that person evaluate?

Many people do not evaluate. The score is excellent, and the performance is good.

But how is this possible? If the employees are very good, then why is your organization develop a mess?

Managers have a good mentality, which is terrible. Not only does it harm the employees, let the employees lose clear feedback, but also harm the organization.

The assessment should be clearly rewarded.

In my own company, I will score everyone in the team according to the principle of 271. Moderate pressure and vitality are necessary.

10%of people will get 2.5 points. That is, unqualified.

We must dare to say excellence, and we dare to say unqualified. Not qualified, theoretically there is no bonus.

70%of people will get 3.0 and 3.5 points. That is, qualified and good.

People in this part will get most and all bonuses.

20%of people will get 4.0 points. That is excellent.

Excellent people, excess bonuses, excess inspiration.

Evaluation is basic skills. However, what I want to say is that 271 is the means of assessment, not the purpose. I also hope you know why you want to evaluate this:

1. In a organization, you should not look at "relationships", but "performance". In the face of performance, everyone is equal. And let people with excellent performance get more returns.

2. Low points, not the purpose. Don't be immersed in power. The purpose is to help employees better.

The assessment is the method of thunder, the heart of the Bodhisattva.

4. Employer decision: put the right person in the right position

After each assessment, you should do one thing immediately:

Talent inventory. Put the right person in the right position.

Inside the enterprise, employment decisions must be one of the most important decisions.

But how should I take an inventory?

I once chatted with the former Vice President of Ali Human Resources Huang Xu. He said a good way to pay attention to the three kinds of people in the organization.

The first kind of person is your direct subordinate.

Direct subordinate, generally about 5-10 people. Everyone must be very clear. What is good and what is not good. Know your subordinates like your own palm pattern.

The second kind of person is your subordinates.

The subordinates of the subordinate, just grab the two ends. The first 20%, and the last 10%. There are about 10-20 people in this part. With both ends, the talent distribution of the organization basically counts.

However, the organization requires not only managers, but also business backbones.

Professional talents must not be forgotten.

So the third kind of person is a professional star.

For example, the best sales, the best programmers, and the best product manager, also find 10-20 people.

So you see, there are three types of people, there are 20 or thirty people, and there can be 40 or fifty people.

These people are the most critical people in the organization.

If you want to use people, you must first know people. This is the knowledge.

5. Value: Adhere to the system

In the process of the development of the tissue, we must have a rational brake.

What is the brake? It is values.

Adhere to the system and not be diluted.

If there are often people in the organization, "Hey, forget it, he is not intentional." "Don't worry, the performance is the most important, and the other opens with one eye closed one eye" is very dangerous.

Once, I brushed a short video, and it was really uncomfortable after watching it.

In the video, there was a Mr. Wang who found that a sales violated the values ​​and took a lot of rebates. But his first response was not punishment, but asked the secretary first:

How much income did he bring?

The secretary said 20 million.

The President Wang immediately said, let him take him.

With a bigger mind, there is no fish to clear the water.

terrible.

There is a saying that the accumulation is difficult to return. That's what you say.

If this sales have no problem with 200,000 buckles, then I take 50,000, 10,000, and 1,000 should be fine. I can't lie, at least, let's have a meal.

When they are like this, the organization is not saved.

You may find that half of people are bribery. When I want to deal with it, it has long been too late.

The issue of values ​​has never been a problem of unclear water, and it is a problem of poison whether water is poisonous.

Adhere to the system.

When the roots are broken, people are rotten.

6. Innovation: Stay away from the political center

When you have a struggler, you can put the right person in the right place, and the values ​​are very positive, it shows that the basic shelf of the organization is available.

At this time, you can do more important things, that is: innovation.

In the current environment, you will find that competition is more intense and consumer demand changes faster. Use your advantage to seize today, and use innovation to bet tomorrow.

However, innovation is easy to fail. Is there any way to increase the probability of success in innovation?

This is also the basic skill of employment.

An important cognition and suggestion is trial and error on the edge.

What's the meaning?

I sometimes have a deep feeling, and innovation often develops on the edge. Whether it is the development of the city or the development of the organization. Just like Shenzhen, during the reform and opening up, it was a broken small fishing village. But as long as there are policies, resources, and a market economy, there can be an amazing speed of development. This is the case, let alone a company. Many things are common. If you think about it, you know how to do it.

In an enterprise, when you want to innovate, you can also choose a "edge zone". Establish a new subsidiary and set up a new project team to be controlled by the headquarters and parent company.

Innovation, it is often rebelled, and it is easy to straighten if it is in the mother.

Increase the probability of innovation, I hope you can remember these three keywords:

1. Forget.

For new businesses, we must forget the successful experience of the past and forget the rules. In the past experience, it was dependencies. Along the old map, you can't find the New World.

2. Borrow.

However, the new business was too weak at first, without resources. At this time, the organization should give support. You imagine the new business as a newborn and allow him to borrow the resources of the headquarters. While supporting, let go bravely.

3. Learn.

In the process of innovation, continue to learn. Continuously recovery and summarize. Stop learning is to stop growing.

That's what it is.

For the edge, forget, borrow, and learn.

7. Continuous learning: self -improvement, organization growth

The last suggestion is to continue to learn.

Constantly learning is not a empty words. Since people are alive, their brains cannot be dead. Need to continue to absorb external energy. If a system is not input, there will be no development.

Learning is to continuously improve, and we must also find ways to make the organization grow.

Be sure to learn desperately. Read more, more common people, think more.

Like myself, I will list my task. In addition to the task of work, these tasks also have the task of learning.

Every time you study a topic, keep the study time every day, and will make progress.

People who do not learn are stagnant people, and they are arrogant people.

As an organization, how to grow? It is to let knowledge flow. Everyone learned, and then shared what they learned and turned into reused assets.

Let me give you an example, you feel. For example, it is very good to get one thing. They built a document called "I just ask".

Regarding work, you can ask everything, and everyone can, as long as you can help you solve the problem. And no one will criticize because of questions.

For example, I see such a question:

The classmates actively invited the campus operation teacher to visit her company. What should the campus operating teacher pay attention to?

Then, this is an answer:

I don't know what you feel?

I was shocked.

Specifically, real, close to actual combat Q & A. If there is such an atmosphere and precipitation in the organization, I believe the combat power must be strong.

This is learning.

Use learning to improve organization and yourself.

In this way, talents are alive.

Last words

Enterprises are people, people live, and many things become.

But how do you activate people?

Recruitment, training, assessment, employment, values, innovation, learning, one thing is indispensable.

Otherwise, the organization will become more and more chaotic. Things will become worse and worse.

Jobs said that excellent employees can top 50 ordinary employees. There may be more than.

Gates said that I dug out 20 people from the top, so I tell you that Microsoft will become a insignificant company.

Enterprises are people. People are the most important assets in the organization.

See what kind of person you are. See what kind of people in the organization.

Things are done by others.

When people are alive, things are right.

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