Struggler-oriented speech 1
As an employee, I was deeply touched after reading this article by General Manager Zhang. Every word of this article expresses his ardent expectations for every employee in the company. I am very grateful to General Manager Zhang for providing me with such an exchange opportunity.
First of all, I want to talk about my feelings about the sentence "The most critical factor is employees".
Employees are the first people to work in the front line, and we are the first people to really face customers. The personal quality of employees represents the overall level of the company. It is no exaggeration to say that the working status of employees directly affects the company's operating conditions. Therefore, as the first person to face customers, we should show our best state and passion, let customers truly feel that this company is dynamic and cooperative, and do our best to make customers realize that we are responsible for his company.
Our keen observation can provide timely information for the decision-making of the company's leadership.
Then I agree with the three meanings of "struggler" elaborated by General Manager Zhang.
A person must first be responsible for himself and know what he needs before he can pursue it and work hard.
When I am full of hope for life, I will bring this spirit to work.
At this time, we should calm down and think about what I can bring to the company.
For the company, I think it is my love and gratitude for the company. It is this company that gives me a platform to develop my ability. "The greater the ability, the greater the responsibility." You should shoulder your mission with this ability. You should be glad to seize this opportunity. Not everyone has a chance to show their self-worth.
Then, I will talk about my feelings about "first, the' striver' of easy flow should first be the absolute recognition and loyalty to the cause of easy flow".
The great development of the whole society has given us more choices for job seekers. The most stubborn idea is to go to state-owned enterprises to do security. We always think that it is a business that only makes money, and private enterprises are not stable jobs. But I think, no matter where you are, as long as you can persist and work hard, no matter what ordinary work, you will be extraordinary.
We must keep the concept of "company is home" in mind, melt into our blood, make us feel integrated with the company, and we will fight for it.
"If the skin doesn't exist, where will the hair be?" An enterprise, just like a nation, when it is strong, its people will feel proud and full of spirit. When it disappears, people may only sigh secretly.
Therefore, we should regard enterprises as the source of strength, as the support of life, as life and as our own destiny.
As an employee, we should improve ourselves more, know more about all aspects, thank the company for providing a working platform, try our best to seize the opportunity and make our best contribution to the company. Let's strive for the world-class logistics service company in the future, and strive for Easy Flow * * *, and sincerely wish the company steady progress!
Speech for Strugglers II
After about twenty years of development; The company has grown from dozens of people at the beginning to thousands of people now; For so many years, when we started our business, we have been inheriting a simple and diligent culture; However, with more and more shops and more people, the simple problems that used to be simple now don't look simple.
For example, in the selection of talents, at the beginning of several stores, the company knew everyone and everyone knew the company; But now all large and medium-sized cities in China are our stores; Our people are distributed in every corner of China. At this time, we cannot see clearly with our eyes; To this end, we have been thinking about whether there is a simple method, which is fair internally and reasonable externally, and can be continued with time to test.
In constant thinking, we summarized and quoted Huawei's:? Struggler-oriented? Culture; Of course. What else is there? Wolf culture, cobra culture? Wait; But today or in the future, should we learn, introduce, popularize and infiltrate first? Struggler-oriented? Culture;
What kind of talents are strugglers; In my personal opinion, a struggler is a person who can work hard, endure boredom, calm down and think, face it with a good mood and move forward without delay until the problem is solved. (For example, through effective communication, store employees let customers identify with the company, identify with goods, and buy goods; Or recommend your friends to buy; )。
Strugglers are the foundation.
Of course, use this standard to measure; We have many families, but what we have done is far from enough; Although we embody value in solving problems, build self-confidence and gain honor.
But the same problem still occurs repeatedly in our actual work; To this end, the strugglers will continue to struggle;
Because we are strugglers, because we are persistent, professional and devoted; We can sell more goods, and we can have more considerable income; We can better support our families or improve ourselves; So will the company, right? Struggler? Comprehensive evaluation is needed; So as to give more development opportunities and more reasonable income.
? Struggler-oriented? This will become the fundamental principle of the company's internal system construction.
Will be reflected in more personnel policies; For example, a series of policy adjustments in the recent operation part; I believe all family members can feel this; In the future, we will make more "adjustments" to make our? Struggler? Can you enjoy it? Struggler? Rewards and honors that should have been enjoyed!
Unite; * * * Struggle together; This is our common goal!
Speech for Strugglers 3
Customer-oriented, Struggler-oriented —— Summary of General Manager's Speech at the Mid-year Meeting of Marketing Department
Gradually deepen understanding? Customer-centered and struggler-oriented? Corporate culture? Summary of President Ren's Speech at the Mid-year General Meeting of Marketing Department
In the past twenty years, we have made great achievements in research and development, marketing, service, supply, financial management, supervision and audit, and ideological education of employees.
We have laid a foundation in global competition, and we are on the way to improve scientific management ability, improve operational efficiency, reasonably reduce internal costs, moderately improve salary and assessment mechanism, and promote the rapid growth of new outstanding cadres.
But what are the guiding principles of our work and the direction of strategic adjustment? After a long and arduous journey, we have realized? Customer-centered and struggler-oriented? Our culture is the soul of all our work.
We should deeply understand it and understand it.
First, insist on serving customers well as the guiding principle of all our work.
In the past 20 years, due to the pressure of survival, we have consciously or unconsciously established customer-centered values in our work.
Develop some products according to customers' needs, such as access server, business network and campus network? Because at that time, customers needed some unique businesses to enhance their competitiveness.
If we don't focus on customer needs, customers won't buy the goods of our small company, and we will be forced to get close to the truth without rice.
But we don't really understand its importance, it is the only principle, so the pursuit of truth is not firm and goes with the flow.
At the end of 1990s, after the company got out of the predicament, its sense of self-worth began to swell, and it was once self-centered.
At that time, we often told our customers what they should and shouldn't do. What good things do we have and how you should use them.
For example, in the process of NGN promotion, we repeatedly tried to convince operators with our own technical guideposts, but failed to listen to the needs of operators, which eventually led to our choice in China, and we were eliminated and didn't even have a chance to try.
After all kinds of hardships, our request to take Sakata's base as the requirement of the experimental bureau was not approved.
We know that we were wrong. We should rectify from self-criticism and vigorously advocate? Is the man who gets up from the mud a saint? Self-critical culture.
We gather superior resources and race against time to catch up.
We have caught up, and now softswitch accounts for 40% of the world market, ranking first in the world.
The company is moving towards a new management height. What will determine the development direction of our organization, process and cadres? What is the measure of work performance? We should take providing effective services to customers as the direction of our work and as the scale of value evaluation, which of course includes direct value and indirect value.
Departments that can't create value for customers are redundant, processes that can't create value for customers are redundant, and people who can't create value for customers are redundant. No matter how hard he tries, he may have spent a lot of time on internal public relations, but he still needs to be streamlined.
In this way, our organizational efficiency will definitely be improved, and the interests of relevant employees will also be directly generated.
Therefore, leaders at all levels should distinguish between complex philosophy, formalism, dogma and rationality when changing their own processes and organizations.
Second, why is it based on strugglers?
The purpose of our struggle is subjectively for ourselves and objectively for the country and the people.
But the unity of subject and object is really achieved by serving customers.
Without customer service, both subjective and objective are empty.
Of course, strugglers include investors and laborers.
What is struggle, any small activity that creates value for customers, in the preparation process of labor (such as going to school, apprenticeship? ), strive to enrich and improve yourself is called struggle, otherwise it is not called struggle again.
The purpose of an enterprise is very clear, that is, to make itself competitive, win the trust of customers and survive in the market.
To serve customers well, we must select excellent employees, and these excellent employees must struggle.
In order to make the struggle sustainable, we must make the strugglers get reasonable returns and maintain long-term health.
However, if the interests of the strugglers are improved without restrictions, the internal operation will be costly, abandoned by customers, defeated in the competition, and finally the strugglers will be homeless.
This unsustainable love is not true love.
Reasonable, moderate and long-term will be the long-term policy of our human resources policy.
At home, we all saw that the mother refused to put an extra bowl of rice in the pot, preferring to look at the hungry eyes of the children.
Because it is necessary to consider that if you don't pick up green and yellow, it will endanger your life. Such a mother is a good mother.
Some mothers who can't live, eat and drink when the harvest is good, and don't know how to live when there is famine.
Our human resources policy must remain unchanged.
Customer-centered and struggler-oriented are the opposites of two contradictions, which constitute the balance of enterprises.
Difficult to master the gray scale, compromise, test all managers.
Third, openness, compromise and gray scale.
Openness, compromise and grey are the essence of Huawei culture and the demeanor of a leader.
An open culture will not try to absorb the advantages of others, and will gradually be marginalized and have no way out.
An organization that is not open will become a backwater sooner or later.
Is it in product development, sales service, supply management and financial management? Everyone should openly attract other people's good things, don't be complacent, and don't overemphasize yourself.
Innovation is to move forward on the shoulders of others, while constantly absorbing the excellent achievements of others like a sponge, rather than being closed? Independent innovation? .
Ancient Rome and Babylon, as famous as China culture, have disappeared.
The survival of China culture today is related to its eclecticism.
The Chinese culture we are talking about today is not the original Confucius and Mencius culture. It has been interpreted by people for thousands of years and has long been modernized and modernized.
China culture is also an open culture, and we can't close it ourselves.
Learning from everyone should be a feature of Huawei culture. Huawei will last forever if it is open, but it will be short-lived if it is not open.
On our way forward, with the change of time and space, it is important to make necessary compromises.
Without tolerance, there is no compromise; Without compromise, there is no gray scale; If we can't master a certain gray scale according to different time and space, it will be difficult to make reasonable and correct decisions.
The key to openness and compromise is how to master the gray scale.
Fourth, effectively improving management efficiency is the only way out for enterprises.
The instinct of customers is to choose products with good quality, good service and low price.
And there are many competitors in this world. If our quality and service are not good, we will not discuss it, and we will die.
If the quality is good and the service is good, but the cost is higher than others, we can tolerate selling at the same price for a while, but it can't last.
Because long-term consumption will make us exhausted, cirrhosis, how to move forward.
In the Internet age, technological progress is relatively easy and management progress is relatively difficult. The difficulty lies in the change of management, which touches people's interests.
Therefore, the competition between enterprises is, in the final analysis, the competition of management.
If the other party is constantly improving management, and we don't improve it, it will definitely decline.
We must improve our management if we want to stay alive in the competition. First of all, we must eliminate unnecessary duplication of work. In the case of effective monitoring, shorten the process and reduce the examination and approval links; It is necessary to strictly determine the process responsibility system, fully mobilize the responsibilities that the middle and lower levels must bear, and make correct and timely decisions within the scope of their functions and powers; Adjust cadres who can't take responsibility or dare to take responsibility to operating posts; Replace wise or incompetent cadres from management positions; Is it necessary to get rid of seniority and put responsibility, ability, morality, interpersonal skills and team organization and coordination skills? As a guide to selecting cadres.
Five, the iron army is played out, and the soldiers are loved.
Throughout the ages, all the troops that can fight are all officers who cherish soldiers, otherwise no scholar will die as a bosom friend.
Recently, Huawei has been misinterpreted online? Wolf culture? 、? Mattress culture? .
Mattress is not a culture, culture can be passed down, and mattress is just a tool for taking a nap, which cannot be passed down.
Other companies may not take a nap with mattresses, so? Mattress culture? There is no value of promotion, and there is no need to criticize.
We never mentioned it? Wolf culture? What is the first one we put forward? Troubled organizational plan? It is aimed at the organizational construction of the office and summed up from the physiological behavior of wolves and wolves.
Wolves have a keen sense of smell, teamwork spirit and indomitable persistence.
Bae is smart, because he is small and has short front legs, so he can't fight alone when attacking, so he jumps with the wolf's back in his arms.
Like a rudder, it controls the direction of the wolf's attack.
I am smart, planned and careful. Is the rear platform of the market, helping with bidding, network planning and administrative services? .
Have a sense of direction to the market, which is the sense of smell; And Qi Xin works together, this is the teamwork of wolves; Be indomitable.
Don't give up when you are in trouble. Things in the world are not so easy, otherwise there will be hundreds of billions of Cisco.
Wolf and truth are cases of unity of opposites, please mention them. Wolf culture? , may misinterpret the embarrassing spirit of cooperation.
And don't mention this spirit of cooperation, which means working overtime and trying to get out of bad business.
That's too stupid and not smart. How can it be compared with embarrassment?
Our corporate culture is by no means to let cadres at all levels run away, nor does it support putting these people into management teams at all levels.
Culture provides us with an essence, a centripetal force of cooperation and a value of getting along with others, which needs people's complete conviction.
Fierce and evil people are incompetent and rely on majesty to support their weakness. This kind of cadre has damaged the image of Huawei culture. This kind of person is not really capable and should be replaced in time.
We emphasize struggle, not forcing employees. Employees only need to do their duties within the framework of the law.
We use the criteria for selecting cadres to promote organizational progress. Those who can't meet this standard or even don't want to meet it can be employees.
Whether they can continue in this position is judged by whether their contribution is greater than the cost.
Cadres at all levels should set an example when organizing employees to practice their tasks, and put right before wrong.
We should care about employees, their ability growth and difficulties in work coordination, and at the same time, they can get proper care in their lives.
You are not good to others, why should others work hard for you?
Employees should also understand the difficulties of the company.
The company has established a good salary and reward system, improved generous social security, medical insurance, accident insurance, and various cultural and sports activities beneficial to employees. Our cadres at all levels should constantly publicize these good mechanisms and implement them.
Employees should be satisfied with the constantly optimized institutional environment, and don't expect unlimited improvement.
Employees should control themselves moderately when complaining online. If they complain too much, they will be in much trouble if they don't feel too sad and burn too much, and society will misunderstand the company. If the company is dragged down, who will you scold?
Employment is freely chosen by both parties. You don't like Huawei, and there are many good companies. You all have a choice.
6. Raise a glass to celebrate if you win, and fight to save each other if you lose. This is a cross-team cultural management, which should be carried forward.
When we were a small company, we proposed. Raise a glass to celebrate if you win, and save your life if you lose. At that time, most of the slogans had no spirit.
At this time, we continue to strengthen this slogan, hoping to break the departmental wall in the process.
At present, the power of the administrative team is too large, and the power of the process leader is too small, which leads to the wall of the department becoming thicker and thicker.
This virtually increases the cost and weakens the competitiveness.
We must use the system to ensure this spiritual inheritance, so that people who have contributed in the whole process can share the results according to their contributions.
Unite as one and fight together.
This is our goal.