Shi Yuzhu's self-Report: How do I bring a team?

"Building a team is a huge system project and the first important factor for running an Enterprise ." "The core of an enterprise is still relying on people. The Giants are getting up again, and there is not much money, but we are still relying on this group of people. People are really critical ." "Whether investing or starting a business, the core factor is people ."...... This article draws out the experience of Shi Yuzhu's team of 10 bands over the past 24 years. It is a classic article to show readers.

Shi Yuzhu:

1. equity cannot be dispersed in the early stage of the business

Private enterprises, in the early stages of their business, must not have scattered shares. After a certain scale, the shares can be scattered, especially after the listing, the shares should be scattered. However, the national characteristics of China determine that in the early days, during the early stages of entrepreneurship, they cannot be like five buddies, 1/5 of each person's shares-nine out of ten such companies have to go wrong. Internally, we will fight, as long as the situation changes, if the company is small, when it is not making money, everyone is very good, if it makes money, it is easy to split the internal.

2. The team also has a test for the leaders

Whether a team is good or not. First of all, as the core character, your boss is not doing well. If you are not doing well, this team will surely be dispersed. First, they will observe you. First, are you a very careless person? You are not very generous. If you are a person with a small belly, you will definitely leave you.

Second, you are not sincere to people, and you are not sincere to your subordinates. If you are not sincere to your subordinates, you will show your words and deeds.

I feel that I have many shortcomings, but I am very sincere to my subordinates, so that they can easily establish a kind of trust.

3. Find out why employees want to work with you

As an employee, why should he follow me?

Sometimes there is an irreplaceable relationship. In addition to emotional factors, what does it follow you? To list it carefully, you can list it for several decades, but I think two of them are the most important: first, revenue, whether or not he has improved. We may be ashamed to say this in the past, when I started my business for the first time, I always wanted to use my business or corporate culture to dilute this. In fact, this is not true.

I think as a boss, I want to know whether to say it out loud and realistic. Why does he follow me? It is for money.

It is justified for money. I am working with you. I want to earn a good income. I want to improve my life. I want to improve the quality of my life. Since it is very legitimate, we can put it on the desktop and say that when conditions permit, we should satisfy him, and you should pay him as much as he contributes, so the superiors must not accept the subordinates. An employee must get the money he needs. In addition to the money that should be paid normally, if he contributes, you still need to give special benefits. This is the first point.

The second pursuit is the realization of personal self-value, which is related to my previous commitment. He always thinks that his personal value is recognized by his superiors, colleagues, and colleagues, you need to create such an environment. You need to set up a stage for such a condition.

4. No airborne troops

Who graduated from an MBA from outside is a returnee. How competent is this person and hired as the general manager? We will not do this kind of thing. It doesn't mean that he has no skills, but is caused by the characteristics of many Chinese enterprises.

Looking back, in the past ten years, at least five years ago, the probability of success of Chinese enterprises is very small for any introduction in this way.

Why does it fail? Although he may be competent, he is relative. For example, a surgeon, in his operating room, is a talented person. He ran to the store and wanted to be a salesman. He might not have graduated from an elementary school. He is not a talent. He is a relative talent.

Each enterprise has its own characteristics, and each enterprise has its own unique culture. In other enterprises, it is a talent. It can only be said that in that particular environment, it is a talent. If you change the environment, you are not necessarily a talent.

On the other hand, you have already accumulated a team in the process of enterprise development. This person is a talented person, but the old team will not accept it according to the traditional Chinese culture. How can your boss and the Chairman help him? As long as the middle-level cadres resist him, as long as everyone in his heart resist him a little bit, he cannot start his work. You can do it any more. You can't do anything if you resist it. However, you cannot lead into a big returnee, so you can replace all the people in the past.

Another reason is that many well-known talents are actually not necessarily real talents. Because they are really talented people, they often do not like to talk. In fact, real talents seldom say this sentence "I am very competent ".

I think the people I have used in the past seldom say that my level is high. What do I do? Anyone who says I'm at a high level will come to the end, none of them are talents, because they are satisfied.

5. selection criteria: Red and professional

Red indicates good character; Specialized indicates that his business is good. In fact, this is in two aspects. In fact, any team, you looking for people around, can find the right people, and red and professional people can find.

Red, I think a person with a little experience can see his character in the early days. A major part of his specialty is related to training.

If you give him the location but do not authorize him, then he will never be dedicated. You need to put him in that position, authorize him, and then train him.

Of course, I have a special feature. In fact, I am quite conservative.

Generally, I have spent more than 10 years with people in key positions, and Liu Wei has been with me for almost 20 years. I have been with several key positions for more than 15 years. You must have understood this kind of person's abilities. You have been very clear about it for three years. The red problem is solved naturally.

6. Full authorization of Cadres

Give the most informed people the right to make decisions.

Like a giant, there was no traitor at peak hours or at low valleys. I don't think there is a traitor when I don't pay. I think this is related to us.

The real giant cadres did not come out to say anything that is not good for the Giants. This is related to the full authorization of these cadres. Full authorization is not only for this purpose. In addition, the company's work efficiency will be improved, and an enterprise will make more contributions when the number of people remains unchanged.

In the past, we managed the national market. When the monthly sales volume was 30 millions or 40 millions, more than 300 people were managing the headquarters.

Now we have more than 1 billion million sales in a year. We have only a dozen employees in the headquarters, but they are well managed, but everyone has the right to manage them.

When a person does several jobs, he has the power to pay two more people, so he is happy and efficient.

7. Allow the following persons to make mistakes

The number of employees may be 70, and I may be 90. When I authorize the employee, I will endure the 20-point gap. I have to endure it.

For example, the health wine I mentioned earlier cannot be seen. This can be done, but I always feel that the contribution of the final profit to the company is much smaller than that of the brain platinum.

Although I don't think so, they have the right to make decisions. Finally, they did it. Of course they could not say it was a failure, but they could not say it was a success. So they later thought that my prompt was correct. But is it okay to pay the tuition fee once? This will not happen next time.

8. Introduce more tactical talents and fewer strategic Talents

Enterprises do not need a lot of people to develop their strategies. If there are too many people in an enterprise to develop their strategies, they will talk about them all day.

Who is the person who makes the strategy? He decided to be the chairman of the company. Then he is responsible for inquiring about the news and opening up his knowledge. For example, if he is going to study, he is going to listen to the economist today, and tomorrow he is going to talk to the entrepreneur. Then he will arrange several consultants or senior executives around him, training.

I have trained many strategic talents, but I have left.

People with low levels are often regarded as strategists, because they cannot be seen or touched and cannot be confirmed. The tactical problem is that you do what you do, and you don't do what you don't do.

9. Credit-recognition and hard work

There is no contribution to an enterprise, and it will not bring any profit. However, in Chinese culture, this tradition often says that I still have to work hard without credit.

Therefore, you need to put this sentence clearly. Our company only accepts credit, does not recognize it, and injects it into it. Once everyone accepts it, the efficiency of the Enterprise will naturally be high.

10. Do not say it. Do it if you say it is necessary.

This is a bad habit for many of us in China. We like to talk about big things, especially when lower-level people speak big things about their superiors. In such an atmosphere, the upper and lower levels of the enterprise do not have trust or trust. This will inevitably happen after a long time. I learned this from Liu Chuanzhi.

Once you mention this culture to a very high level and use it as a slogan, every time the lower-level and upper-level employees take their chests and report how many sales tasks I want to accomplish next month, he will be careful. We 'd rather give him a little less, but you must do it if you do. In this way, a company goes up and down, and once the atmosphere is established, the atmosphere is healthy.

Note: This article is excerpted from Shi Yuzhu's only public book "Shi Yuzhu self-Report: my marketing experience" so far. For details, refer to the source of the Chinese enterprise network.