Rebirth of the Wild Age

Song Weiyang briefly browsed the report, put it aside casually, and asked with a smile, Can you still get used to work?

Shen Xie said: It was not good at the beginning, I couldn't keep up with the rhythm at all, and I was not familiar with a lot of work content. It is much better now, at least I don't ask questions, and I can already help my colleagues in the same group.

Song Weiyang said with a smile: You've made rapid progress. It seems that your understanding is quite high, but you just don't want to make progress.

Shen Xie is really smart, but it's a pity that that kind of smartness has never been used on the right path. From elementary school to university, he has passed long live. As long as he can pass the exam, this guy will not bother to study hard. After joining the work, every time I first joined the job, I didn't know anything, but the speed of getting started was super fast, and I could basically reach the average level of my colleagues in a month or two. Then he started to fool around again, as long as he can mess around, why bother to study hard to improve?

Now that she joined Shenzhou Science and Technology Company, Shen Xie is still the same. He is extremely serious during working hours, absorbing all kinds of new knowledge like a sponge absorbing water, and even bought professional books to spare time.

But this state won't last long. After Shen Xie fully adapts to his current job, he will definitely have to muddle along again, spending a lot of time on recreational activities such as playing games, watching anime, and so on. His philosophy of life is that he can mix as much as he can, as long as he can complete the basic work tasks, and those who are too difficult can be solved by those awesome employees.

His parents and elder sister often criticized him and advised him to learn more and work hard. Shen Xie always quoted Zhuangzi's words to answer: My life has a limit, but knowledge has no limit. If there is a limit, there is no limit, and it is all over!

For this famous Taoist saying, what we usually hear is the first half sentence: life is limited, but knowledge is infinite.

How philosophical it is.

The style of the second half of the sentence changed: using a limited life to pursue unlimited knowledge, I am exhausted!

Well, the translation is a little wrong, so don't go into it.

Song Weiyang sipped tea and asked, Based on your observations this month, what do you think of Shenzhou Technology?

Shen Xie said: Many things are fake and empty, and the form is greater than the content.

Song Weiyang said, Continue talking.

Take struggle as an example, Shen Xie said, Shenzhou Technology tells every employee that we are a company in struggle, and we are employees in struggle. Through struggle, we can create a better future for our employees and create a better future for the company. The future can create a better future for China. This kind of fighting atmosphere really made people excited at the beginning, and even I was fooled into wanting to work hard. But soon I felt that the struggle changed.”

Why did it change? Song Weiyang asked with a smile.

Shen Xie said: When everyone is talking about struggle, every move can be linked to struggle. If you don't take the initiative to work overtime, even if you have completed the work tasks, you will still be regarded by your boss as not fond of struggle. The company this month The internal magazine of the magazine commended a brave employee. A certain research and development personnel was seriously ill and had a fever of 39 and a half degrees. He worked for three days while sick. .The company not only advertises in the internal magazine, 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 company's point of view, it is indeed right to commend such advanced people. But ordinary employees are extremely disgusted because they think of many of their own experiences. For example, many people dare not ask for leave when there is a major incident at home. Most of them are not struggling. I dare not ask for leave when I am sick, and I am not struggling if I ask for leave because of a minor illness. This makes every employee very anxious, and the most complained about it in the smoking room. The company commends outstanding employees who work while sick, Not only does it fail to motivate other employees, but it disgusts other employees.

Song Weiyang laughed and said, Anyone would feel sick.

Shen Xie also said: I think the company culture that encourages struggle and overtime has been completely abused formally. Employees are in a state of anxiety and fatigue for a long time, and their work efficiency is actually very poor. I'm tired, but someone stands behind and whips the horse. I think, stop and rest, this horse may run faster and run farther.

Well, what you said makes sense. Song Weiyang nodded.

Shen Xie was recognized by Dr. Ma, and immediately became excited: I think it should be people-oriented, employee-oriented, overtime is strictly stipulated, and employees are encouraged to complete tasks during normal working hours. If you are sick or urgent, you can ask for leave. Don't be punished by your supervisor because of this. Leaders should keep an eye on them, and don’t use how much leave they ask for as part of their performance appraisal.”

En. Song Weiyang continued to nod.

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

Although Shen Xie thinks that China's technological problems are serious, to be honest, Song Weiyang thinks it's not bad, at least better than he imagined.

As for Shen Xie's suggestion, it's pure nonsense, and entrepreneurs with a normal mind would not listen to it.

Even if ordinary employees feel disgusted, outstanding employees who work sick must be recognized. One is to reward the employees for their self-sacrifice, and the other is to encourage aspiring employees to follow suit, so as to maintain a positive working atmosphere-most employees may be disgusted, but it can make a few people see opportunities and see hope. And the contribution of these few excellent employees is likely to be worth hundreds of them.

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

As for the departmental coordination problems recorded in Shen Xie's report, it is unavoidable for every large company to spend a lot of time and energy on internal communication. After the scale of the company expands, it must be managed with a system, and the system is rigid, which will inevitably cause problems such as serious internal friction, low efficiency, and rigid work.

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

But mediocre managers can only implement the system rigidly; excellent managers can use their own abilities to do things more satisfactorily under the framework of the system, increasing work efficiency exponentially.

See Weizhi's works.

From this report focusing on grassroots employees, Song Weiyang saw only three danger signs.

First, the bureaucracy is serious.

Shenzhou Science and Technology emphasizes obedience. Orders issued by superiors must be executed under conditions, and conditions must be created without conditions, and they must be completed with quality and quantity!

This starting point is good, but over the years, the power of department heads has grown, and a superior atmosphere has emerged. Leaders at all levels enjoy the pleasure of giving orders, and become less and less able to listen to dissenting opinions. If employees have better ideas, but they are contrary to the opinions of the leaders, they dare not speak out.

Because different options are mentioned, only two results are possible. First, it was adopted by the leader, but it made the leader unhappy. Second, if it is not adopted by the leader, it also makes the leader unhappy.

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

Second, work has been slow.

Due to a lot of corruption and corruption in the past few years, Shen Fuxing made a drastic reform and adopted a management method of decentralization and checks and balances. This can indeed reduce the cost and make the company's decision-making more secure, but it is inevitably overkill. Coupled with the matrix operation, the management structure is 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 every big boss to have the same idea.

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

To deal with so many departments and so many big bosses, the department that put forward good ideas is often exhausted in the early stage of coordination. Gradually, everyone was too lazy to innovate, and they all imitated the best-selling products on the market, or optimized the original products, because such projects were easier to pass.

It is no wonder that in the past two years, except for the children's phone watch proposed by Song Weiyang, China Science and Technology has not produced any innovative new products.

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

Fortunately, when Shen Fuxing was asked to learn from Huawei, Song Weiyang firmly opposed imitating its work number culture.

Otherwise, China Science and Technology will have one more disease of large companies-the seniority of seniority.

The phenomenon of seniority ranking occurs in any unit, but Huawei before 2007 was particularly serious, even to the point where Mr. Ren had to change his job number.

Every Huawei employee has his own job number when he joins the company. The earlier he joins the company, the smaller the job number. After a long period of time, there will be a situation where the job number is respected, and employees with small job numbers will walk with wind. Sometimes when talking about work, when it comes to stalemate stages, they directly use their job numbers to suppress people. When a newcomer meets a senior with an old job account, he has to stay humble, otherwise he will be rejected and suppressed. It is also easier for employees with old job numbers to get promoted and raise their salaries, and capable newcomers are often pushed by their job numbers to sit on the bench.

In 2007, the new Labor Contract Law was about to be released, and Huawei wanted to circumvent the restrictions of the new contract law. The old employees were asked to resign voluntarily, their length of service was bought out and cleared, and then re-employed as new employees.

At that time, there was a lot of public opinion, and the society accused Huawei of disrespecting the interests of employees and taking advantage of legal loopholes. An open-ended labor contract can be requested. The circumvention measures adopted by Huawei prevent all employees from working for more than 10 years.

At that time, Huawei had not yet become a golden body, and the media from all walks of life flocked to it, which could be said to be reviled by thousands of people.

But what about inside Huawei?

The employees support the practice of buying out their working years and returning to work, because Huawei buys out their working years and gives too much money, which is tantamount to making every old employee a windfall, and the returning of old employees also makes new employees There are more opportunities for advancement.

Of course, there are also many employees who are conflicted about this, but what they resist is not that their service years have been cleared, but that they complain that their old job number is gone, and they replaced it with a new job number when they returned to the furnace... This is the same as the 5-digit QQ number It's almost the same as being stolen, and it's not only a matter of face, but also the hidden rights brought by many old job accounts are gone.

Mr. Ren has always wanted to deal with the negative impact of the job number culture, but there are too many people who oppose the reform, and they can't find an opportunity. Finally, the promulgation of the new contract law will make it happen. Otherwise, this will become a long-standing problem for Huawei. .

Shen Fuxing felt that Huawei's job number culture is very advanced, which can greatly enhance the cohesion of the company and give employees a special sense of belonging to the company. He wanted to directly copy it into Shenzhou Technology, but was rejected by Song Weiyang.

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

This is a double-edged sword, which can make the company's combat effectiveness amazing in the start-up stage, but it will also frantically slow down the company after it grows. Even the system can't solve it, because what changes is the interests and people's hearts. Most of the old workers have become leaders, and even if they have conflicts with each other, they will form a new interest class. Even if interests are not considered, only emotions are considered, and employees with older job numbers will be given priority. If things go on like this, going down layer by layer, the employees with new job numbers can be overwhelmed, and then they will go to the employees with updated job numbers.

Song Weiyang read Shen Xie's report in detail again, summing up the current situation that really needs to be changed from various trivial matters.

For the time being, Song Weiyang didn't bother to touch on overtime culture, because it wasn't a difficult issue for him.

The bureaucratic style cannot be changed in a short time.

Streamlining the department and making the management flatter, this is the top priority! Even if doing so will increase the chances of management corruption, there is no such thing as the best of both worlds, only the lesser of two evils.