Which Internet company's salary is the most powerful? Is ByteDance really so fragrant?

Culture is the lifeblood of the sustainable development of enterprises, and excellent corporate culture is an inexhaustible motive force to promote the sustainable development of enterprises. If an enterprise does not have its own corporate culture and spiritual support, it is equivalent to having no soul.

Throughout the history of enterprise development in China, the corporate culture in different periods is different. From the process of the formation and development of corporate culture in China, it can be roughly summarized into four stages: first, the exploration stage; The second is the initial formation stage; The third is to gradually complete the stage; The fourth is the stage of gradual improvement.

Take the history of Huawei's cultural changes as an example. Corporate culture originated from military culture, which is to stimulate employees' work enthusiasm with militarized management. Later, the corporate culture gradually became clear, defined by wolf culture and focused on teamwork. Later, the corporate culture was brought into full play, requiring each employee to maintain keen insight and forward-looking thinking in their respective fields, cooperate with each other and take care of each other. But such a corporate culture has one of the biggest drawbacks, which is to turn employees into simulators.

In fact, the formation and development of an excellent corporate culture should be closely related to the actual development of the enterprise, the future development trend in this field, and the improvement of employees' happiness index, so that employees can grow in interesting jobs.

Recently, I saw a question bluntly: "Which Internet company is the most' powerful'?"

The comment area below was instantly screened by ByteDance, one of which was very thoughtful, and it also bombed many post-90s generation whose annual salary was not less than 40W+.

Seeing this, some people have doubts. Is ByteDance really so fragrant?

As we all know, ByteDance is a "young" company, the average age of employees is less than 30 years old, and the corporate culture is also the most attractive to young people. In the company, everyone calls each other classmates, not leaders of traditional industries, and always alludes to the relationship between superiors and subordinates in communication.

At present, we are in the stage of commercial awakening, and the "people-oriented" corporate culture is being recognized by more and more enterprises. Speaking of "people-oriented" corporate culture, American Budweiser Company is the birthplace, and Bob Chapman, chairman and CEO of Budweiser Group, is the originator.

Fortunately, Bob Chapman wrote a book about "people-oriented" business management in the form of a memoir, called Love: Awakening Business Management. This book truly records Bob Chapman's exploration of his true mission and explains the true meaning of "people-oriented" leadership style. This book has been unanimously recommended by Dr Qu Qing of Tsinghua University and Professor Fu of Nottingham University.

Another author of this book, Rajendra Sisodia, is a professor of marketing at Bentley University, one of the founders of the Awakening Business Movement and a global thought leader. He put forward the concept of "good business", which caused a cognitive revolution in the business world and had a far-reaching impact on the future development of enterprises.

0 1 humanized management is the core competitiveness of enterprises.

The so-called humanized management means paying full attention to the elements of human nature in the management of an enterprise and taking the full development of human potential as its own responsibility. Its core idea is "people-oriented".

Guan Zhong, a famous politician in the Spring and Autumn Period, once said: "Any way to govern the country must enrich the people first." Ancient emperors ruled the country, so did leaders manage enterprises. Simply put, the bigger the stall, the more difficult it is to manage.

For example, Beiye New Brothers, one of the top 100 logistics enterprises in China, started from the distribution service of ceramic sanitary ware. With the vigorous development of e-commerce industry, its business and management have been continuously upgraded, and it has successively become a partner of well-known home brands such as IKEA, Kohler Sanitary Ware and Meikemeijia.

When the general logistics company can't meet the customer's delivery and installation services, Beiye New Brothers trained more than 1000 professional installers by setting up an assembly school, and took the lead in providing on-site installation services. Kitano New Brothers keeps up with the pace of the market, attaches importance to the growth of employees, cultivates a "people-oriented" family culture, injects the source of sustainable development into itself, and enhances its core competitiveness.

Excellent enterprises know how to maximize the potential of employees.

The most important thing in business operation is to maximize profits. But the long-term way of enterprise management is to constantly ensure the life of everyone who works in the enterprise. As long as employees work hard, give full play to their strengths and regard work as their own career, they will become more and more confident and achieve a win-win situation with the development of enterprises.

Kazuo inamori, a Japanese business sage, said: "As a commander-in-chief, brute force alone is not enough, momentum and courage are also very important, and we should have compassion when we move forward together."

The meaning of compassion is to think of others and help others. Therefore, regardless of the field of work, regardless of the post, everyone in their own post, injecting compassion into others, will not only make people feel warm, but also benefit themselves endlessly.

Recently, Forbes China released the list of the best employers, and 10 companies including Lenovo Group were rated as "the best employers in China in 2022". The most important indicator of this selection is whether the company's development goals, business goals and social responsibilities are understood, recognized and supported.

There are three reasons why Lenovo Group is so attractive to employees and recognized by everyone: First, the background of established enterprises; Second, the brand's word of mouth and word of mouth; The third is salary and promotion strategy.

According to Zhiyouji.com, Lenovo's average monthly salary in 2022 was 25,673 yuan, up from 202 1/%and up by 36% compared with the same industry. More importantly, Lenovo Group adheres to a high sense of social responsibility. Under the double impact of the epidemic and the economic downturn, Lenovo Group did not lay off employees, but increased its recruitment: in 2022, it recruited more than 800 fresh college students. Another thing I have to say is that Lenovo Group is tolerant and equal to gender and age, and its work is easy without too much pressure.

In this diverse and inclusive working environment, employees have a strong sense of belonging and they can live in harmony. Personal growth and development are valued, and employees can have an excellent job test.

So we understand that only by improving the happiness of employees can enterprises achieve greater success in happiness.

Excellent leaders all know that management is to manage things, not people.

Bob Chapman said: "There is no paternalistic parent-child relationship between leaders and employees. This is a relationship of mutual respect and mutual nourishment, and the happiness and development of the leader is the highest obligation of the leader. "

To this end, he summed up the 12 leadership rule:

1. I practice the management of leadership guiding principles through my own time, dialogue and personal development.

2. I advocate safety and health through actions and words.

3. I think about how to lead my team to achieve principled results according to the goals.

4. I inspire passion, optimism and goals.

I use personal communication to cultivate satisfactory interpersonal relationship.

6. I cultivate a team community, in which we promise each other and pursue common goals.

7. My freedom to exercise my responsibilities enables each of us to develop our potential.

8. I actively participate in the personal growth of team members.

9. I advocate meaningful group interaction.

10, I set, guide, measure and define the goal of victory.

1 1. I recognize and praise the greatness of others.

12, I promise to make progress every day.

The author believes that when we deal with these habits with our heads, hearts and hands, we will have an extraordinary sense of trust and accomplishment.

As I said before, every successful enterprise must have an excellent leader. ByteDance's success today has a lot to do with its founder Zhang Yiming.

Many people mistakenly think that Zhang Yiming is an introverted, rational, boring and indifferent "robot". But in fact, he is not. He is very clever, good at understanding human nature, but extremely self-disciplined.

In order to make ByteDance run efficiently, Zhang Yiming has spent a lot of thoughts on selecting and employing people.

On one occasion, Zhang Yiming took a fancy to a talent. He lowered himself and invited the candidates face to face. However, after the chat, the candidates are still undecided, and it is difficult to make up their minds to compete with Zhang Yiming.

Zhang Yiming, who loves talent, didn't give up. He waited patiently. I didn't expect the examinee to keep him waiting for three years. However, this does not affect Zhang Yiming's career planning for him at all. After joining ByteDance, the candidate became the head of the product R&D department.

In enterprise management, most excellent leaders convince people with kindness, rather than drawing cakes for employees. Employees can be persuaded without strict rules.

Write it at the end

The ideal path of enterprise development is to realize the growth of the enterprise while making employees feel happy. After reading this book, you will find that Bob Chapman and Budweiser have made particularly enlightening and instructive explorations.

This book vividly records Bob Chapman's process of caring for and influencing employees. He told us the connotation and methods of "people-oriented" in a friendly tone, which is a rare book on enterprise management.

This book is not only a management guide for small and medium-sized enterprises, but also a must-read for becoming an excellent leader. This book is a good choice if you want to replicate excellent leadership.