[Reprinted] How to make employees more professional

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Dedication, kung fu outside Poetry

Wen/Liu Wei, vice president of Wanxing Software

Professionalism has two meanings. First, on the personal level, Wang Guowei's three realms of reading, namely, "for the sake of yundun", are all personal dedication. The second is the organizational layer, which creates a dedicated organizational atmosphere. A person is not "good at learning". When it comes to you, it is natural to "go up every day". This is the dedication at the organizational level, "sneak into the night with the wind, and let things go silently ".

Different development stages of the company have different requirements for professionalism. In the initial stage, there were few employees and the founders rushed to the front-line. The company could not afford to pay too much for the elites. The principle of selection was "first in professionalism and second in competence", and the treatment did not even reach the industry average, however, if you are willing to do this, you will generally be able to grow with the right direction. In the development phase, the team has been expanded. The founder encouraged everyone to work in the future. The company has the strength to become a master, and the selection principle has evolved into "ability first, dedication second ", however, the premise is that professionalism can rise to the organizational level to form a diligent and hard-working organizational atmosphere and soil, so even if you attract a large number of talents to join, it will not dilute the original entrepreneurial culture, continue to maintain passion and vitality.

Our team has always maintained a strong combat capability, and our diligent dedication is often praised by investors. It is not enough to rely solely on the role of the Senior Leadership. The company-level professionalism issues still need to be resolved at the company level.

Value Sharing is the foundation.We advocate the principles of Value Sharing. On the one hand, it shares opportunities for career development. The employment mechanism is flexible, and new people are boldly started. The project work gives opportunities for performance. Horse Racing cannot meet horse racing and achievements are achieved, that is, full authorization is given for reuse, as a result, many "black horses" were created. On the other hand, they shared the material achievements of the company's development and implemented the employee stock ownership plan. Through this value sharing mechanism, everyone's "dedication" has a dynamic Foundation.

Cultural Construction is fundamental.We implement the "Village Culture" of equal participation, and basically implement "my website is my master ". Employees Participate in and even lead the company's major decisions, especially those involving significant interests of employees and workers. During our annual strategic discussion, dozens of people held a two-day closed discussion, which laid a common premise for reaching a strategic consensus. employee stock ownership planning, the Staff Stock Ownership Committee is composed of 15 core employees. Most employees of the Company are organized to participate actively. After dozens of heated discussions, the list of employees' stock ownership is formed.

The cadre team is the key.Whether employees are dedicated or not, the micro-management atmosphere created by front-line managers is very important. We have a department dedicated to cadre management and carry out a cadre induction review every year. The evaluation of subordinates accounts for 40% of the total. This puts a high requirement on the cadres' management capabilities, and requires employees to follow you. If employees do not have the trust, they will soon be transferred ". The company evaluates the galop q12 work environment every year and helps cadres improve management skills based on the evaluation results. If the Cadre Review is result management and the team has to step down without gaining everyone's trust, q12 evaluation and improvement is process management, and there must be improvement plans to continuously improve employee satisfaction in the work environment.

The Value Sharing Mechanism, the culture of equal participation, the good management skills of cadres, and the well-performing of these three points are just a matter of course.

Professionalism must set an example.

Text/bysen CTO Zhang Qinghua

We are engaged in talent management software, so we attach great importance to talents. Our technical team has a clear requirement for employee recruitment-putting human quality first rather than technology. When talking about quality, the first thing to do is the professionalism of employees.

In my opinion, professionalism is more of a kind of passion. If you are only satisfied with the nine-to-five working model, work is a job, life is a life, and can be easily divided, such people may not be suitable for technology, because more technical work requires a special passion for technology. For example, one of our engineers called me about 12 o'clock one night and told me that he finally came up with a system design plan and wanted to talk to me. I am very happy: This kind of engineer can regard his work as his own career or pleasure, which is pursued by any company.

Professionalism must lead by example. Both engineers and supervisors must do this in their work. In our company's Technical Department, there is no pure manager, and everyone must writeCodeOnly the root responsibilities are different, and the proportion is different. Our managers are more like coaches, supporting the development of the entire company's technical system.

In order to make employees more professional, we will also provide guidance in two aspects.

On the one hand, according to the different expertise and fields of employees, the well-organized growth ladder, such as business experts and technical experts, allows employees to feel the direction of their efforts at all times. For employees who want to develop in a certain direction, we will help them grow through training and mentor systems.

On the other hand, it creates an independent working environment, allows engineers to freely play in their own environments, and enables the team to implement self-management. When a self-managed Team is formed, engineers will be able to feel more autonomy, making their work easier. Of course, autonomy is built on trust. If an engineer makes a mistake, we will help them sum up their experience and make them go further. Giving him different challenges and helping him grow in different ways is more conducive to the formation of his sense of professionalism.

Dedication is an attitude

Wen/Yang Lie, Android software engineer of Neusoft Group

The topic of professionalism is mentioned almost every year and will continue. Maybe the company will not disappear, and dedication is an eternal topic.

In my concept, dedication is a kind of attitude towards the company and your career. This attitude is good or bad, and the initiative is on the staff, but the enterprise has an extremely important relationship with this attitude. Since we are dedicated, this attitude should be a positive attitude. It is manifested in the following aspects.

First, employees should have a sense of responsibility. This kind of sense of responsibility is not simply to follow the company's rules and regulations, not to be late, not to leave early, the work of the boss to seriously complete these things,, if you want to do things from the heart, you can think about the company. If you want to do things, you can think about what you are responsible. Employees and the company are dependent on each other. If the company is good, the employees can be good.

Second, employees must have professional ethics. As we all know, there will be various temptations at work. In summary, it is the temptation of money and power. If an employee harms the company's interests for personal gain, he will not only be unprofessional, but may also destroy his career or even violate the law.

As a company boss, we should try our best to do the following.

First, respect employees. Let the company be full of human nature, let employees feel that they are not simply earning wages, but a part of the company, we are in a big family, no one is an outsider. You respect others, and others may respect you.

Second, create a loose environment. People engaged in technical work often work very late and often arrive late. Therefore, they are more tolerant in these aspects and work harder. When I was tired of working, I went out for a walk. I felt relaxed and happy to see the beautiful green work area.

Third, establish an effective incentive mechanism. Do not treat employees badly, but be fair to some extent. It can be said responsibly that the fact that many employees are not dedicated or even quit is inseparable from their unfair treatment in the company. Although there is no absolute fairness in the world, to make employees feel that his contribution is rewarding, his efforts will eventually be recognized by the company.

The company and its employees are in conflict. The company's respect for its employees and their dedication complement each other. We hope that the company and its employees will grow and grow together to achieve their own success and achieve a win-win situation.

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