Combined with practical experience, some suggestions are given:
First, clarify the positioning of startup companies. Start-ups, regardless of scale, high technology or general industry, must first find out what the positioning of Chu start-ups is before they can form an operation team. Such as industrial chain or supply chain? Is it innovative or service oriented? Is it the high-end or low-end of the commercial value chain? Is the market regional, domestic or international? Is the listing appeal GEM, science and technology innovation board or other three boards? Wait a minute. With a clear positioning, the talent goal of forming an operation team will be clear. If the startup company locates high-tech innovation, a whole group of entertainment stars will definitely not work; If the startup company is positioned in the general service industry, it is also overqualified to hire a group of senior engineers. If the startup locates the supply chain, and the listing target is the Growth Enterprise Market, your operation team needs at least three types of talents, namely logistics, marketing and finance. It may be the basic principle that entrepreneurs should follow to set up an operation team according to the positioning of a startup company.
Second, introduce a pragmatic operation mechanism. Clarify the talent target of the operation team to adapt to the company's positioning, and then how to introduce, stabilize and use it well. Generally speaking, the most basic thing is to establish and improve the salary guarantee mechanism, growth incentive mechanism and assessment flow mechanism. First, the salary guarantee mechanism. Abiding by the national labor law is the core content of the salary guarantee mechanism, and this bottom line must not be broken. Under this premise, it depends on the vitality and tension of the salary structure, whether people can do their best and enjoy its value. Second, the growth incentive mechanism. The design of articles of association is the core of growth incentive mechanism. Performance contribution incentive, dividend incentive and stock incentive are all options, but they should be effective and feasible according to the actual situation of the company. Don't draw cakes to satisfy your hunger and don't change your mind. Third, evaluate the mobility mechanism. Contract law is the core basis for evaluating the flow mechanism. Survival of the fittest is an important principle for the company to manage its operation team, but we can't do stupid things at the expense of violating the contract law.
Third, improve the corporate governance structure according to law. This is of great significance to the growth and development of startup companies, especially to the guidance and management of operation teams. The core foundation of perfecting the corporate governance structure is the company law, the core essence is the articles of association, and the core content is the basic rules and regulations. The legal representative, shareholding structure, financial system, decision-making mechanism and shareholders' meeting system of a company must be clearly stipulated in the Company Law and Articles of Association. In this way, the company's operation team will feel bright and comfortable, think wholeheartedly and work wholeheartedly, thus producing solid cohesion and strong combat effectiveness.
Original starting, welcome to comment!