The company matches employees with jobs just right, realizing that everyone has a job that is not aimed at making money-only genuine interest can stimulate continuous creation. The function of the company is no longer to assign tasks and supervise work, but to better match the expertise and interests of employees with customers' problems.
The so-called managers of the company are all experts in human resources. They first try to find a group of employees who can devote themselves wholeheartedly because of their interest and enthusiasm. At the same time, employees' expertise and interests will be brought into full play in the company.
2. It is not the company that hires employees, but employees who use the company's public services.
The relationship between the two has undergone a fundamental reversal, which has led to a qualitative change in the initiative of employees. It is somewhat similar to Haier's current win-win model, but the partnership between the two will be deeper.
From the perspective of management alone, future employees need authorization, not just because of company incentives. Authorization means that the company arouses their interest and motivation in advance and challenges them. The company no longer relies on performance appraisal to stimulate the enthusiasm of employees.
3. The team is small and beautiful, and the personal value is clear at a glance.
Jeff Bezos, founder of Amazon, once praised the principle of "two pizzas", stipulating that the number of team members should not be so large that two pizzas are not enough. Many people may not be strong, but the key is how to make people more willing to work hard. Large teams often make the value of ordinary people ignored, and only small teams can make personal value clear at a glance.
Small teams are more efficient than big teams, so they don't have to spend so much time competing with each other. Small teams are like family members. Everyone may quarrel, argue about right and wrong or even fall apart, but they can often unite at critical moments.
The air is filled with sense of participation, respect and achievement.
The material pursuit has come to an end, and spiritual satisfaction is becoming more and more important. Decision-making, for example, is not the privilege of those in high positions. Everyone participates in decision-making. In essence, the level of salary has nothing to do with decision-making ability.
Huawei has long advocated "let people who can hear the sound of gunfire make decisions", so that employees can fully realize their sense of participation, respect and accomplishment. Xiaomi also regards this "three senses" as an important factor in the company's management culture.
5. Power is mobile, and decisions are made by the public.
In the future, the company will not take the position or experience as the criterion for selecting managers, but look at his performance and enthusiasm. Enthusiasm is the innate quality of excellent leaders. Such people will be pushed to the leadership position by others even if they don't volunteer. Their enthusiasm attracts iron filings like magnets.
Debbie Biondolillo, former human resources director of Apple, said, "Your title can make you a manager, but it is your employees who make you a leader." In other words, let the competent, enthusiastic and truly knowledgeable people have the final say, not a thoughtful manager.
6. Happiness is not made. Work is like playing games.
When the company recruits people for interviews, people often ask whether the company will organize many activities, such as ball games and parties. Internet companies that do well today, regardless of size, will have special entertainment and leisure places and various facilities.
In the future, the company will not only increase recreational activities and facilities to "create happiness", but also make the work itself like playing games, so that employees will always have a heartfelt sense of pleasure.
For example, in Google, expansion activities do not consider "team building", so that everyone can have fun. On the premise of perfect weather, choose a place that you have never been to for outdoor activities, and the location should be far enough from the office, which makes people feel that they are really traveling in a distant place and gives people an experience that they can't harvest alone.