How to build a good team

There is an old adage in China called a soldier who runs a barbed wire.

I believe that in the early days of entrepreneurship, whenever someone in the team left, there would surely be many entrepreneurs to take this sentence to comfort themselves. However, I think this is a misleading remark because he regards the relationship between camp (company) and soldiers (staff) as purely an employment relationship. As for the entrepreneurial team, if every employee just used what they are doing as a job, as a tool to feed their families and solve financial problems, then I think this camp will definitely not be ironclad , It seems to me that it is paper-based, and the slightest signs of trouble, it will collapse.

From another perspective, the beginning of the business, the most valuable asset is not the idea, but not the grand plan. Entrepreneurship is a marathon relay race. It is a long-term and arduous process that has not met its goal in seven or eight years. At the same time, it requires you to compete at a sprint speed of 100 meters. All this requires a good start-up team to implement, go ahead. The same spirit of changing the world, the incentive mechanism bundling personal interests and business interests forever. So, I think, the camp is iron-cheated, or paper-based, in the final analysis is whether you have a good team.

Building a good team, which is the entire entrepreneurial process must face the problem. How to build a good team, benevolent see the benevolent, the wise see the wisdom, but I think the same, the key is to grasp the three main points:

First, we should not aim at making fortunes, but we must have some degree of idealism. I've been in the Internet industry for over a decade, and I've never seen a team that got together to solve financial problems that could eventually come to fruition. On the contrary, such a team is vulnerable to pessimism in the event of a setback, or the team tends to fall apart if there is a greater practical interest outside. Not long ago, I find the human resources to help me statistics a bit, take a look at my cooperation in more than a decade, more than eight years, more than five years in the end what colleagues. In this group of people, I started to work hard with me when I first started business; some were colleagues at Founder and then I joined when I was 3721; others joined my team at Yahoo, Leave a few years in the middle, then added to 360 to. Looked at this list, I am very sad, if at that time I told them, came out to do with me, when we get rich bowl of drinking, eating meat, weighing scales, I guess they will not cooperate with me Such a long time. On the contrary, our goal is to make cattle Internet products to make people's Internet life more convenient and safer, with this goal, we can persevere to go down.

Second, we should gather together people and encourage incentives to bind everyone's interests together. Build a team, I do not want my staff simply ran money, because so many speculators. But I have to think about financial issues for my staff. In such a society as today, no one can be immune to it. Even an idealist, he must always feed his family and have a decent and dignified life in the community. Moreover, starting a business is a healthy and burning youth. For those who are willing to follow the business to hard work, you can not say good to them in the mouth, but to sign an agreement so that those who burn youth can share the future benefits. Otherwise, the wealth gathering scattered, there is no future. Because of this, the 360 ​​employee stock ownership plan was made from the very beginning, initially holding 40% of employees and reducing it to 22% before going public in the last few rounds of dilution. This ratio is among the highest in today's internet company. In my opinion, the Western system is an effective option stock option that binds the interests of the team and the company. Well done, it is better to talk about idealism than to do ideological work.

Third, solve the old and new problems, leaving part of the benefits to the future. Enterprises in the growth process, detours, setbacks, it is for sure. This time, there will be team members because they do not agree with the future direction of development, or because of the greater practical interest ** left. Similarly, different stages require different talent, need different professional skills, only new people keep coming in, enterprises have a future. I have never seen a team succeed in succession. Even if Liu Guanzhang, who is a talented person in Taoyuan, has to play Zhao Tian, ​​Huang Zhong and Zhu Ge Liang in the world. Alternate old and new, the best solution, I think it is still through the incentive system. For example, inside the 360, the old staff skills, practical work style, not arrogant, is the new role model. They are not management, take the line of technical experts, but also by new people's respect. For newcomers, they are not simply migrant workers either. According to the evergreen plan, 360 will maintain a 5% of the total share capital every year to grant employees with outstanding contributions. Maintaining a ratio of 5% implies the need to dilute the proportion of other investors, but I told investors that the design of such a reservoir is to absorb talent, the new interests and the future of the business tightly tied together, So that everyone will be motivated. The value of this enthusiasm, far greater than the value of being diluted. Investors are familiar with the Internet, the industry's understanding, agreed a few words. This is what I mean by "leaving part of the benefits to the future."

Some reports said that the bookshelf in my office was full of hair and I really did not know how this kind of innocence came from. I study a lot, in the management of books or mostly translated. In fact, Maslow has made it very clear that the demand of people is different at different levels and in different stages. The various incentive systems and management methods of western enterprises are based on the understanding of human nature. Therefore, the team that I am talking about here sets up an incentive mechanism to complete the alternation of old and new. In this way, it is nothing new to establish a "iron-clad camp." I suggest that you read more and see more. It does not violate human nature and you will naturally do more with less in building the team.