Former employees: I know what I'm doing at (reprint)

As a former program ape, I have recently been asked by a small partner why I have to give up a seemingly high-tech work in the forefront of science and technology, I am in the face of the nature of the right to say that because I am deeply in love with the present job, (righteously) want to do a big business here! In fact, a quiet heart to think, inevitably have some feelings and heart words, just take this opportunity to speak out, readers, also in the way to commemorate the passage of time.

To say that has a significant advantage, it is naturally high income. In early May, a "Financial lang Eye" program, Professor Lang has disclosed that a 7-year work in the company's general staff, the annual salary can get 180,000, the bonus 350,000, dividend 130,000, the annual income of about 660,000. And if the vice president of sales in a certain region, his annual salary can be 990,000, the bonus 980,000, dividend 3.07 million, annual income can be as high as 5.04 million! Of course, these two sets of figures do not come from the authority, nor does it mean that every  employee can get such a lot of money, but after all, we can draw a approximate interval for reference.

According to the author's personal experience, this number range is probably not much worse. In , whether it is a programmer, as long as it is not outsourced support staff, or secretary customer service This kind of non-core positions, the revenue is not to worry about, in  down to five or six years of people, enough in the first-tier city to buy a non-core area of small property, and then live. But also do not expect to just enter  will be able to marry mating million a year, in general,is a favor to really make a contribution to the people, but the first contribution to the money. Here's "give money", and not only refers to the last month's salary this month, the year to receive the year-end award of such a narrow time dimension, but the accumulation and stretching, think carefully, in fact, put this point in the long road of life, or the workplace of various industries, in fact, the same applies. So in the work of  can not catch the urgency, as long as it does make a contribution, in addition to the very individual circumstances,  will definitely give back to you, but may not be so timely.

Performance is like a digital game

In addition to science, in fact, from the above two sets of data can also be seen,  employees pay income is divided into 3 parts: First, the salary, the second year-end award, three is the dividend, about 1/3 of the total. In terms of wages, the overall level is determined by the rank, whether there are vacancies in the post and whether the qualification examination is decided, but in fact these are only necessary, the key is to get the best performance. Year-end awards are determined by the Department's annual income and your personal contribution, but the profitability and personal contribution of the department are judged by performance. Dividends are the old employees only the virtual stock dividend, the more the company's profits on the more points, but want to have the stock of the holding qualification, or to see performance. So, there is a major premise in the high-income business of : excellent performance.

Since salary income and rank promotion all rely on performance to speak, that employees in the daily work naturally all take performance as the core, generally can improve performance, no matter how tired and bitter, even if the obligation to stay up late overtime, also all at the expense, this point has gradually become the  Company's corporate culture, the so-called struggle culture. On the surface this is a virtuous circle, the staff stared at the performance of hard work, with a set of goals, improve the enthusiasm and efficiency, work more efficiently, the efforts of employees to create the Department of Development, the development of the Department to support the company's progress. But this beautiful cycle lurks a very easy to overlook but essential premise, that is the performance of the establishment of a complete and reasonable. If reasonable, it is more and more good happy, but the reality is often counterproductive.

The first is the performance of the assessment of the existence of unreasonable, many managers only on the basis of a moment of gain and loss to make judgments, which caused the staff to focus on the present, only care about their own task, other things can be put aside for a while, even if some things related to user's feelings and experience, as long as the code can not improve performance Don't do it. But those who need long-term investment, also can not get the performance of the work content is often not written in the annual plan, nor in the final performance evaluation results.

The second is that the review is often too stringent, as long as a small amount of negligence, will directly cancel the selection of the best performance eligibility, because the best places are indeed too few. This from one aspect really can promote the staff to strive for excellence, the work is more careful and earnest, but on the other hand implies that only the error-free talent can get the best performance, but people who have not? Coupled with  high-intensity and fast-paced work, making mistakes becomes an unavoidable situation. So an employee who worked hard for a whole year had to lose his chances of being chosen as the best because of a momentary neglect, and then turned the hopes of promotion and salary into a bubble? Normal, most people will choose to cover up, can cover up the past to try to cover up, I have been there have been some old staff because the process routines are very familiar with, so make full use of the link loopholes to cover the wrong situation, although may be able to avoid the past, but the pit is later people and later product progress.

This is perhaps a constant problem of enterprise management. First of all, no performance evaluation is not possible, because the hard work of the people and lazy trickery people get the same return. However, the role of excessive strengthening of performance and KPI, it is easy to fall into such a misunderstanding: because the original KPI and performance quantification is only a means of realization, the goal is to simplify the implementation, management and assessment process, but there are some short-sighted people can not avoid the means as a goal, one-sided pursuit of digital success, Even at the expense of the company's strategic goals and plans behind the numbers. On the other hand, we can not deny, how to objectively design a performance management system, it can not be the ultimate goal of the pursuit of the complete equal sign, and in this case, the more emphasis on performance assessment, the more easily let the whole company or team into a one-sided pursuit of performance of the digital game.

More because of the performance of the sword hanging overhead, but also the entire company struggling enterprise culture, which resulted in a variety of paid unpaid and voluntary overtime, almost flooded the entire personal life. This resulted in two results, one of which was the injury to the employee's body. The author before leaving the Research and development department, the old employees are mostly at the age of thirty or forty years old, but most people are either early white head, or serious hair loss, mental state is even worse, and news reports in the  staff sudden death and jumping off the example can be said to be commonplace. The 2nd is the impact on the employees ' spiritual world. Most of employees don't ask the world (and they don't have the energy to do it), thinking about how to get the best performance, because if the lowest level is rated, it will be eliminated, even if not eliminated, the rise of the promotion is basically hopeless, and the content of the work will only increase not reduce. Therefore, there is no excess energy to own personal life, almost the entire private time dedicated to  Company, quality of life and happiness fell straight down. Can imagine, a do not own personal hobbies, no time and energy to run their own hobby life, how can there be happiness to say? Of course, the company is very large, the department line is also a lot of different departments and positions, the time and rhythm of work may vary greatly, and happiness is the relative, perhaps some people think that life in exchange for economic freedom is acceptable, which is understandable.

 is a big company with a broad platform, so that employees don't have to worry about their careers, or even having a good meal. As one of China's few top 500 private companies,  has about 170,000 employees around the world. With so many employees to manage, it is necessary to form a complete set of system system within  Company, whether it is personnel or business, it is orderly and normative. And, such a set of system norms from the top down, applicable to from the boss to the grassroots staff of every person, no one is the exception. Therefore, this from the basic system to ensure that everyone's contribution can be rewarded, everyone's efforts to pay also can get the rank of promotion, without too much attention to the complexity of the world of the complex response, or office politics intrigues, perhaps because of this,  can continue to develop rapidly, ranked 500 One of the strongest.

Self-realization and bucket

Such a well-regulated system guarantee is a good thing, which is indisputable, but to be clear, this sentence is from the enterprise's point of view. This may turn out to be a bad thing if you start from the personal perspective of the employee. A person standing in 170,000 people, can definitely be regarded as bucket, therefore, in this large and complex management system of individuals, want to promote and realize the value of self, not only to rely on hard and hard to pay, but also to have a suitable opportunity. Opportunity is what, opportunity is may or may not have a probability, there is a probability, that is to wait, waiting for the position above the vacancy, waiting for the structure of the Department to adjust, or wait for a small probability event, however, not only, but also in the long waiting process to pay hard and hard. Therefore, this can not avoid the difficulty and slowness of the promotion, although this is an objective impediment to personal development, but also improve the overall quality of leadership, most of  can sit in the leadership of the person, usually means that he has experienced a very long period of hard work at the grassroots, Also can experience to the grassroots staff's thoughts and feelings, at the same time they have formed a hard work style, in the objective has contributed to the company does not engage in office politics, management system increasingly standardized facts.

Standardized system system means a clear division of labor and collaboration, in the composition of the staff of 170,000, the Division of labor of the meticulous clear can also be expected, although the objective to improve the efficiency of the entire enterprise, promote the company's development, but also greatly limited the personal ability and comprehensive quality of ascension. A person does the same thing all the years, this is just a whole set of process breakdown in a screw level of small things, then this person can do after the job, except  can go? Or if someone is going to spend their entire lives working for, that's another matter. Or this sentence, happiness is a relative, and there is no single standard answer in this world.

Words and in short, everything has pros and cons, if you can only tolerate ordinary suffering, do not pursue the ordinary life.  is a paid and rewarded trading ground, as long as you have enough of the equivalent, then as soon as possible to embrace the great enterprise, but if not enough, it is good to be honest and ordinary ordinary people better.

Former employees: I know what I'm doing at  (reprint)