Lima Company was established in July 2002. When the company was founded, there were only three people. Although the system is well developed, there are no customers in the first three months because it is a new company with little fame. After the baptism of SARS in 2003, the company was almost paralyzed. Only half a year later, Lima Company has more than 100 customers and nearly 20 employees, covering 10 provinces. The original old system has also been upgraded, and the rapid development has made Lima a new star in the anti-counterfeiting industry, but the company has not added 1 cent. Many friends asked why Lima code has changed so much, and I told them that the development of Lima company depends on team spirit.
During the SARS period, because the market was almost at a standstill, the company had plenty of time to consider development. Every day, we get together to study the causes of the previous chaos and find solutions for every step and detail. When the market began to come back to life, the company's system has been gradually improved, from recruitment, training, internship and independence of new employees to daily work system, sales plan, personnel assessment and after-sales service; From administration to finance, from publicity to promotion, from production to cooperation, from planning to development, the company strives for success step by step, which seems to slow down the work speed, but once it is settled at the end of the year, the whole efficiency has been improved and team spirit runs through the work.
Team spirit, I think, is that all people can surround one person, understand each other and help each other like a family, give full play to their personal advantages, gradually make up for their personal shortcomings, and make the whole team become a perfect individual.
First of all, from the beginning of recruitment, the employees we employ are not necessarily the most capable, but we must agree with our values, understand our entrepreneurial ideas, and be able to start from the grassroots level in a down-to-earth manner, because we don't need airborne troops yet. We met a lot of people asking for a basic salary of 3000, plus various subsidies. I said I'm sorry, I'm poor and can't afford to support you. Sorry, I can only give you 800 yuan to keep you from starving and freezing. As for the rest, at that time, recruitment was often empty-handed, but I still adhered to my recruitment principle. I told them that my spirit is to serve the public sincerely. Our project is to help enterprises solve anti-counterfeiting problems. Our aim is to make more consumers easily identify the authenticity of products. Making money is the reward of our hard work, not what others owe us. If you can't agree with this spirit, even if you are very capable, even if you are willing to work for 800 yuan, I won't accept it. The probation period 1 month, only 600 yuan, 1 month later, you only have 800 yuan. If you really can accept our ideas, if you really have the spirit of serving the people, you will definitely not get 800 yuan a month. If you can't find a customer, I'll help you analyze it. If you can't make a performance, I'll help you analyze it. If you can't finish the task, I'll help you analyze it. There is a great demand for counterfeiting, which is needed by enterprises, consumers and the government. Our project is so good that you have done it with your heart. There is no reason not to do it well. Now the monthly salary of our sales staff has reached several thousand.
Well, after the recruitment, it's training. The first thing is to tell the new employee about the history and present situation of the anti-counterfeiting industry, learn the previous anti-counterfeiting and current anti-counterfeiting products, and let him gradually enter this industry. Then I asked four old employees to take him for a week. First of all, start to cooperate with the work of the old employees, find information, do auxiliary work, and see how the old employees work. After everyone, I asked him to write a summary and let him write his views on our work and his personal views on the old employees. I must write three advantages and three disadvantages. Old employees must also give me a report on the opinions of new employees. In this way, everyone has finished, the new employee is familiar with the whole team, and everyone has a preliminary understanding of this new person. Finally, I held a meeting to ask everyone to raise their hands to vote on whether this person is suitable or not, and everyone passed. Well, then, you can become a regular employee. Whoever thinks it's inappropriate, I'll let him take him for another week, and then I'll ask if it's appropriate or not. If it is not suitable, it proves that this person is not suitable for us, and I will pay him an extra month's salary. In this way, everyone can get along well, everyone knows each other's advantages and disadvantages, and can also understand how to correct this shortcoming. Although the company's development speed is slow, our foundation is very stable. I told myself that we are a small company, and we must first firmly take root.
Then, as an intern, I asked the newcomers to choose teachers from the old employees, and they were assessed after one month. Evaluation has two parts: writing and language expression. Words include corporate culture, entrepreneurship and other corporate culture content, as well as views on the company's development and their own experiences, not only to write, but also to speak fluently; Language expression is to let him say that his understanding of the company and his expression of customers must reach a level. If he can't meet the requirements, it's the master's problem, then he will have to practice for another month, but I won't pay him. The salary will be paid by the master, because this apprentice is recognized by you, and you have the responsibility to bring it out if you recognize it. Otherwise, you have to pay. Therefore, my employees have grown rapidly and have a good relationship.
I officially started working. I don't ask you to place an order in the first month, but you must complete the task of visiting customers every month. The master should have taught you this skill. The task I set is not high, and I am sure I can finish it. If you can't finish it, there is only one reason, that is, you don't work hard. The first month's master will also play a supervisory role. If I can't pay my salary in two months, you will leave, and the extra salary that month will be deducted from the master, because it is his dereliction of duty. But my staff are great, and all orders will be issued within half a month at the latest.
Every day, a regular meeting is required every weekend to summarize the work of this week, but it is very short. I'll say if there's a problem, and the meeting will be dismissed if there's no problem. It's a bit like the early dynasty in ancient times. I'll quit the DPRK if something happens, but if you don't say anything this time, you won't have a chance next time. When I found the problem, I was dereliction of duty. Everyone should have a small notebook around him. If you find any problems, you should write them down immediately. I check them every weekend. So our problems are getting less and less, and those that can be solved are solved immediately.
However, the monthly meeting can't be handled simply. On payday, there will be a meeting, and then you will be paid. Do nothing else. Meetings are mainly used for communication. Sales experience must be exchanged, and the signing process of each order must be clearly explained. Such communication can promote sales communication, increase skills and enhance overall strength. The other is the evaluation of the suggestions made this month. Everyone scores each suggestion, and different scores give different rewards. This award ranges from 100 yuan to 500 yuan. Half of the reward is given by the company and the other half is borne by all other employees. Because this suggestion is not only beneficial to the company, but also beneficial to everyone, so everyone should be willing to make some suggestions. Suggestions include every detail of the company, whether it is finance, personnel, publicity, development or anything. After the communication, we will have dinner together, and the company will pay the bill. Then we will go home early to write this month's summary, including personal experience, understanding of sales, suggestions for colleagues and suggestions for the company, and give it to me the next morning. In this way, everyone grows up quickly and can learn a lot in a short time.
Because the company is small, many things are carried by one person. You must understand the following ideas, otherwise you can't make a budget, and you don't know what your company's weakness is now, when you need to advertise, when you need to strengthen publicity, and what you need to improve, let alone open up a bigger market. Everything is open, and every employee can put forward the idea of publicity and cooperation and vote unanimously at the meeting. As long as you can do it and everyone thinks it is feasible, then let you do it. If you make a mistake and fail, the company will bear half and others will bear it. If you succeed, the company will get part of it, and will suggest others to get it, and others will share it equally. Therefore, everyone is very positive, because the risk is small but the gains are great.
Of course, reward and punishment cannot be separated. I don't think anything that affects team cohesion can be tolerated. I am very strict in this respect, such as robbing customers and stealing other people's information. Once found out, I will be fired immediately. I have no other punishment here, that is, expulsion. As long as it is over half, it will be implemented immediately. It is certain that a grain of mouse excrement can spoil a pot of porridge, so it must be cruel.
Now companies don't have to worry about basic income, but only need to focus on system development and market development, because everything comes step by step. Small companies can't compete with big companies and can't afford to play, so it's better to be steady. When we make arrangements at work, we should pay attention to the personal problems of employees. Many employees are not locals, so we should try our best to help them rent their houses closer. Many of them are single, so we often have activities or something. You know, it is inevitable that a person will feel lonely outside. Organizing the company not only increases emotional communication, but also relieves work pressure and avoids unnecessary other things.
It is not difficult to start a business and find a project. The difficulty is how to implement this project. Again, small companies are different from big companies and can't afford to play. Management can't just rely on the system, it must be humanized. Team spirit is the whole pillar. Of course, every company has its own special place. How to play the team spirit of small companies is only the general direction, and the details should be arranged according to their own situation.