Rebirth of the Wild Age

Song Weiyang glanced over the report briefly, put it aside, and asked with a smile: "Can you still adapt to work?"

Shen Xie said: "In the beginning, it was not good. I couldn't keep up with the pace at all, and I was not familiar with a lot of work. It is much better now, at least I don't know once, and I can already help colleagues in the same group."

Song Weiyang laughed and said, "I'm making rapid progress. It seems that you have a high level of understanding, but you just don't want to make progress."

Shen Xie is really smart, but it's a pity that he never has to be on the right path. From elementary school to university, he has passed long live, as long as he can pass the exam, this guy doesn't bother to study hard. After I started working, I didn’t know anything when I first started, but the speed of getting started was so fast that I could reach the average level of my colleagues around me within a month or two. Then he started to fool again, as long as he could, why bother to study and improve?

Now that he has joined the China Technology Company, Shen Xie is still the same. He is very serious at work, like a sponge soaking in water, absorbing all kinds of new knowledge, and even buying professional books to take time to read.

But this state won't last long. When Shen Xie is fully used to his current job, he will definitely have to live a mess, spending a lot of time on recreational activities such as playing games and watching cartoons. His philosophy of life is to be able to mix things up and to complete basic tasks. Those who are too difficult have their own awesome employees to solve them.

His parents and sisters often criticized him. He learned more and worked hard. Shen Xie always quoted Zhuangzi's words to answer: "My life has a limit, and knowing has no limit. If there is a limit, there is no limit, it is almost gone!"

For this famous Taoist saying, what we usually hear is the first half: Life is limited, but knowledge is unlimited.

How rich in philosophy.

In the second half of the sentence, the style of painting changed: I am exhausted to use my limited life to pursue infinite knowledge!

Well, there is a small error in the translation, so don't go into it.

Song Weiyang tasted tea and asked: "Based on your observations this month, what do you think of China Technology?"

Shen Xie said: "A lot of things are fake and empty, and the form is greater than the content."

Song Weiyang said, "Go on."

"Take struggle as an example," Shen Xie said. "Shenzhou Technology tells every employee that we are a struggling company and we are struggling employees. Through struggle, we can create a better future for our employees and a better company for our company. The future of China can create a bright future for China. This kind of struggle atmosphere really made people excited at first, and even I was fooled into trying hard to do a career. But soon I felt that the struggle had changed."

"Why has it changed?" Song Weiyang asked with a smile.

Shen Xie said: “When everyone is talking about struggle, then every move can be linked to struggle. If you don’t take the initiative to work overtime, even if you have completed your tasks, you will still be regarded by your boss as unloving to struggle. This month the company In the internal magazine, it commended a brave employee. A R&D staff was seriously ill and had a fever of 39 degrees and a half. He worked with the illness for three days. He hung a bottle to type codes every day, and finally completed the R&D task smoothly with his colleagues. The company not only promotes it in the internal journal, but also plans to hold a commendation meeting. Do you know what other employees think?"

"What do you think?" Song Weiyang asked.

Shen Xie said: “From the perspective of the company, it is indeed appropriate to commend such advanced people. However, ordinary employees are extremely disgusted because they think of many of their own experiences. Most of them don’t struggle. I don’t dare to ask for leave when I’m sick, and I don’t struggle to ask for leave because of a minor illness. This makes every employee very anxious, and the smoking room complains the most. The company commends outstanding employees who work with illness. Not only does it fail to motivate other employees, but it makes other employees disgusting."

Song Weiyang smiled and said, "Whoever changes will feel sick."

Shen Xie added: "I think the company culture that encourages struggle and encourages overtime has been completely abused. Employees have been in a state of anxiety and exhaustion for a long time. In fact, their work efficiency is very poor. It's like a horse is already physically and mentally. Ju was tired, but someone was standing behind and whipped on the road. I think, stop and rest, this horse may be able to run faster and farther."

"Well, you have some truth." Song Weiyang nodded.

Shen Xie was recognized by Dr. Ma and became excited immediately: "I think people-oriented, employee-oriented, overtime should be strictly regulated, and employees are encouraged to complete tasks during normal working hours as much as possible. If you are sick or urgent, you can ask for leave. Don’t be supervised because of this. Leaders should keep an eye on them, and don’t take leave as the content of performance appraisal."

"Yeah." Song Weiyang continued nodding.

Shen Xie talked more and more vigorously, talked for more than ten minutes, and then Song Weiyang asked him to get out.

Although Shen Xie believes that China's technology problems are serious, but to be honest, Song Weiyang actually thinks it is not bad, at least better than he thought.

As for Shen Xie's suggestion, it is pure nonsense, and entrepreneurs with normal brains will not listen.

Even if ordinary employees feel sick, outstanding employees who work with illness must be commended. One is the reward for self-sacrifice of the employee, and the other is to motivate aspiring employees to follow suit, in order to maintain a positive working atmosphere-most employees may be disgusted, but it allows a few to see opportunities and see hope. And the contribution of these few outstanding employees is likely to be worth hundreds of.

Of course, there are advantages and disadvantages, and it is easy to form a fake evil trend, and even be used by individual speculators.

As for the departmental coordination issues recorded in Shen Xie's report, a lot of time and energy are spent on internal communication, which is inevitable for every large company. After the company expands, it must be managed by the system, and the system is dead, which will inevitably cause problems such as serious internal friction, low efficiency, and rigid handling.

If everyone is consciously obedient, what should the management at all levels do? One of the important tasks of the management is to coordinate internal and external relations and coordinate internal and external work.

On the other hand, mediocre managers can only rigidly implement the system; excellent managers can use their own capabilities to do things more satisfactorily within the framework of the system and double their work efficiency.

See Weizhi book.

From this report focusing on grassroots employees, Song Weiyang only saw three red flags.

First, the bureaucracy is serious.

China Science and Technology emphasizes obedience. Orders issued by superiors must be implemented if conditions are met, and conditions must be implemented if conditions are not created, and they must be completed with quality and quantity!

This starting point is good, but accumulated over the years, the power of department heads has become greater and greater, and a "top only" trend has emerged. Leaders at all levels enjoy the pleasure of giving orders and become less and less able to listen to dissent. If employees have better ideas, they dare not speak out when they disagree with their leaders.

Because of different scenarios, only two results are possible. First, it was adopted by the leader, but it made the leader unhappy. Second, not being adopted by the leader also makes the leader unhappy.

The bureaucratic style of "only above" has seriously affected the creativity of China Science and Technology, and it is difficult for employees to exert their initiative!

Second, the work started slowly.

Due to corruption in the past few years, Shen Fuxing made a drastic reform, using a management method of separation of powers and checks and balances. This can indeed reduce corruption and make the company's decision-making more secure, but it will inevitably be overcorrected. Coupled with the matrix operation, the management structure is almost like a spider web.

Before deciding to do a project, you have to report to countless departments. In each department, a bunch of people are discussing. There will be several big bosses in these departments, and it is impossible for each big boss to have the same idea.

If someone plans a very promising new product, he must convince all relevant departments and all relevant bigwigs. Once a department or a big boss raises an objection, repeated discussions must be held. The time span may be six months or even more than one year. By then, the market opportunity will have long been lost.

With so many departments and so many big bosses, the departments that put forward good ideas are often exhausted during the early coordination. Gradually, everyone is too lazy to innovate. They all imitate the best-selling products on the market, or optimize on the original products, because this kind of project is easier to pass.

It is no wonder that in the past two years, apart from the "children's phone watch" proposed by Song Weiyang, China Science and Technology has not had any innovative new products that can be obtained.

It is estimated that there are many good ideas that were killed in the communication stage, or they are still in endless discussions!

Fortunately, when Shen Fuxing was allowed to learn from Huawei, Song Weiyang was firmly opposed to imitating his job title culture.

Otherwise, there will be one more disease in China's large enterprises-on seniority.

The phenomenon of seniority can be found in any organization, but before 2007, Huawei was particularly serious, and even to the point where Mr. Ren had to change his job number.

Every Huawei employee has his or her own ID when they start a job, and the earlier they start, the smaller the ID. Over a long period of time, there has been a situation of respecting the job title, and employees with small job titles are not very windy when they walk. Sometimes when talking about work, when it comes to the stalemate stage, the job number is used to suppress people. When newcomers meet the seniors of the old job titles, they have to stay low, otherwise they will be rejected and suppressed. It is also easier for employees with old job titles to get promoted and raise their salary. Competent newcomers are often put on the bench by their job titles.

In 2007, the new "Labor Contract Law" is about to be released, and Huawei wants to circumvent the restrictions of the new contract law. Let the old employees voluntarily resign, clear their seniority buyouts, and then re-employ them as new employees.

At that time, there was a lot of public opinion. The society accused Huawei of disrespecting the interests of employees and taking advantage of the law. It was a typical black-hearted company. Because of the new contract law, employees with more than 10 years of service should not be dismissed without special reasons. You can request to sign an open-ended labor contract. The circumvention measures adopted by Huawei prevent all employees from working for more than 10 years.

At that time, Huawei hadn't been molded into a golden body, and various media rushed to it, which can be described as swearing by thousands of people.

But what about Huawei?

Employees support the practice of buying out their seniority and returning to work, because Huawei has paid too much money to buy out their seniority, which is tantamount to making every old employee a windfall, and the return of old employees also allows new employees. There are more opportunities for promotion ~www.wuxiamtl.com~ Of course, many employees are also resistant to this, but what they are resistant is not that their seniority is cleared, but that they complain that their old job number is gone, and they are replaced when they return to the furnace. A new job account... This is similar to the theft of a 5-digit QQ account, and it is not only a face issue, but also many of the hidden rights brought by the old job account are gone.

Mr. Ren has always wanted to deal with the negative impact of the job title culture, but there are too many people who oppose the reform, and they can't find the opportunity. He finally realizes it with the promulgation of the new contract law, otherwise it will become an old and difficult problem for Huawei. .

Shen Fuxing felt that Huawei’s job title culture is very advanced, which can greatly improve the cohesion of the company and give employees a special sense of belonging to the company. He wanted to copy it directly into China Technology, but Song Weiyang gave it a vote.

The job number brings not only cohesion, but also hidden privileges!

This is a double-edged sword that can make a company's combat effectiveness at the start-up stage astonishing, and it will drag its feet wildly after the company grows. The system cannot be resolved, because what has changed is the interests and the hearts of the people. Most of the old workers became leaders, and even if they had conflicts with each other, they would clump together and form a new interest class. Even if the interests are not considered, but only the emotions are considered, the employees with older job titles will be given priority. If things go on like this, layer by layer will be able to overwhelm the employees of the new job number, and then they will press down the new job number employees.

Song Weiyang once again read Shen Xie's return in detail, and summarized the status quo that really needed to be changed from all the trivial things.

Song Weiyang didn't bother to move about the overtime culture for the time being, because it was not a thorny issue for him.

The bureaucracy cannot be changed in a short time.

Streamlining departments and making management flatter is the top priority! Even if doing so will increase the chances of management corruption, but nothing is the best of both worlds, only the lesser of two evils.