As we all know, products have no vitality, and brands are the soul of products. Only by paying attention to brands can enterprises become bigger and stronger. Talent is the foundation of enterprise development. What we want to talk about today is the importance of talents in enterprises.

Brands need to be operated with care, and so does the company.

I believe many bosses are thinking about one question: How to run a company well? In other words, how can we make employees care about their jobs? How can we make employees regard the company as their own? Any tips?

The answer is actually very simple. To borrow the famous saying of Dad Ma:

1. Give the money in place

2. Don’t let him feel tired

The editor has read an article about management issues and would like to share it with you:

01

There must be an induction training manual

Employee management, the most important thing is the management in the first three months of employment.

As long as these three months of management are done in a down-to-earth manner, it will be less likely to cause problems later.

The company's induction training lasted for three months. They designed an induction training manual called the "Crayfish Escape Guide."

Assume that each newcomer is a crayfish living on a desert island. You are given three months to pass 12 levels. If you fail, you will be eaten.

Isn’t it scary?

These 12 levels are divided into four parts, which respectively correspond to integrating into the company culture, understanding the company's core competitiveness, introductory training in professional skills, and showing off your skills.

The first part, integrating into the company culture, has three levels:

First, confront the boss. Yes, you read that right. In their company, you have to learn to talk to your boss when you come in. Employees who don’t dare to humiliate their boss are not good employees (what kind of ghost culture is this?).

Well, this is because their company's culture only respects professionalism and does not respect authority.

Second, wear pajamas to work. Let everyone learn to work in a relaxing atmosphere, but there is a problem. Female employees wear pajamas to work, which makes them relaxed, but male employees are not so relaxed?

Third, understand the gossip of old employees. There is a problem in startup companies. It is easy for the founding team and new employees to have estrangements. Letting new employees know about the embarrassing stories of old employees can help break the estrangement. For example, when old employees are showing off, new employees will think, "Tsk, I know all your secrets. You liked two female colleagues in the company before, but you didn't pursue them. What the hell are you doing?"

The last stage of their induction training is the newbies talk.

It is to let new employees choose a topic they are best at (any topic will do) and give a 10-minute speech in front of the entire company.

This speech can make new employees feel their presence in the company. From then on, the company will no longer be a stranger to him, because everyone knows him and will mention that he is in newbies What was said in the talk.

02

The defense for full-time transfer must be very serious

The editor learned that their company considers itself a lunatic company, and there are swings everywhere in the new company. , beanbag, rocking chair? (No such thing!)

Employees work at various times, lying down and sleeping.

However, they can be very serious when they are serious.

For example, the defense of becoming a full member.

Every employee in their company who becomes a regular employee must undergo the most formal formal defense.

The boss, vice president, director, and supervisor were all present and listened attentively to the employees' 15-minute ppt speeches. They then asked various questions based on the content of the employees' speeches. The question-and-answer process also lasted 15 minutes.

The question to be answered in the regular defense is: Have you found your irreplaceability in the team?

At this time, employees must review their work performance during the three-month probation period and find answers that are convincing enough to let leaders see the possibility of their development.

The most terrifying thing about their regular defense is that if the employee has not thought clearly about this, then this person will really fail (of course, there can be a second or third chance, but he will not pass the three times). If passed, the problem is serious).

The employee who usually criticizes the boss most fiercely was trembling this day.

Why does this company abuse its employees so much?

There should be a threshold for becoming a regular employee.

If you pass the regular examination defense casually, the sense of ritual will be reduced to a sense of formality.

The most important thing for employees is that whether they pass or fail, they can grow through this defense.

If you pass, you will have a clear understanding of your role in the team and the role you play, and you will have a great sense of accomplishment and value;

If you fail, you will be rewarded by company executives or even President, I will give you the most direct, detailed and targeted advice on career development, which can help you quickly find the direction and make up for your shortcomings.

In their company, it is like playing a large-scale game. You need to upgrade and defeat monsters along the way, and at each level, you will collect equipment experience.

03

There must be a ceremony for the opening and closing of each project

A major anxiety of many bosses is that employees feel that the project has nothing to do with them, and even the company His life and death have nothing to do with him.

Is the employee to blame?

No, the company’s management should be blamed.

The best management involves employees in every change of the company and every start and end of the project, creating unique memories between employees and the company.

For example, at the beginning of a project, there should be a sincere launch ceremony (not the kind where the leader talks nonsense for two hours), but tell each employee how much you mean to this project. important.

In a certain company, at the project kick-off meeting, the boss told the employees that you are more professional than me in this field, and I will rely on you from now on

The word "rely" is really used. good.

So, if a project is successful, there should be a ceremony.

The core of ritual is change.

Once a project, or even the company itself, undergoes a major change, a ceremony is needed to commemorate it.

In such collective activities, everyone will feel that their mission and the mission of the company are closely related.

04

There must be ceremonies for the anniversary of employee joining and resignation

The editor learned that Tencent and Alibaba have done particularly well in this regard.

Alibaba has corresponding benefits and authorization ceremonies for employees three and five years after joining the company.

It is best for the company to give employees a reminder on every anniversary of their joining the company.

The sense of ritual is an alarm clock, reminding employees at any time to pay attention to their own changes; it also tells employees that the company cares about their changes and growth.

Even when employees resign, there should be a sense of ceremony.

It is said that Tencent will give each employee a commemorative book when he leaves the company, which contains his past experiences and achievements.

The company will also allow resigned employees to join the resignation group, where various resources, open classes, and company news will be shared.

This is really cool.

The management of departed employees is the most representative of a company’s humanity.

Many times, when people think of rituals, they feel boring and cold.

In fact, what everyone dislikes is not the ritual, but the form.

The real ceremony is to understand the needs of employees and understand their feelings, rather than forcing employees to cooperate according to the boss's preferences.

The purpose of the ceremony is not for the employees to make the boss happy, but for the boss to make the employees happy.

The essence of the ceremony is to express respect for employees, so that employees will respect his work and company from the bottom of their hearts.

Many people will think, what kind of human relations do companies talk about? Enterprises should only follow rules and systems.

No.

Today’s enterprises no longer have the cold management of the industrial era.

Employees are not emotionless parts in the production process.

Good management should be warm.

A good company should not be at zero degrees, but at a comfortable 36.5 degrees.

Friends who have read this article must have understood what to do, right?

What the company needs is for employees to advance and retreat together with the boss, rather than for employees to think that the boss is just a boss who pays wages.

If employees are distracted, the company will not last long.

Without a brand, a company lacks competitiveness; without talented people who advance and retreat together, a company has no soul.

Friends are welcome to leave comments at the bottom and communicate with the editor!