The secret of "0 wastage rate" of talents

Abstract: "Editor's note" should enterprises reduce the demand for hiring? Is it time to have a brainwashing culture training for new people like big companies? What happens if you become a leader of the same time? These typical talent management problems are approaching startups. Day

Should the "editor's note" Venture reduce the demand for hiring? Is it time to have a "brainwashing" corporate culture training for new people like big companies? What happens if you become a leader of the same time? These typical talent management problems are approaching startups. A few days ago, the million Bang Power network and the caravan jointly organized the "Cross-border electrical business How to identify, cultivate, management talent" special salon, Cross-border Electric business terminals co-founder Chamber-of-commerce shared his views:

First, the initial stage of hiring can not be a compromise

There is a saying that: subversive industry, is new to do things, not subversive industry is new to do old things, old people do new things. In the industry we are in today, a lot of things are subversive, too much is not the same as the traditional electric dealers. For example, for foreign terminals, other traditional electric dealers do not have to touch the customs Declaration, inspection, tax refund these issues, and these problems in the existing traditional electric dealers certainly do not have ready-made talent.

In fact, some jobs, it doesn't have a mature type of talent to do this, for example, 2011 has micro-blog, the end of 2012, micro-credit, micro-bo, micro-letter from the people at that time, there is no ready-made, no one who said that there is a very proficient in micro-bo and micro-credit marketing, so I was using a newly graduated college students. He is a completely new mindset to look at these things, to learn, to create a suitable enterprise micro-blog content, suitable for enterprise micro-letter content.

Why is it that startups are so hard to recruit? There is a lack of money, and want to do things, but there is no visibility, it is difficult to obtain trust. But I think, at this time, we still have to put their hearts up to climb, can not say because of entrepreneurship, to seek some do not meet my requirements of the people. Entrepreneurship to recruit is to be able to grow together, the person who goes to do business together to make this dream come true, he can be new, also can be the painful experience that once went to work, want to do some new try or have new development of person, their past experience may be professional manager, perhaps very senior, These people are not necessarily the people you don't need in the start-up phase.

We have to be very clear about each stage of ourselves, all need what type of person, but should pay attention to, do not make their own planning too diversionary, for example, I today to the market is 0 budget, 0 put, then why to recruit a very senior market person.

Second, do not copy the corporate culture training of large companies

Recruitment is the post, many people want to have training like big business, for example, when I was on ebay, just came in a week or one months of overteaching, the so-called corporate culture training, various departments introduced training, these complex things suitable for our entrepreneurial enterprises?

I discussed this issue with a senior HR VP, if you need a core post person, he is a dry duck, fall into the water, if you can not save himself, then you can not in the future entrusted him with the task, because he has no way to bear your higher demand for talent, he does things are inflexible, Executive power is general, communication and understanding are limited.

That requires no training, no need. At what stage, after he falls into the water, he will try his best to pounce he is complaining to you the company has this problem, in the course of work encounter this problem, that problem, you have to him in very good training, even say, if he is the core of the project you do, take him to play. Let him be able to move quickly to this company, to this enterprise, to the industry you want to do, to be able to enter into this state, otherwise, if he is at a loss.

The secret of "cutting wages"

The new employees, basically, I've cut their salaries. Some may cut from 10000 dollars to 5000 dollars, some from 10000 dollars to 8000 dollars. I will tell him in advance: give you three months or six months, you can reach the salary you want, if you reach, I will certainly give you this pay; if you can't, then you certainly are not the person I want.

So, the pay has become very sensitive to the matter, if I find a very fit the recruitment requirements of the person, but I can not give him the salary, how to do? Individual, some people, he does have his own difficulties, need to feed the family, for example, in this high cost of living in Shanghai, there is a basis for the cost of that, he actually as long as 5000 dollars, have 3000 dollars of normal expenses, then you give him? This is for the.

Shorten the running-in period of new comers

2nd, a lot of people ask: a new person and the company's running-in cycle about how long? I have read a professional report, a senior person with the company's running-in period is six months, if it is a number of primary threshold work, the running-in period is about two months, this is very authoritative, the official report of the view. But I have to say, startups, impossible, no conditions, I have no time to wait. I was in six months, my company may have found 200 million from 20 million, in this era of high-speed Internet development, this is a very normal thing.

I want the person, he must shorten his running-in period with the company, a talent came in, to put him into the water, to let him like a sponge, and constantly to familiar with the company's business, to learn about the company's business related content. Otherwise, after six months, this person with your company after the good, basically you in two months, you will feel: spend so much money, please this person, no use. Your own mentality will be distorted, will feel that this person is not suitable, but in fact, this person may not be inappropriate, but we use the way is not suitable.

We can still manage

Small white to become the backbone of the company, 1th, you have to fully authorize, fully let it have the opportunity to make mistakes, you can fully have this mentality to help him wipe his butt.

I have used a lot of just graduated college students, and they grew up in the ocean dock these years, if the work is good, basically can become a group of management, become a manager level. Their team members are likely to be 85. I don't think it is too much experience to judge a person's ability. It should be said that these in your entrepreneurial phase can grow with you, the loyalty of your business, the culture of your business, the understanding of all aspects of your business, is any one who has worked for 10 years or 20 employees have no way to replace.

At the end of 2013, the rate of personnel turnover in the Ocean Terminal was zero. At that time, we had a total of number 70th employees, except for special reasons (such as parents sick to return to the home care), no one left. One of the important principles is to give any employee enough growth opportunities. "Even if he does poorly at this stage, as long as you can see its efforts and pay, you can give ample opportunity." ”

We have an employee, before the manager of NetEase games, came in, I put him in customer service department, but he is not accustomed to the rules of life, such as "Hello" ah, "you need what kind of help" ah this kind of work, in fact, he is not accustomed to the heart. In the first three years of the dock, he has transferred six posts, made a passenger service, and worked as a running director. Finally, last year, when we had the mobile end app, I transferred him to the mobile-side operations director, and he was solidly down in this area playing over other mentors. In the past few years, although he has been transferred to many posts, but his information on these positions, such as the international logistics, knowledge of overseas goods, all for him to do mobile-side operations laid the foundation. In this last post, he can use his own reserves to make this business.

Of course, 0 of the flow rate is also at different stages, there are different views. When the company is small, 0 of the flow rate on the company does not have much impact, but, in the company after the big, must be muddling around, soy sauce people, not because the company is big, let the soy sauce people also stay in the company, he will affect the company's entire cultural atmosphere.

Vi. don't make annual plans

We are a start-up company, in a process of rapid growth, the goal may change forever. So, unless there is some very specific (for example, product development, technology development) to set goals, other aspects of the best not to use fixed standards.

For example, in some business-oriented goals, do not set annual planning, most of the quarterly planning. The annual plan will bring itself into a pit and take the staff to another pit. Your goal is to be 500 million this year, and to achieve that goal by September, oneself will regret unceasingly, or, this year this industry is affected by the foreign country, by the policy influence and so on, the objective influence can cause your business to have the big change, you set 500 million, may finally only complete 100 million, that staff will be very frustrated.

Make a "gossip boss"

At the earliest stages of entrepreneurship, when people were less, I defined myself as a gossip boss. I have to follow the work of each of the employees are at my fingertips: is not lovelorn, is not in love, boyfriend rely on unreliable, all kinds of emotional stories, whether like to play, in the end like to buy things or like to eat, or all aspects, I am very clear. Especially after 85, he really needs your respect, he does not treat you as a superior boss.

But in this process, you have to care, gossip her, you want in the appropriate time, and she said: Lovelorn love, I will help you find, the company so many otaku. In this way, you are talking 0 distance, not as a boss. Whether he is in life, or work, will share with you, in fact, employees in the work encounter problems willing to share, is a good thing.

But the other problem is that although he has a problem to share with you, don't just tell him the answer, for example, he thinks the product is not selling well. You do not say only tell him, 12345 is what kind of, he just will be a performer, not at all, you at this point in time, you should say, you feel, you think what kind of situation, you think should do what kind of adjustment will be better? The 80% he may be talking about is not the right answer, but it's not important, you need an employee to have a process of thinking, which is very important. If an employee does not take the initiative to think, does not use his own way to solve the problem, he will always stay at a level, he simply can not be able to grow.