Mimo media recruitment

First of all, I want to declare that, in my opinion, the future employment relationship and superior-subordinate relationship will be weakened and replaced by cooperative relationship. Leaders are no longer orders to employees, but rely on them. The greatest value and capital of an employee is his talent, not his obedience.

But obviously, there is still a big gap between today's reality and my ideal. So, let's go back to the employment relationship.

In fact, this employment relationship is exactly the same as marriage.

There are generally three modes of high-quality marriage. First, the other party is awesome, has image, ability and status, so that you can be the other half of TA and do nothing. Just thinking about it is enough to make you feel proud and satisfied. Second, although the other person is not so awesome, he is considerate to you, so you really feel good to be with TA. Third, your self-worth in this relationship has been displayed to the greatest extent, just like a virgin's heart has just hit the poor.

The employment relationship is the same. First, there is a sense of honor, second, a sense of belonging, and third, a sense of existence. But in either case, it is the same state in the end, that is, it is satisfied.

So, if you are curious about whether a company is good or not, is it worth entrusting? Let me tell you a secret. Just look at the status of employees in this company.

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First, see if employees are willing to work for the company.

My friend jumped from company A to company B. I never saw him basking in the sun when I was in company A before. But not long ago, when he was traveling abroad, he made a circle of friends and saw the Logo of company B outside the internationally renowned film festival. That full screen of pride is vividly portrayed.

This is the sense of honor, as a member of the company, I am proud.

Last week, I saw two messages in the graduate WeChat group. A senior brother said that you can visit the Metropolitan Museum of New York for free by showing your company badge. There is also a senior in the group, inviting guests to experience the top hotels in Beijing operated by their own company, staying for two days for free and providing three meals.

Do you know what is more terrible than a company that cares about its employees? It is a company that can obviously make employees feel awesome by sense of honor. It even knows how to distinguish and change various postures to provide employees with exclusive privileges.

Overbearing and unreasonable, but I like it.

To tell the truth, I haven't felt the sense of belonging brought by this privilege for a long time. It was not until our company held an ecco internal purchase meeting that the average price of 350 a pair calmed me down a little.

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Second, look at the spirit of employees.

At the wonderful conference, Talia Liu, the boss of Honey Bud, said that because many staff members added WeChat when the program was recorded, it turned out that everyone forwarded the video of the wonderful conference in the circle of friends. She even questioned, doesn't this company have a publicity team and rely on all employees to promote their programs?

Yes, did Miwei Media recruit a group of fake employees? What's the deal in the workplace? What about the well-known "it's none of my business" excuse? Why don't you do what you have to do?

And from the media queen Mi Meng. No matter how her article is written, I admire her management of the company.

Mi Meng often says in her articles that the employees in her company are abnormal. At one or two in the middle of the night, everyone is still very high. 1 1 It's too early to leave. I can't wait to apologize. Every employee wants to live in the company, which can save commuting time and do more work.

Are you right? Is this the legendary unruly post-90s generation? This is clearly a desperate saburo, okay?

Good management can bring out the best in human nature. This is the answer given by Mi Meng.

She wrote a lot of thoughts and summaries about management. In fact, in the final analysis, employees have received maximum respect and recognition, so a strong sense of gratitude has given them unlimited mission and responsibility.

What does respect and recognition depend on? Nothing more than money and feelings.

I remember she once wrote an article saying that bosses who don't like talking about money are hooligans, and many people stood up and applauded this topic. From the perspective of management, Mi Meng really grasped the true meaning.

Giving money is of course a cost to the company, but it is of great significance to motivate employees. Don't be reluctant to give money.

Many great managers understood this secret in advance, so there were Jack Welch, Ren and Shi Yuzhu before, and then Mi Meng. They all know that paying a high level of salary is relatively low for the company.

Because it means getting a higher level of dedication and a stronger sense of belonging from employees. One more skilled job means saving the company a recruitment and training cost and potential failure risk. From this point of view alone, the advantage of cost performance has been highlighted.

Pay first, then talk about feelings.

What exactly does emotion mean? How to weigh?

You let employees do what TA likes to do, give TA full trust and authorization, and recognize TA's achievements. Self-worth has been reflected, and this is feelings.

The money is in place, and feelings are really that easy.

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Third, look at the attitude of resigned employees.

I think resignation is the most similar point between employment relationship and marriage relationship. People often say that breaking up is a matter of personality. In the same way, leaving a company can best reflect the quality of a company.

Obviously, employees leave their jobs, their hearts are gone, they are still persistent, and they will still run around. Tell the truth, why bother? Can't we get together and part? Do we have to tear each other apart?

The best example of civilized breakup is Secretary Dakang.

After the divorce agreement is signed, it is not a husband-and-wife relationship. However, the secretary of Dakang has met all the requirements of MC Jin, and he wants to send a car and accompany him when he enters the airport. Even MC Jin, who complained for half her life, admitted that Secretary Dakang was very moved by her divorce. I suggest that you take a look and learn the story between the two men signing the divorce agreement and MC Jin being taken away.

If you leave your job, leave a good thought for your employees and talk about your old club in the future. Stop bragging, at least don't gnash your teeth. After all, not everyone can eat before revealing.

In the consulting industry, there is a company that everyone admires, called McKinsey. This company specializes in management consulting for enterprises and is responsible for solving various intractable diseases. As a doctor for a long time, the mechanism established for myself is naturally the result of stress.

In McKinsey's management mechanism, there is one thing I particularly admire: he regards the departure of employees as graduation. More subtly, they also set up alumni files for all employees who left their jobs.

Here, everyone's departure is decent and they are blessed by their old club. Mckinsey has set up a special department to contact these graduates on the alumni list, such as inviting them back to participate in company activities from time to time.

Do you think this is unnecessary? Waste of resources?

But guess what?

McKinsey has established a circle of alumni from all walks of life, and they have all become good predecessors of McKinsey. Once my current company has related business needs, my old boss comes to mind first. Thus, through this alumni circle, McKinsey has gained rich returns.

You regard your former employees as a burden, but can they become resources and services?

I'll take it anyway

There is an old saying in the business world that customers should be regarded as gods. Therefore, many companies have played service cards, and in order to leave unforgettable experiences for customers, they do not hesitate to let employees pretend to be grandchildren.

Do you think that employees are grandchildren, and they can be willing and considerate?

Fu Yahe, a great management tutor, once said that the essence of the company is two kinds of exchanges: the first is the exchange between the company and employees, and the company pays employees in exchange for paying; The second is the communication between employees and customers. Employees provide services to customers in exchange for performance.

Employees are the link point of these two exchanges, and the most basic logic of exchange is equivalence. If a company wants to please its customers, it must do so by pleasing its employees. The company regards employees as gods first, and employees can regard customers as gods.

Sincerity can be exchanged for sincerity, which is true in employment relations and marriage relations.

If you want to save costs from employees, expect employees to work harder to help you earn performance. For such a company, I can only send a blessing: you can grow snacks!

If you like my article, you can contact my great strategist to arrest the ship. Hehe, I wish you success ~ ~