Inspirational articles on employing people's thoughts

Nine inspirational articles on employing people's thoughts

1, recruiting people is recruiting talents.

Everyone is unique and has his own talent. But talent is limited, and everyone must have corresponding shortcomings. Many IT gods are very powerful in professional fields, but they are social idiots in life and can't handle interpersonal relationships well.

When recruiting employees, the requirements of each position are different, and the abilities and talents needed are different. For startups, the most difficult thing is recruitment.

Many people were recruited and many people left. Only by finding the right person can the company's labor cost be reduced. Therefore, in the interview, we should know more about the applicant's views on the position. Recruit talented people who are interested in job applications. Hard work can determine the lower limit, and talent and interest can determine the upper limit.

"Talent" is the guarantee of ability. "Interest" is the inducement to develop one's talents. Talent+interest+effort = great god.

2. Vigorously reuse young people

The management personnel of a company shall not exceed 20%, and the rest shall be special forces personnel.

The company's cartoonists were absorbed in their work, and the goddess of short skirts passed by unmoved, with only the drawing board in their eyes.

There are many tasks, but they have been completed with good quality and quantity. This is a typical talent for performing combat.

Only 20% employees in the company have rich experience and work experience, and 80% employees don't need experience, but need strong execution.

In our company, the fresh graduates of the marketing department have made outstanding performance, and about 20% of the top special forces personnel earn more than 10k a month.

Practice has proved that young people are more motivated and executive than those old birds in the workplace whose children are sick today and go back to their hometown to visit relatives tomorrow.

Enterprises should vigorously reuse young people and give them more opportunities. They are full of fighting spirit and dare to try new things. The vitality of the team determines the fighting atmosphere.

What enterprises need is elite force. The urgent task is to go into battle to kill the enemy.

Some people are in their thirties and want to find a job with a monthly salary of 3K. Some people are in their early twenties, and their monthly salary ranges from 3K to one year 12K. This is the gap in combat effectiveness.

3. Self-disciplined employees need to be reused

Among employees, self-disciplined people are definitely worthy of promotion and reuse.

A self-disciplined person is very demanding of himself and will do better.

Last year, two employees entered the company at the same time, one with the highest performance and the other failed to meet the standard.

One arrives at the company half an hour early every day and enters the working state. Today is the end of the day. Go to the gym at a fixed time after work. The other is to rush to work every day, step on the clock, put it off again and again, and don't want to work if something goes wrong.

"People who are not self-disciplined are slaves to emotions, desires and feelings."

Now, one of them is a project manager who leads a team of ten people, and the other is still doing odd jobs. Your success depends on your attitude.

Self-disciplined people let thoughts determine actions, not emotions. Self-disciplined people can correctly handle the relationship between work and life, and then enjoy working life.

4, refused to airborne troops smoothly.

The workplace is like a battlefield. What the company needs is an active and loyal army, which will fight wherever there are instructions.

Therefore, I am determined not to use veterans and airborne troops.

The old slick bullied the new employees with his seniority. The tasks assigned to him, he pushed to the newcomers to do, sitting and drinking tea by himself, receiving awards for meritorious service, and having the top of the newcomers.

Manage a small team and resist new plans that are bad for you.

Companies don't need lazy and passive people, let alone employees who may defect.

There are no airborne troops in my company, and the management is trained from within the staff.

Because airborne troops are capable and destructive.

The company where I worked last time is a bloody example.

The boss parachuted a cow as vice president. The value created by this person for the company is hard to see in the short term. He stayed in the company for less than four months and poached more than 20 backbones. Start a new stove and compete with the company. Is such a thing rare?

5, three kinds of employees must be fired immediately.

Don't boast that you have been in the workplace for many years and have read countless people. When you meet these three types of employees, you must dismiss them immediately. Don't expect them to understand the tolerance of the company.

? Rule the army with an iron fist, and employees who make "political mistakes" must quit.

An old colleague was very capable, but he didn't put all his energy into the company. On the contrary, he often uses the company's resources to earn extra money by taking private jobs. He never participates in team building and does not share experience. Not only that, but also hide the results of team work. Finally, set up a new portal with the whole team and run a business similar to the original company.

Employees who are unwilling to pay for the team and conceal their achievements are likely to be invisible traitors. This kind of employee who "has a heart and a heart" must be fired immediately.

? People who have a lot of personal affairs during work must clean up.

There used to be an employee who worked as a Taobao shop and received various express delivery at 5 pm every day. It is a pleasure to deliver goods to work and collect money after work. I went to Hong Kong for shopping at the weekend, and I wanted to find her temporarily, not to mention that I couldn't see anyone, and I couldn't even get through the phone. Another employee's performance is barely up to standard, and he always asks for leave for various reasons. I left in a hurry, left my computer on, and many chat windows popped up. It turns out that he spent five QQ hours at work, chatting with all kinds of young women, and his mind was spent elsewhere, so how to do a good job.

People who don't concentrate on their work during office hours and spend a lot of time dealing with private affairs must clean up the company and can't do it for free.

? Those who refuse to mend their ways must be expelled.

People are not sages, and mistakes are inevitable in their work. But find a way to solve it as soon as you find it. Instead of sticking to your own opinions and not changing your mind.

There is an employee who seldom makes big mistakes, but keeps making small ones. He pointed out the mistake and apparently agreed, but he was determined not to change it. Once you commit a crime again, it's not a matter of working ability, but an attitude. The rivers and mountains may change, but not one's essential nature

People who often make mistakes in the details of their core business and refuse to change their minds after repeated education must also be dismissed. Don't be afraid to fire people. People who are not suitable for the development of the company will delay his time by staying. Changing jobs may be more helpful to his career.

6. The assessment system is essential.

Evaluation system is the best way to check the work situation. The company conducts an evaluation once a week. If you don't meet the standard this week, make it up next week. Accumulate and complete monthly indicators, that is, monthly assessment. Then decide rewards and punishments according to the assessment results.

Yu said: "A good enterprise organization system lies in establishing a scientific and fair assessment mechanism. If the mechanism is unfair, it must be a bad mechanism. "

The assessment system of New Oriental is commonly known as "ass decides head", which means that if you do the right thing, income and profit are natural results. New Oriental returned to the right track through quantitative indicators, its performance soared and its stock rose to $50.

The history of more than 20 closed companies: companies that pretend to be high-powered have all closed down! Many people have seen it, and they all know that not all companies can be like Google, without examining open management. After all, the quality environment of talents is not a grade.

Morning tea and afternoon tea every day; Work for five hours and rest for three hours. 10 come, 16 go. This is not a business, but a ticket game. Not responsible for investors, not responsible for the company, and wasting employees' time. Therefore, the evaluation system is necessary. Through the assessment system, the binding force of management can be improved, and then the execution of employees can be improved.

7. Organizational system is more important than talents.

The cow you see is not necessarily a real cow. Many "experts" with great network influence have a failed entrepreneurial experience for several years to fool laymen. People in the industry know very well whether they are proficient in this industry. Real gods are high-profile and low-key.

Therefore, companies don't have to bother to find so-called "talents". A good organizational system is a mechanism to explore talents. Li Yinan, former vice president of Huawei, left his post twice. Huawei works without him, but he plays himself in prison.

Only under a good organizational system can talents exert their benefits. Jobs said that an excellent programmer is worth 50 ordinary programmers and belongs to a specific industry. In most industries, no matter how strong the ability is, the value created is not as good as that of three ordinary people.

Therefore, companies need to activate labor value through organizational systems. The organizational system and assessment system complement each other, and can play the greatest role from management to ordinary employees. In order to maintain strong execution, the company appointed auditors to ensure the quantity and quality of employees' work.

In order to ensure the quality of the company's products and services, the company has issued operating procedures and standardized acceptance requirements, and employees have clear work objectives and can better complete their work. In order to promote fairness, the company introduced the regulation of automatic promotion. Employees will be automatically promoted if they complete a certain business with good quality and quantity. Whether employees' efforts are appreciated or not depends on yourself. /kloc-promoted in October, employee-deputy manager-project manager, salary from 3K to 10K, but only two years. Only by cultivating existing employees can we continue to recruit.

8. Clear division of labor and appropriate decentralization.

The company has just started, and I did everything myself. From paying taxes to recruiting, even the network should be installed in person. I am getting busier and busier, but the employees are chatting. I realized that I had to get rid of trivial things.

When the enterprise grows, the boss takes care of everything, and the enterprise is not far from bankruptcy. Proper decentralization and giving more power to subordinates can not only promote the progress of the company, but also improve the ability of employees. Since giving the project manager more autonomy, the company has made great achievements in talent management and built several strongest teams. Healthy competition between teams.

In each team, employees have a clear division of labor, and strong people emerge within the team. From employees to managers, everyone's potential is stimulated, which will be a bottom-up driving force.

9. Corporate culture of "conquest"

Excellent corporate culture can affect employees' spiritual world and change their working attitude.

At the beginning of the company's establishment, the industry competition was fierce, and we were able to stand out from the Red Sea only because the company promoted "conquest" as a corporate culture.

Employees dare to carry things when they are in trouble, and they can break them when they are killed. From passive to active, the problem is from shirking responsibility to actively admitting responsibility.

Huawei's "wolf" culture is known as the classic of corporate culture. Shi Yuzhu also said, "Get rid of rabbits and attract wolves into the room." Enterprises should put an end to "white rabbit" employees and let them fight like wolves. A capable person should be the first wolf of the team and lead the team forward.

A 94-year-old sister paper of the company has a strong fighting capacity and its monthly performance exceeds the standard. The bonus is higher than the salary, and the monthly salary is over 10,000. Try to give her a few newcomers for training. After a few months, the newcomers she brought out are as good as her. It can be seen that a good employee can not only fight, but also lead troops.

"It is easy to start a business, but difficult to maintain"

After starting a business, I found that no one was born to operate and know how to manage. I learned it in the process of keeping my job. In the process of learning management, I also re-examined myself. The process of starting a business is a self-knowledge process. The business road is long, but it still needs to go up and down.

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