See "immortal Chinese", a lot of feelings

I remember I read a media program from Luo Zhenyu done a block before the program, recommended a book called "immortal Chinese " has never seen this book, idle idle these days bought a look, do not Do not know, I really feel quite read, so today we come to a simple interpretation of the book's theme, combined with the book to talk about today's topic, "Why small companies can not recruit people."

All my own crooked and crooked, the error is inevitable.

First, talk about the book

The book "The Immortal Chinese" is written by Italians, the book is written for Italians. The phenomenon depicted in the book is as follows, because of the limited space so I use "style of writing" expression, hoping to shorten everyone's understanding of the book, if you are interested in this book, it is very enlightening of:

1, there is a group of immigrants or Chinese workers working in Italy, work hard all day long, and is the limit of work, even if the dry to the spot fainted are not afraid

2, Italians like the crowd at first. This is the capital of any one capitalists like, you are not it?

3, a long time Italy found the clue, and gradually began to exclude, hate and even want to drive out the Chinese.

Why? We then look at: a combination of two generations of Chinese

4, Chinese work is summed up as extraordinary, almost pathological, a small warehouse, a hundred individuals crowded together making shoes or clothing, kitchen, bathroom, bedroom in the warehouse, the young children in the mountains The goods run around

5, the first generation of Chinese: what are willing to do, cultural level is low. Masons, weeding, rubbish, sofa, clothes, bars ... They use their hard work to accumulate capital, and then use private credit with the characteristics of Wenzhou, China as their own boss, so that locals doubt the legitimacy of their sources of funding. Would rather sleep on the floor, but also as a boss.

6, For a long time, they found that these first generation of Chinese were rich (because they only made money and did not spend it). As a result of their low cultural level (no regard for vacation and culture), they even came out of these Chinese people Gambling, brawling, triad.

7, the second generation of Chinese: the first generation of Chinese people like the accumulation of wealth, so their children also came. They actually hired Italian locals as nannies, even if excluded by the local schools, it does not matter, still can not hinder the Chinese people beyond the performance of many locals called the leader

Then look, the most fundamental purpose of Chinese people: make money

8. Italians require Chinese to work 10 hours a day because many Chinese fainted before they were overworked

9, so many Chinese resigned to leave the next day.

10, for the hair? Chinese said: we come to make money, no money earned (one day can only do 10 hours) that there is God's meaning?

11, Italians found that Chinese people have basically made money except for the most basic food and clothing consumption, and the remaining money is almost entirely sent back to China's relatives.

12. Some Chinese accumulate a certain amount of money through hard work and do not "vacation or even spend on holiday spending" like the Italians did. Instead, they use the "Zhejiang-based business philosophy" to make money and turn them into "self-made bosses." Unfortunately, these Chinese rarely become the boss to buy real estate in Italy for the simple reason that these bosses earn Money or only one thing: the money sent home

Why do Italians think Chinese people will not die? Then look

13, Chinese people have the central idea of ​​returning to the roots. Even in China, where 99% of Chinese people are reluctant to die in their hometowns, we all remember that a film by Zhao Benshan is "back to roots"? Even if we allow friends to go back and "go home"

14, the Italians found that: a large number of Chinese immigrants to Italy, but almost only to see them, but do not see them dead.

15, Is this hair? In fact, the idea of ​​returning to the roots, most of the money, and then the money will be sent home, until the time of their own dying back home waiting for death. (Dying abroad?

16, part of the "boss" settled in Italy. As a result, the Italians found that most of the workers in these bosses are also Chinese, doing things in China that make money and spend in Italy.

17, and the boss, bought a few square meters in Italy. In the country there are villas or townhouses. This shows what? People still have to go back

Italians think Chinese invasion "thought":

18, Italy at that time, there are many street shops or workshops nothing business, many of the old shops mainly shop, or transfer, because their children are not willing to take over (we think about China's ancestral integration of atmosphere)

19, do not know why the Chinese think these Italians worth the shop worth the take.

20, soon, the Chinese people "at all costs" approach to a variety of Italian shopkeeper took over the shop right.

21, even though some Italians do not want to start, but slowly he found that all these small shops around to become Chinese

22, the Chinese used to buy stores actually use the "bulging" cash. This makes each shop transfer will take a very long time in cash.

23. To the Italians, the Chinese will never use force to invade their country. However, the Chinese people use it for "commercial aggression." Because it is very simple. From a glance, the whole street is a Chinese shop, and others say What?

Finally, let me summarize what the book expresses about the "Chinese":

1, Chinese people only like money, things other than money do not care, let alone cultural integration

2, for money, what happened. In other words, as long as the Chinese see the interests of the streets, willing to exhausted, but also make money hand

3, Chinese people seem to make money only for "his own approved family." Even if you (Italians and other foreigners) no longer treat him, he will not treat you as his relatives. The key moment may also "sold you"

4. If there is no money earned, the Chinese will strike. Their strike is definitely not "more than a few days a month or a few hours a day", which is the opposite of what other foreigners strike

Chinese are hard to brainwash foreigners. Even if the capitalists tell you every day, "they can make you fortune and prosperity for a century with them," they still do not care. All they care about is the money in their pockets, and "doctrine, culture, atmosphere" have nothing to do with them.

6, do not let your Chinese people know the key link. Otherwise, they'll be able to mimic it in minutes and crash you in a few days at a "dog's low price." Even if you are his savior, these do not outline in the minds of Chinese.

Second, this theme

Ok. I admit that I have not seen the last of the book, but the first few chapters and my own understanding have made me enough shocked, and I do not want to say a word. Not that the book is not good, but I think writing is too real, too imaginative, my brain can not afford the explosive growth of so much information.

A few days ago a software company owner friend complained to me and chat: "It is too difficult to recruit people, no matter what mechanism can not keep people." These corporate culture is useless. "

It is also this sentence reminds me of this book, a few days ago on the Internet also found a few articles on "how to retain talent," If the reality, I found that these online theory of pragmatism in real life In the root can not work.

for example:

1, promotion, give a good room for improvement

2, to consolidate the team. Create a good team atmosphere

3, raise, give options

4, motivate staff entrepreneurial awareness

5, so that staff contact with customers, so that there is a certain accumulation of network resources.

6, . . . . Space reasons, not many enumeration.

But the fact? Because of the construction of spiritual civilization, unless you tie the staff there, or the above measures are three-month effect: no employee will be grateful for you these incentives, or even for you to do People old beads.

My side has a case, a friend is a HR director, but also the company's shareholders. He told me a case, probably the situation is this:

A is a technology expert hired by a company from a paid place in the field. Because of its technical level is too high (how high? In fact, it is difficult to measure), the company provided him with a separate office (good office environment), high pay and bonus (material temptation), and then returned to him with a group of hardcore Teammate (corporate culture "does not interfere").

The result, only about two years. The tech expert proposed to resign because the company's customers were too harsh (we know it). He could not stand the unscrupulous needs of his clients and most of the technical products he did in the company were "scrap."

My friend is anxious, but since he is the HR director, it certainly has the power to control people. So, he sat down and the technical expert from the morning until the afternoon. Also considered a little bit of effect, when HR friends almost "burst out of tears," the technical expert finally promised to continue to stay, but the condition is that after the metamorphosis of the client he will not wait, this HR director specifically for him equipped with a "customer assistant" .

About another year later, the master resigned again. HR director hurry to find him talk, but this time master has iron nails to leave. The reason is simple: the master must go home to buy a house (HR where the first-tier cities can buy houses can see?).

The same number of cases:

At that time, I was still working for a software company. The company is an entrepreneurial small company with a small scale. If the future is still a bit small, the current situation is that it is perfectly OK to feed around 20 people. However, as a technology manager at the time I encountered a problem: unable to recruit technical masters. Recall from my recruit several recruitment scene:

Scene one:

Me: We are start-up companies, if you are willing to grow together with the company, in the future can get options

Interviewer: Excuse me, what is the monthly salary?

Me: Salary actually can not represent anything. The key personal development platform is broader

Interviewer: How much does the salary have to hand?

Me: Well, in fact, our company's promotion system is still good. For example 1,2,3,4,5

Interviewer: Do you help me to pay the insurance can be directly honored in my salary?

I am speechless, and soon, the conversation between us is not over

Scene two:

Me: Depending on your abilities, you are likely to become a project manager within a year. (Finished, I looked at the interviewer full of pride)

Interviewer: If you become a project manager, will your income change?

I: definitely have ah. . .

Interviewer: How much

I: In fact, you may wish to work for some time to understand our corporate culture

Interviewer: How much? . . .

Scene three:

There is a backbone to resign.

Me: Can you think about it again? Based on your performance, the company plans to raise you as project manager by the end of the year.

Staff: I think I can not do it

Why do I?

Employee:. . . . (Supportive)

Later, I know, another company to dig him away with high-tech. And this salary is impossible for our company.

Scene four:

There is a super backbone to resign.

I: In fact, I think you are entirely possible to climb the company's top management positions in the future, your staff reputation so good

Staff: Hey, I do not want to. Mainly feeling a little make ends meet.

Me: astonished . . Your income has exceeded most of the company's key personnel ah (5K per month, second-tier cities, 10 years ago)

Staff: Yeah. Every month I send home part of the money back to the loan. In addition to the remaining life is simply not enough, so going to the development of first-tier cities.

I said I can do nothing.

Scene five:

A staff member has a subsidy for his business trip. So every project business trip volunteered, even further away from bitter to tired.

Later, the company reduced travel subsidies. The employee resigned.

I talk to him once: Why leave?

Staff: XX company subsidies higher than here.

I: reflect personal value, do not necessarily see subsidies. Can you improve the quality of your work, for example in research and development?

Staff: XX company subsidies than this high. (Staff totally ignored me)

Note: The above is only a case of my body, though not all of them. However, from all around a similar case of feedback and a variety of online businesses, HR's voice has reached a clear conclusion:

1, small companies unable to retain talent, whatever incentives.

2, large companies can not keep talent, you give him a promotion he will not do specific things, but will go out to dry smuggling; not promotion, or will go out to do private smuggling. (We do not deny that you do not know does not mean your leadership or colleagues are not dry)

3, often able to retain people are institutions or related departments. (It is said that now is not stable)

Third, personal summary

If you insist on why? Then I give my personal opinion:

1, to retain or not retain talent In fact, the relationship between the company itself is not (a little relationship), the most important is the location and the company where the consumer level of the overall material expectations of the staff is the cost-effectiveness is related to the final The family life is closely related.

2, most of the employees of Chinese enterprises to work for what: In fact, we can not deny that we go to work, work is for two things: 1) make money 2) send money back home

3, maybe read the above two points we can understand why Foxconn consecutive employees jumped to the floor, still candidates huge crowds of people, because we see Foxconn has "unlimited" overtime, so as to make more money

4, I have a friend to give a conclusion: if the talent came from the field, and many years did not buy a house in the local, then certainly can not stay. I said I can not refute.

5, the company's corporate culture made no matter how good, they can only retain "employees who can retain their own", unable to retain the still could not keep.

6, many people in China, including people have been jailed by the house. If you are in the second and third tier cities, that's ok, if you can not afford a home in the first tier cities, it means that this talent can not integrate with your first tier cities (not to mention the first tier cities are also excluded).

7, many cities give preferential terms: turtles, doctor master's degree or above, high-end talent if settled in local enterprises, you can give monthly subsidies and purchase subsidies, and some even directly to the room (such as Golden Phoenix program). However, as far as I understand it, many talents "come to the end", even if you do not want to send the house, the go or go. Some people just leave because "enough money earned, back home to buy a house"

8, the final conclusion: employees (personnel), you still have to live to survive; unable to retain, you can not stay forever.

Some people have to ask: Is there no solution?

I try to give a small point of view and fallacy:

In fact, for talent, wages do not give too much. You just tell him that overtime pay overtime. The more you give the more.

2, do not mention options, who still believe this year? You just tell him that you can make money every year, the scope is XX million - XX million. Remove what you rent and send home money, what else to do

3, incentives to quantify. What you get if you develop something Give a specific figure, do not say "look at the situation or under the XX commission." Technical staff do not believe you this set

4, take less corporate culture that thing. It is better to say how much subsidies to travel to more practical.

5, most employees are to "return to roots", as the boss you may not see "employee's funeral." If you want to keep people, then please keep his heart (sense of belonging)

6, to encourage foreign talent (attention is to talented people) to buy a house in the local and give housing subsidies.

7, some companies learn foreigners, engage in a staff before the inauguration of the "office equipment plan" is to give you the amount of 1-2 million, what equipment do you want in the office with what equipment. Useful? I personally think that just learning is a foreigner's gimmick. Chinese employees really do not greed in this area, most is that you "creative only", nothing more.

8, other ghost pull things are useless.