Structural dividends

The so-called structural dividend is to seize the short-term imbalance of supply and demand. Small dividends can support small companies, and large dividends can support large companies. Only large dividends of the times and trends can support large companies.

China’s structural dividend is first reflected in the demographic dividend, and the first wave is the supply-side demographic dividend.

After reform and opening up, a large number of laborers entered the market, so labor costs were low, and China became the world's manufacturing factory. Representative brands of achievement include Haier and Lenovo.

In the past 40 years, we have been called a low-land economy. The dividends in the 40 years of reform and opening up have become a sea, and you can make money by going to the sea. At that time, it was impossible to make money by going to sea.

The second wave is the demand-side demographic dividend.

Japan has a population of 120 million and Germany has only 80 million. Developed countries like these do not have the Internet. The population is too small to support the Internet.

Currently, the number of monthly active users of WeChat reaches 1.1 billion. The past 20 years have been the stage of the Internet of Everything, which has created companies like Tencent and Alibaba.

This is the flat-earth economy. Everything forms a network, and the connections are called hubs. This is the flat-earth economy. The left foot creates value and the right foot delivers value.

The third wave is the next decade, which is called the climbing decade. Why the United States can dominate the world is because their technology can play an important role at critical moments.

Highland economy, science and technology can only win by climbing high.

There were 8.34 million college graduates in 2019, which is known as the most difficult employment season in history. This means that of the 14.45 million people born in 1997, 57.72% have graduated from college. Currently, 100 million people in China have received higher education, more than the total population of Germany. In 2030, this number will exceed 250 million, setting the stage for China to become a technological powerhouse in the future. Prepared talents.

For example, Huawei recruits class by class and hires doctoral students with an annual salary of 2 million. The high-quality demographic dividend will be enjoyed by high-tech companies. The entrepreneurs of technology companies such as Yitu, SenseTime, and Megvii all come from universities such as Tsinghua University and the University of Science and Technology of China.

If you don’t know how to start a business with technology, you can also join a technology company.

In addition to the huge demographic dividend, the second dividend is the overseas dividend.

Like traditional manufacturing, it will be globalized in the future. The so-called globalization means localization.

China Fuyao Glass has built a factory in the United States. In addition to high labor costs, tariffs, raw materials, transportation costs, etc. are all lower than in China. The high cost of people can be replaced by machines in the future.

Tesla of the United States is also building a factory in China.

And in the future, more and more factories will not be concentrated in one country, and people will be less and less needed. What will be concentrated in China? The intensification of the supply chain will be concentrated in the country. , once the cost structure changes, it is just delayed, which is a wave of dividends.

The third dividend: management dividend

Today there are fewer and fewer dividends available on the ground. Management is particularly important in the stock. Management requires efficiency. Many people’s problems are The reason is to start being a boss without actually being a manager.

The real challenge for Chinese companies is to adhere to the system and implement it strictly. Don’t always want to change it when it doesn’t work. Whether you use OKR or KPI, they are essentially the same. The key is that some bosses simply don’t don't know.

There are four leaps from employee to manager

1. Leap of responsibility

We divide a person's responsibilities into four types, one is responsible for time and on time When commuting to and from get off work, you say you won’t work overtime, so why don’t I work overtime? If you give me the money to do these jobs, you can’t find anything wrong with me.

The second is to be responsible for the task. Boss, you don’t have to tell me to rush, you tell me what posture to use.

The third type is to be responsible for dismantling. Are you able to dismantle tasks and actions? This is not a qualified boss. You have to bear the ability to dismantle.

The fourth is to be responsible for the mission. I don’t do this to make money. From employee to manager, you must know how to be responsible for the goal.

2. Communication Leap

It used to be done by oneself, but now it is taught and directed by others. There is no loss in directing oneself with one's own brain. There is loss in directing others through communication, but this is the only way to make a leap.

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After the management level, there is the transition from superior to subordinate, from family to partner.

If employees grow fast and the company grows slowly, or if employees grow slowly and the company grows fast, they will eventually be separated. We must learn to bless and be grateful.

Therefore, employees are just partners along the way. The company and employees are partners. Only by talking about partnership based on value can the relationship be long-lasting.

4. Self-improvement

I founded the company. I created a company, which is my asset. The second view is that I am a life. After I founded the company, , the enterprise becomes a life, and then makes it last longer. It lives longer than me, and he lives longer than me. The sense of accomplishment comes from how my team has become. This is what employees have to experience 4 A jump.

Every company is going through these three stages, dividends, management, and brand.

I am particularly worried that many students will regard bonuses as grabbing money everywhere. Cheating money is not a bonus. This form is called a bubble. The bubble seems to be growing assets, but it is not based on the improvement of productivity. It is filled with the money of another group of people and given to another group of people. The bubble will burst soon, causing speculation and blind boxes.

In summary, China currently has high-tech talent dividends, overseas dividends and management dividends. Don’t treat bubbles as dividends. Great opportunities arise when there are huge structural changes!