Shengtong Group is a comprehensive leading enterprise engaged in aluminum product processing in Hunan. Its scale is comparable to Sany Heavy Industry and Zoomlion, and its net profit even exceeds Sany and Zoomlion. However, the popularity of Shengtong Group is far less than that of Sany and Zhonglian, which are well-known enterprises in the field of construction machinery in China and even the world.
Where is Shengtong? Not to mention the whole country, even Hunan, few people have heard of it. Of course, this has something to do with the products it makes, but the bigger reason is that Shengtong Group has no plans to go public from the beginning of its establishment. Leaving the capital market, of course, leaves the public's sight.
In this way, Shengtong Group has been deeply involved in its own aluminum processing field in obscurity, and has created one miracle after another in this field: the double-zero aluminum foil production base ranks first in the country and even in the world, the light aluminum carriage ranks first in the country, and the aluminum formwork for construction ranks first in the country.
Shengtong Group is the same as most well-known enterprises in China: the group has been deeply integrated into the personality and style of Li Ruishi, the founder and CEO of the group.
Li Ruishi enjoys high prestige and unique authority in Shengtong Group. He is extremely low-key, so it can be said that he never accepts media interviews, and it is difficult to search for information related to him on Baidu. This is very similar to Ren Zheng Fei of Huawei.
As a soldier, Li Ruishi is also a management expert who enjoys special allowance from the State Council. Shengtong Group has also been deeply branded with militarized management-slogans such as "high standard, strict management, creating first-class" and "easy life, difficult life" are hung or posted in prominent positions of the group; A team in which employees of the group go to work neatly; As a rare spotless and orderly production workshop in heavy industry enterprises; Employees are doing their jobs in an orderly way, and so on, telling people about the militarized management and strong execution of the group.
I have met with Li Ruishi several times, and his meetings are always short and efficient. Generally, the meeting time is about 15 minutes, which will not exceed 30 minutes. Have a meeting with him, don't talk about his grades, talk about problems and solutions; Be brief and to the point, don't be wordy. Through the meeting, we can find that he is familiar with the production site, financial operation and data. It is impossible to get away with it in front of him. This also benefits from Li Ruishi's in-depth understanding of the production site, front-line employees and grassroots managers. Unless he is particularly busy, whether it is cold or hot, he will personally go to the scene to take a walk, have a look and ask. And many times he goes to the scene without saying hello to anyone.
Li Ruishi attaches great importance to grass-roots managers, and organizes training for grass-roots managers several times a month to teach them how to manage, teach them by example and express their opinions. The last period of his training is usually "problem-solving time"-let the grass-roots managers ask questions that cannot be solved, and he will coordinate resources to solve or propose solutions.
The biggest advantage of Shengtong Group is that there is relatively no soil for bureaucrats to survive. The management and even the leaders (called the general manager of each operating room by Shengtong Group) will be punished the same or even twice as much as employees if they make mistakes or violate discipline. Each business office is equipped with human resources and finance that can be assessed by the leaders of both sides, so that the three can restrict each other and no one can monopolize the power.
In Shengtong Group, you can even be encouraged to call management by their first names instead of their positions. Every month, the backbone and cadres of various organs will hold a "criticism and self-criticism" meeting. At the meeting, the leaders first made profound self-criticism on the problems existing in their work and management, and then other participants criticized them one by one. Every participant must criticize and self-criticize.
Shengtong Group's salary system implements a strict performance appraisal system. By the end of the month, it's time for performance appraisal, and it's not just your superiors who have the final say. There is also feedback from the human resources, leaders and relevant departments you serve. At the same time, if you feel uncomfortable, you can react upwards. After the performance of everyone in the department comes out, it will be made public and accepted by everyone.
In the current company, a supervisor who is often with me often says to me, "Shengtong Group implements such strict militarized management, but I have never heard you people from Shengtong say a bad word about Shengtong. On the contrary, they all speak well of it. It's really strange. " I've been thinking about this problem. Why? Perhaps the most unforgettable thing about Shengtong Group is that in Shengtong Group, you can at least feel fair, which is difficult for other enterprises to feel. ...