Duan Dong, the down-to-earth challenger of Duan Dong.

This is a thoughtful, humble, free and brave challenger. Careful people will find that Weibo in Duan Dong is also labeled as freedom, Capricorn, Internet, e-commerce, human resources ... Duan Dong also gave himself an English name Arthur when he was young, just like King Arthur, the legendary British knight of the Round Table, who constantly refined and practiced his values.

Join 58 cities

"The most interesting difference between people is not age, gender or origin, but motivation."

20 1 1 At the end of March, Duan Dong stepped down as vice president of Red Kids and officially joined 58 cities as vice president. In this regard, Red Kids CEO Xu Peixin said with emotion: "In the transformation of the company, he is not only my aide, but also the promoter and executor of our strategy. He left a deep impression on the history of Red Kids. A lot of money! We will always be friends! "

In fact, whether I am in charge of human resources and network at Red Kids or a senior human resources director at Sina, "I have been working in the Internet industry for ten years." Duan Dong said.

He believes that there is one biggest difference between the Internet and traditional industries: the pursuit of an ideal Internet culture. In such an atmosphere, Duan Dong often finds that people around him are a group of people who pursue, inspire and dare to make progress towards their goals. And he is also listening to his inner voice and has the courage to do what he wants.

"I admire passionate young people. I like this cultural atmosphere from my bones, in order to make a breakthrough in my career and do something interesting." Duan Dong said that this is the reason for joining 58. He often tells many people: "58 City is a real Internet enterprise. It does not pay attention to rules and regulations, and strives to be' simple and credible'. "

Duan Dong explained that in "58", every employee stresses fairness and openness, and advocates direct communication, with no hierarchy. At the same time, everyone should respect and have the ability to honor their promises. In his view, everyone can find their own development space in 58 cities. Especially those fresh graduates and professionals who have worked for 2-3 years. He said.

Talent management and optimization

Regarding the arrival of Duan Dong, Yao Jinbo, CEO of 58 City, once said two words, one of which was: "Welcome Mr. Duan Dong to join us. I believe this will enhance our human resource structure. The most important asset of 58 City will be' people'."

In fact, Yao Jinbo's strategy of strengthening human resources has indeed achieved results. For 58 people, 20 1 1 is destined to be an extraordinary year. Two years ago, the total number of employees was only four or five hundred, but now it has grown to nearly five thousand.

"The competitiveness of all fast-growing companies depends on whether they can attract more talented people to join, or to what extent employees can explore their potential and improve their abilities." Duan Dong said.

When improving team performance, in order to promote "1+1>; 2 "effect, Duan Dong will consider professional training of management skills and leadership for first-line middle managers. In addition, "we also have a role of HRBP." Duan Dong said that they will be asked to work directly with colleagues in the business department on the spot, attend meetings and provide professional human resources advice, so as to promote the performance of each department, or combine the elimination mechanism to find talented people. This can make up for the shortage of front-line managers and give some help from team management, financial management and functional management.

But Duan Dong also realized that the rapid development of the company often brought problems in management, corporate culture and efficiency. At the same time, how to continue to inherit the organizational culture and corporate values of 58 people in the future is a great challenge.

Because the average age of employees in 58 cities is 25-26 years old, and the proportion of new generation employees is relatively high, Duan Dong is keenly aware that the post-80s and post-90s have unlimited ideas, are very sensitive to new things, and are unwilling to work step by step. But in the internet industry, especially in the field of life service, there are no ready-made rules to limit what you have to do. "Therefore, we will boldly give employees a clear authorization, clarify their job responsibilities, and inform them of the due contribution value of this position." He said.

In order to establish a trust relationship with them, Duan Dong has done two things besides encouraging those energetic young people, such as those born in 1980s, to create more value: first, let the new generation of employees know what the expectations of their superiors are and what decisions they can make, so as to avoid blindly speculating the intentions of their superiors; Second, in team management, let team members understand the goals and tasks to be completed at each time point and make clear their own action plans. In this way, employees can take the initiative to attack within their own authority, look at the problem from the perspective of their superiors, do things beyond expectations, and solve problems at work efficiently, instead of waiting for instructions from their superiors.

Duan Dong pointed out that unlike entrepreneurial companies that focus on creating a "home" atmosphere, this kind of professional behavior of employees is very important for an enterprise that wants to develop into a public company. As the leader of the team, he should not only be a manager and supervisor who supervises, manages and guides employees to ensure the achievement of performance goals, but also be a mentor or counselor who gives support, encouragement and advice to employees to ensure their continuous growth and ensure the execution of the team.

Once a department head said to Duan Dong, "In order to improve execution, I want to recruit a' management manager'." Duan Dong was speechless. He believes that team execution is not only because there are clear goals, but also depends on the leader's accurate positioning of each role in the team. Otherwise, the so-called leader will become a "cutting shopkeeper" with ideas and no way.

At 58, "We will analyze the annual debriefing of the first-line supervisor, and analyze his team management ability through assessment and 0 12 evaluation, so as to determine the feasibility of his future promotion. This way of debriefing can help us find potential team management talents, and we can also find areas that need improvement in talent management. " Duan Dong said.

Accelerate the development of recruitment business

Yao Jinbo added: "In addition to human resources, Duan Dong's participation will also accelerate the development of our recruitment business."

In fact, after entering the company, Duan Dong had specifically consulted its creative source about the phrase "58 cities, a magical website". He found that it initially conveyed the idea that life service has become another new field with the greatest demand in the Internet industry, comparable to portal, search and e-commerce.

Another layer means "58": "I found it, I published it". As long as you find life service information, you can post the demand, and offline netizens will provide information services for online users. This is the basic value of the existence of 58.

Duan Dong pointed out that 58' s main business is rooted in providing users with life information services, and recruitment business is one of them. According to him, at present, small and medium-sized enterprises are the main target groups that the "Five-eighth" project focuses on. Whether it is marketing talents or talents in marketing, products and customer service, their brain drain rate in China is very high and the demand is very large. This is also the main reason for the rapid development of recruitment business in 58 cities in the past two years. What's more, every month, every 10 people in China may have 1 people using 58 city websites.

Of course, "we also need excellent product managers and technical experts ourselves, because their existence will make the operation of platform 58 more efficient." Duan Dong said. However, he pointed out that if the management position represents status, rather than a series of management requirements, then the management of the company will become "child's play".

Regarding the next stage goal of "58", Duan Dong said that the key point is to build the "58" team into a fighting team: every small team or sub-team can really achieve the scheduled work goals, and everyone in the team will grow rapidly, so that all employees can give full play to their talents.

With the further expansion of the company's business scale in the future, 58 cities will also train more talents with 58 characteristic cultures. "As Yao Jinbo said, we want to build 58 into a company from excellent to great and from great to eternal." Duan Dong said: "This is also the reason why I joined 58-this is an ideal team organization."

Sometimes, "when you do what is in front of you, you will find that good luck will follow you." Duan realized, "for those who have lofty ideals and ambitions, the key is to let themselves meet their expectations at every different stage and do better in a down-to-earth manner." Such people are people who are really willing to meet the challenge. "