2. What we want to emphasize is that we should really strive to realize the customer's needs and cultivate employees who are passionate, motivated and tireless in realizing the customer's needs.
Only with the hard work and persistent hard struggle of all the staff can we survive in the fierce international competition and constantly eliminate things that affect our internal vitality and innovation mechanism.
4. Dedication and dedication are two different things. There is a world of difference between hard work and hard work. It is necessary to train a group of dedicated cadres. Effort is ideological effort, and effort is to accomplish tasks without goals.
5. The most important thing for business leaders is to create and manage culture, and the most important talent for leaders is the ability to influence culture. People are driven by motivation. If we use this kind of power to drive him completely, people will become haggle over every ounce, and there will be no unity, cooperation and pursuit between them. Then, on the basis of material civilization and material interests, the role of culture is to let him transcend basic physiological needs, pursue higher-level needs and self-realization needs, and fully mobilize his potential. In this pursuit process, he cooperated with others and won the respect and recognition of others. These needs formed the basis of the operation of the whole team.
6. We decompose the indicators that are mainly related to the company's lifeline and life and death. Otherwise, we will have no hope. Therefore, the company's new KPI system is to decompose the crisis and contradictions layer by layer, and the following peaceful departments and cadres can be removed.
7. Don't turn our cadre standards into employee standards. We only choose people who agree with our values and make outstanding contributions than others. Employees should abide by labor discipline and pay him according to his contribution. Those who contribute less than the cost should be fired.
8. Effective growth is the basis for improving per capita efficiency. Strengthen organizational optimization and personnel adjustment: the company must eliminate bloated support organizations at all levels and vigorously streamline support personnel, that is, those who do not directly serve customers. Excavate the space for improving per capita efficiency.
9. Do not pay for academic qualifications, cognitive ability, length of service, fake actions at work, and internal public relations. There are only two ways to make it clear that employees can change their destiny at Huawei. One is hard work; The second is to provide outstanding contributions.
10, leaning towards the strugglers and contributors. The wage system cannot lead to the welfare system. If the company has a lot of money, it should donate it to the society. The salary of the company should make the employees of the company have to struggle and work hard before retirement. If you don't work hard and struggle, you can only ask him to leave no matter how talented you are.
1 1. The value distribution system should be tilted towards the strugglers and contributors, and the locomotive should be filled with oil. At that time, we will introduce a group of outstanding talents who are interested in poverty. They will not be satisfied with the status quo and will not be bound by the old norms, thus activating the precipitated organizational system. In Huawei, some people will also covet comfort, fail to make progress and become mediocre. I emphasize the need to move forward. How the human resources system guides the team to struggle.
12. At any time, the interests and benefits of the company should be the most important, and individuals should obey the collective. Any individual's interests must be subordinate to the collective's interests, and individual efforts must be integrated into the collective struggle.