Ning Yaxian’s story is of great reference value.

The average lifespan of American companies is 8.2 years, and the average lifespan of Japanese companies is 12.5 years. However, the average lifespan of domestic companies is only 3.9 years.

There are many reasons for this phenomenon, one of the most important ones is Ning Yaxian's original behavior.

Ignore the cultivation of employees' own abilities.

Avoid his shortcomings, promote his strengths, keep him in his comfort zone, and only do what he is best at. In the short term, work efficiency will be significantly improved and performance will rise sharply.

However, the employees' abilities have not improved. They are doing a lot of repetitive work every day and will soon hit the ceiling.

A good manager should be an educator.

We will educate every employee well, help them develop in an all-round way, give full play to their strengths and make up for their shortcomings... They must always be in a state of coexisting learning and work, and always do circle exercises.

In the short term, the benefits will not be too significant.

In the long run, it can break through the ceiling and gain greater potential and future value.

Zhou Buqi has listened to Ning Yaxian's stories many times, and he also knows about the many terrible corporate problems in Japanese companies, such as bloat, bureaucracy, infighting, discrimination, class solidification, corruption and incompetence...

These obvious problems must be taken into consideration.

However, there is one core issue to learn, which is the corporate philosophy of delayed gratification and putting talent cultivation as the top priority.

Zhou Buqi called He Yang over and specifically talked about this matter.

"What Japanese companies do is too extreme. They employ people for life, thinking that even a fool who has been trained for decades can be successful. But the result is that today's Japanese companies have long lost the vitality they once had. More importantly, But, they ignore the importance of genius. What changes the world is not an automatically operating system, but a person with a sudden flash of inspiration."

"How to strike a balance?"

He Yang is an expert in management. He said solemnly: "As the company expands, it will become conservative. They feel that as long as they follow the process, they can miraculously continue to succeed, so they begin to implement strict process systems. Soon Employees regard processes and disciplines as the work itself. It is undeniable that Microsoft, IBM, and Oracle are all in decline, including Lenovo. They have too many talents who are good at managing processes, but they have neglected the products themselves."

Zhou Buqi asked: "How to break through?"

He Yang praised him, "You are doing very well now!"

Zhou Buqi was confused, "What's going on?"

He Yang smiled and said: "The people you use, Zhang Yiming, Wang Xiaochuan, Ji Zian, Cheng Zhenping, Guo Pengfei, Luo Ji, Fu Hongliang and others are all young and lack systematic management capabilities. Including Xu Liangjie, his The management level... is also very average. However, one advantage they all have is that they all focus on products rather than management."

Zhou Buqi nodded, "But such people often have their own pride and are not very obedient to management."

He Yang didn't take it seriously, "We pursue a free, open, and equal corporate atmosphere that allows some individuality to exist. Individuality is talent. Obliterating talent is a huge loss. Processes and systems alone cannot make good things happen. Products also require genius ideas.”

“Part of the personalization?”

"Well, there's nothing we can do about it." He Yang nodded and sighed, "Not every employee has a strong ambition. The purpose of their work is just to have a living income. As a basic If their salary meets their daily needs, they lose motivation to make progress. They will complain about working overtime, hate learning, refuse to accept different perspectives and new knowledge, and like to lie in their comfort zone and enjoy life."

Zhou Buqi said: "It's human nature."

He Yang said: "Yes, this type of people is the largest. According to the 28/20 rule, 80% of the employees in the company are basically this type. So the concept of Japanese companies is wrong. They want everyone to be

It's impossible to jump out of your comfort zone to learn and grow because it's not in line with human nature. We have to learn from each other's strengths, and your arrangement is very good."

"Yeah?"

"Of course, you are the most powerful genius I have ever seen. Talent... is really unreasonable. You obviously don't understand management, but your architectural design and management method of Ziweixing is exactly the most correct. Maybe

You didn’t even notice it yourself.”

Zhou Buqi's heart skipped a beat.

Feeling very proud!

Holy shit!

Am I actually a genius?

I don't even know it myself.

He Yang said: "For the 20% of employees, we will focus on training. We have internal management training and external English training to allow them to display their personality and focus on promotion. For the remaining 80% of employees

, standardize management according to processes and systems, and let them become a screw in the assembly line operation in their comfort zone and in their most suitable position."

Zhou Buqi blinked, wondering how Boss He said such cold words in an understatement.

More cruel words are yet to come.

"Screws will rust after being used for a long time, so they need to be replaced frequently. The Internet is a technology industry, but in fact only 20% has technology content, and the remaining 80% is a labor industry, which is no different from moving bricks. Fix a few bugs every day

, how many lines of code have been written...it is a lot of repetitive work, without any technological content or innovation. Experience and qualifications are of no use."

"Should we promote youth?"

"Yes, the average age of our company is now 27.7 years old, which I think is very good. We must not be like Japanese companies, raising a bunch of elderly people who have long been eliminated by the times. We might as well set a rule that the average age of our employees cannot exceed 35.

When the age exceeds the limit, we will lay off employees.”

"This word cannot be spread." Zhou Buqi sighed, "He Yang, He Yang, you are so cold. If other executives have opinions, you have to convince them, and I won't show my shame.

"

He Yang was almost angry to death.

You accepted this suggestion without even thinking about it, and you still called me cold? You had thought about it a long time ago, and you were using the topic to your advantage, right? Boss Zhou, you can really find a scapegoat.

However, what’s more in my heart is appreciation.

This is the way a genius boss should control his subordinates.

He Yang said: "So from the company's perspective, we only need to focus on cultivating the 20% of people, assign them targets that they can't complete even if they stay up late and work overtime every day, provide them with more in-depth psychological counseling, and conduct individual training

Standardized career arrangements. For the remaining 80%, just use systems to standardize management."

"It sounds like it's much more advanced than what Japanese companies do."

"Well, in a word, 20% of the people use 80% of the company's resources to train them. The company's welfare is more for the 80% of people. 20% of this part of the expenditure is enough."

Zhou Buqi was deeply convinced and felt that Boss He's insights were indeed profound and he was an expert in this subject.

Prior to this, the two had basically determined some of Ziweixing's new employee benefits-the 5K plan.

First, during the five traditional festivals of Qingming, Dragon Boat Festival, Chinese Valentine's Day, Mid-Autumn Festival and Double Ninth Festival, the company will give gifts to employees. The gifts given on each festival are worth 200 yuan, totaling 1,000 yuan.

Second, red envelopes will be distributed during the Spring Festival, with each employee receiving 1,000 yuan.

Third, every year, the company will distribute 1,000 yuan in charity funds to employees, allowing them to use the money to make donations and charity to reflect their personal social value.

Fourth, every year the company will issue Yuanwei milk tea consumption cards worth 1,000 yuan to employees. Two milk tea shops will be added to the Sohu Building soon to facilitate everyone to enjoy wonderful high-quality milk tea.

Fifth, the company will give each newlywed employee a follow-up gift of 1,000 yuan each.

The total is 5,000 yuan, so it’s called the “5K Plan”.

As for overseas travel, maternity leave subsidies, serious illness assistance, annual physical examinations, etc., He Yang vetoed them all.

It’s not because the expenditure is too large and the finances cannot afford it.

But there is also a serious shortage of personnel in terms of personnel. With so many new benefits being introduced at once, they are overwhelmed. Once they are not handled well, they will not be implemented in place, which will be self-defeating and turn good things into bad things.

It’s better to take it step by step, start with something simple, and slowly improve Ziweixing’s welfare system.

However, benefits are more targeted at the 80% of ordinary employees.

For the remaining 20%... the company must invest more heavily, not in terms of money, but in ability training and guidance.

Zhou Buqi said: "There is a very bad argument in society now, which is to boycott English, saying that this is worshiping foreigners and favoring foreigners. Fortunately, the leaders of the education department are not confused and are working hard to promote English education. Even if you are a security guard, you can understand English

You can go to an international community and earn a monthly income of 10,000 to 20,000 yuan. Our English training must be normalized. Boss Ren is over 60 years old and still learns English every day. Our young people cannot fall behind."

"Incorporate English into our training system?"

"I think we can expand it further. We can open an internal lecture hall. In addition to training corporate values ​​​​and management methods, we can also invite some experts, professors, and scholars from outside to give lectures. It should not be limited to the company's business.

It can be literature, history, law,

Philosophy can also be astronomy, economics and business. Nowadays, college students are basically learning the things in books. Even if they get perfect scores in various subjects, they still have huge shortcomings. We need to add this. We need to cultivate generalists for outstanding people.

, only with a broader knowledge base can we draw parallels.”

"Isn't this the same as college?"

"We might as well call it an internal university, um... Ziwei University. I don't have time to go to the university campus, but it would be good to take some time to attend classes at our internal university."

He Yang silently calculated the accounts in his mind and nodded, "This is a large amount of expenditure, and it will take time to operate. It cannot be rushed. It is best to recruit a scholar from Guanghua College to be the person in charge of this project."

Zhou Buqi said with a smile: "Take your time, the working environment here is limited. When our headquarters campus is built, we will build a large auditorium and have senior lectures every week. Think about it...it will be a grand occasion."
Chapter completed!