The entrepreneur's own culture will slowly become a group of people's culture

This period "elephant time", the elephant invited his friend Lu Yang (nickname Eagle). Eagle King joined Ali in 2000, is the original Ali group Human Resources Vice President, responsible for group development, is now responsible for the establishment of Lakeside University. What is the culture of the company? What about team building? The answer is in Eagle King more than 10 years of HR experience, great love and small love, skills, but your understanding and choice. The following is the share record of Eagle King. ▌ how to think of a start-up culture is the owner of the culture I agree with this view, at first, but slowly become a group of people's culture. The culture construction of the start-up company is different from the company culture construction of the mature company, and the company management mechanism of the 30 people and 30000 people is certain. If it's easy to say, 30 people and 30,000 people will not change is the company's vision mission, but culture, management mechanism will become more and more tolerant, and then become a system ▌ first system to promote the development of enterprise culture, or the first cultural redesign system we have an old saying that the more thick the system of culture will be more and more thin. What is culture? Frankly speaking is the principle of doing things in this company. The beginning of the company, the system is often standardized only the bottom line, high-voltage lines, other people are actually imitating the law, morality, culture, these three layers is a person's behavior judgments. To say a little example, many years ago, some of the staff was late. But because the Internet company work mode plus many people class A lot, rely solely on the system specification or clock mode and so completely unable to perform the attendance system. At that time, the two executives did one thing, they greet every colleague at work at the door every morning and greet them, and they are really distressed and thankful for the extra work. But those who were late in the mixed feelings of the students are not the same, it was also a good solution. In fact, the starting point behind this is whether we rely on the system to control employees or believe that the good and good to inspire human nature will produce enormous energy. But to emphasize that this kind of tricks on the duplication is certainly ineffective, if the founder, senior executives do not go to learn tricks, think through the starting point behind. Tricks can be a lot of people have the ability to think, but when 10 sound all good tricks in front of you to choose, to make the judgment is you, this is the cultural idea behind, this is more difficult than thinking. What is the essential difference between the traditional management model and the Internet management model? The traditional production mode of standardized large-scale production is to maximize efficiency, people are just the screws on the assembly line. The internet now seeks to inspire everyone's creativity. ▌ start-up companies in the process of team expansion, whether to choose those who agree with their own culture in fact, unless the culture is very strange, otherwise not too much in the moment to really agree, is to practice after the perception. Simply a good faith, will some people disagree? But when you come in, you find that the processing of these actions is the embodiment of the true culture. Whether the company really insists on this, especially when it comes to a dilemma, such as when a partner is having a problem, or a subordinate who you appreciate is asking, all cultures are embodied in a specific choice. When we talk about it, we will mention the problems after the 00, and feel that their joining will be different from the cultural atmosphere that the company originally formed. I said the culture is "choice", other forms of things are auxiliary. That is to understand the culture is too narrow, it is just a people's work or the habit of speaking. Whenever and the many habits of the different ways, do not have to rise to the height of corporate culture, in particular, the founder should not take this illusion as a culture, because it can not be personal ideas and ways of doing things as a culture, too narrow. The formation of corporate culture is not difficult, difficult in the inheritance, there is no end. How to recruit a person or how to open a person, behind is to pass a culture, think clearly this will not be limited to a small bureau in the ▌ recruit fresh students whether it is easier to promote corporate culture, more easily "brainwashing" recruit fresh students to recruit obedient people, then I do not think he can find a good fresh students, We should recognize the two sides of this problem. The good side is plasticity, the cost is relatively low, but not because it is easy to instill culture and thinking, then you will never recruit those who think mature have personality master. The other side of fresh life, his training cycle is long, 1 years you don't expect him to have what big output, this is your investment. In addition, a good seedling no good master to develop with them, no good project to them, that good seedling also grow not come out, like a sharpshooter must be fed by bullets. So the company will attract more and more outstanding fresh students. If you are directed to cheap and obedient to find words, the fresh students may give you the basket will make you crazy, but also to recruit work experience. ▌ can finally sum up the most important link in team culture construction is the big feeling and the small feeling. The big feeling is the employee thinks his work creates customer value exactly is what, this is the fundamental driving force, the small sentiment is the staff's feeling atmosphere, for instance rigorous or is relaxed and so on, whether he works happily. The trap lies in the fact that many companies tend to focus on the creation of small emotions and ignore the consensus of the big situation. That is often when a crisis or disaster or temptation comes, and the team feels vulnerable. Twice times the salary, the core staff ran this kind of problem is not the foundation of great love, many employees finally do not work to be decided by someone (such as supervisor) and so on. ▌ in Ali years, eagle understanding of "Ali taste" is what culture Ali taste no standard answer, everyone may be different answers. The key is that everyone can find a "taste" that they like. For example, I like the idealism, open tolerance, passion and vitality. This is the essence of culture value, a good land can make all kinds of plants and animals grow. What is the ▌ Lakeside University is a truly entrepreneurial entrepreneur who learns not how to succeed but how to survive. Entrance requirements are very strict, first of all, to examine entrepreneurship. The entrepreneurial spirit is to stick to the bottom line and perfect the society, the Lake University's first admissions interview is the proposition of self introductionBecause of me, the world is different, that is, the value of the company's creation. If you just look at a business opportunity and do it, it's likely that the company is gone, or if it's a crisis or temptation to give up, that's speculative mentality. Enrollment conditions are more than 3 years of business (need tax form) more than 30 people, 3 references. In addition, the university is the first by Ali and Malaysia's non-profit organization, mainly by entrepreneurs to teach, the system of 3 years, hope that behind the Tao can be some inspiration. Elephant: "Because of me, the world is different." "That's the first question many investors want to ask," he said. Thank you, Eagle King!