9 major standards to easily get the old staff of the printing factory
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1. There is a tilt in welfare
Many companies' welfare systems take care of old employees. For example, if they work for a certain period of time, they can get an additional housing provident fund, have more company stocks and options, or distribute a bonus. These measures are helpful to attract long-term peace of mind to employees.
In addition, the company has signed a non-fixed-term labor contract with the law, which is actually the company's long-term contribution to the old employees, and the long-term dedication of the old employees.
2, let the old staff feel a sense of crisis
Some old employees, with their accumulated connections and resources, even in the company's mixed life, income may be higher than the new recruits who work hard. To this end, we must create a sense of crisis within the company. For example, last year, Huawei asked seven or eight thousand people who had worked in the front to resign and re-sign, to a certain extent, in order to re-energize the sense of crisis and motivation of the old employees.
3, to prevent the princes from being the king
At the same time as reasonable authorization, it is necessary to effectively monitor the old employees, so as to avoid the emergence of the land is king, difficult to manage, or because the old employees leave, bringing huge losses to the company. For example, Yang Yuanqing of Lenovo has to rotate the top level every other time. In addition, Ma Yun personally changed the eight senior executives of the group, and released the right to release the wine.
4, not only qualifications, only ability
All employees are responsible for their own goals, and to ensure the company's overall goal is achieved, there is no new and old employees at this point. Andy Lake, president of NBC, a subsidiary of General Electric Group, said: "CEO Jack and I are already 8 years old friends, and our wife meets almost every day. But if I start to go downhill, I have done 4 incredible things. Stupid, I know he will fire my squid. He will hug me and say that he is very sad. But he will not hesitate to dismiss me."
5, authorized to blame, interest bundle
Many old employees have nothing to do with it, because it is possible that they are really "boring" panic, so they need to move some right and wrong to remind themselves of their existence.
Under this circumstance, as an old employee boss, we must change the position of the "big master". To become a strategist and planner, more specific matters should be handed over to these old people to take care of them and let them "transform". . To achieve this goal, the boss must learn to authorize. For the old employees who come with the boss, because the boss knows the roots, don't worry about the big risks. Therefore, it is necessary to boldly give authorization, responsibility, and of course, control, and give it more responsibility by giving it more responsibility!
6, authorized to appoint, interest bundle
The process of enterprise development and growth is a process of continuously eliminating backward employees, and old employees are no exception.
Excessive indulgence, tolerance, and tolerance of those “outdated” old employees is a blow and rejection of other outstanding employees. Therefore, the old employee enterprises must use the performance system according to the assessment system. If the performance is poor and they cannot be improved or improved within a certain period of time, they must be given penalties for their duties, their salaries, bonuses, etc. according to the assessment system. For those who have been performing poorly and have a bad attitude, but they are not thinking about progress and repentance, they must light up the "big stick" of assessment, decisively demote, downgrade, lay off or wait for a post, and severely expel them to "kill chicken." "Apes" plays a warning role.
7. Cultivate new people and deter old people
Some bosses are only afraid of managing old employees, and even worry about “out of control” or “job change”. One reason may be that the team echelon is not built enough and the talents are lacking, so that the old man feels that no one can replace it, and the behavior is flying.
Therefore, the boss needs to constantly introduce new professional managers suitable for their own development stage according to the needs of the business development of the enterprise, and constantly train some reserve talents, “the water is not corrupt, the household is not shackled”, through the entry and exit of talents, Deterring old employees, to promote their sense of pressure, cherish the opportunity of work, put their position, and make greater contributions to the company.
8, the user must be suspicious, the suspect should use
It is now popular to have such a management concept that "the use of people should be suspicious, and the suspects should be used", which is very suitable for the management of old employees.
The "suspiciousness" mentioned here includes the meaning of investigation, supervision, and management. For new employees, many bosses can pass the three-month probationary period or longer, observe their actions, and check their words to judge whether he is suitable for this position. But for the old employees, the bosses are negligent in management, because they think that the company's philosophy has penetrated into its marrow, the company has given them high returns, they have no reason not to be loyal. Therefore, many old employees are outside the system, thus forming a management blind spot.
The development of a company is fundamentally the development of a team. Under the supervision of the system, it is the best annotation of the concept of "using people to be suspicious and suspects to use".
9, according to human conditions, according to local conditions
Shi Yuzhu used the old people who worked with him in key positions. In his view, the internal staff is like the root of the ground. After two difficult times of entrepreneurship, those old employees, Shi Yuzhu is the most valued. He is confident that he can see a person's virtue in five years, and of course includes people who have been familiar with it for many years. A vice chairman of the journey was Shi Yuzhu, who was the deputy general manager of the small company that bought the computer 18 years ago. On the issue of “old employee management”, Ma’s and Shi Yuzhu’s management attitudes and practices are completely opposite.
In terms of the use of talents, Ma Yun values professional managers and airborne soldiers. After Alibaba's IPO, except for himself, the company that won the most shares was not the "18 Arhats" who followed him for 8 years, but the CEO Wei Zhe who came down from Baan's residence 11 months ago. Although Ma Yun and Shi Yuzhu have very different appointments for old employees, the enterprises they lead have undoubtedly created the myth of the Chinese business community. Therefore, the management of old employees: according to people's conditions, according to local conditions.