Beware of premature, how does a start-up company keep Wolves?

Entrepreneurship is a long-distance running. Mobile Internet entrepreneurship requires "the World martial arts, only fast and not broken", but also requires the team to maintain long-term entrepreneurial passion and wolf nature. When the team is small, can rely on the founding team to take the initiative, the team, the team is big, to maintain the wolf must rely on the system and system. Otherwise the long-term high-intensity operation, the start-up company is easy to premature.

Last week 36 Krypton and Volkswagen Reviews founder and CEO Zhang Reasearchers. 2014 He is the most important thing is "restart the comments", so that the establishment of a decade of the public comments with entrepreneurial momentum. According to him, the employee's status has changed a lot from the beginning of the year. On the digital level, the efficiency of research and development is increased by one fold, and the third quarter orders are dozens of times times higher. (For details, please comment on 2014 transcript)

Now 36 Krypton to the public comment on the "Wolf" summed up into a strategy to share with entrepreneurs. It may be useful, because it is difficult to comment on such a company, the reason is: 1, reviews have been established for ten years. 2, to do beer and Skittles origin, product comparison petty bourgeoisie, people are petty. 3, the team is large and complex structure, technical science and technology men have, grounding gas sales operations have.

The premise of using this strategy is that the founding team has absolute control over the company. Public comment Very early did AB shares, Zhang with the core of the founding team is currently accounted for 80% of the company's stock rights, his personal voting rights are more than 50%. In general, companies that want to be big platforms, such as Jingdong, will be so set up. Zhang said:

Control of the entire company is still in my personal hands. There is such a thing (AB stock set) we can vigorously introduce talent. The company's development must be financed, to a certain stage of the stock must be diluted. Such a simple mechanism will ensure the company's direction, and important decisions will be made in the founder's team.

The specific approach is

1) Structural adjustment and clear policy positioning is important. The people around you need to know what they do, and the results are not valuable, so the goal is very important.

2 Key personnel changes are important. A lot of department culture is to see the boss, without the support and implementation of key personnel, management and system change is useless. So the change of key people's behavior is important to the change of culture, must first change these key characters, let them bring some new practice and style.

3 performance is also important. An effective performance should be based on the first two, the goal can be clearly positioned to know how to do well and bad, there should be rewards and punishments.

Well done should be a prize, do bad punishment, and the scope of rewards and punishments to be opened. Suppose the previous year-end bonus averaged two months ' salary, good three months, and one months worse. We can make new adjustments, if the bonus package is two months, the good is six months, the difference may be zero. Including our equity, assuming that it was once given to four years, can be changed every year, depending on the performance at any time to adjust the long-term options incentive. and promotions, all with a very specific assessment. These are important, positioning, architecture, personnel changes and short-term long-term performance competition, bonuses combined.

4 cultural advocacy. Before the public reviews also have values, but relatively not completely down to implement. Now to review the mission values of reviews, also in the downward carry out a large-scale propaganda, tell us what everyone wants to do, to have passion, content-oriented.

In addition, the values should be clearly placed in the performance appraisal. We have to have high-voltage lines, tell employees what can be done, what not to do, like a brush, fake, unfair distribution of customers, their own affiliated enterprises, which are clearly unable to do things. The rules are clear and subsequent discovery issues are reported for execution.