Viewing team cohesion from Sohu video internal friction

Sohu Video CEO Deng Ye and COO Chun between the contradictions from the Chun airborne Sohu that moment lasted two years. According to Sohu video insiders revealed that when Chun joined Sohu, brought many former men of Phoenix satellite TV, hope through its deep in the field of television resources development Sohu video. But Sohu Video's predecessor is Sohu Entertainment, is also Sohu Video CEO Deng Ye Resources. From Phoenix satellite TV job-hopping to Sohu video personnel are excluded, resulting in Sohu video internal formation of COO, CEO two factions. Sohu Video CEO Deng Ye and COO Chun between the contradictions from the Chun airborne Sohu that moment lasted two years. According to Sohu video insiders revealed that when Chun joined Sohu, brought many former men of Phoenix satellite TV, hope through its deep in the field of television resources development Sohu video. But Sohu Video's predecessor is Sohu Entertainment, is also Sohu Video CEO Deng Ye Resources. From Phoenix satellite TV job-hopping to Sohu video personnel are excluded, resulting in Sohu video internal formation of COO, CEO two factions. The result of internal friction is that Chun has been squeezed by Deng Ye. Finally, Chun chose Sohu Video thoroughly regardless, turn to be responsible for Sohu portal Affairs, the center of gravity began to turn to Editor-in-Chief's work. In addition to the contradictions between Chun and Deng Ye, Sohu Video executives frequent turnover in 2012 is also an important manifestation of the internal turmoil in Sohu video. Finally, the result of the enterprise operation is: Sohu's revenue performance is not satisfactory. Fortunately, in July this year, Zhang was at the helm of Sohu Video CEO, Chun became Sohu President, Deng Ye's position from CEO to COO, Zhang said: "Sohu Video ' can not go a little detour ', after all, if the executive frequency change, internal strategic swing such things, in the current competitive environment, For Sohu Video, it is difficult to exceed the rush, the end may be in the industry drift away. "Sohu video is also considered as a start-up enterprise, but after all, he has sohu this" good father ", Chun behind the station Zhang, so even if the senior executives internal friction, even if the personnel unrest, they still have most of the entrepreneurial company incomparable advantages. But the vast majority of startups that do not have the edge need to solve similar problems at any time. 2012 China's small and medium-sized enterprises have reached 56.51 million, most of which are self-made, they do not have MA, Robin Li so Youboy influence, also do not have with Ali, Sohu, Huawei Such enterprises rob people's hard conditions. Good staff difficult to recruit is the problem, recruit staff turnover rate is big, team instability is the problem. Team cohesion is about survival, how does a start-up firm solve the problem with limited conditions? Black Horse Camp students Mr. Lin Yanting is Beijing micro-Roar era Information Technology Co., Ltd. founder, his company was established in 2010, is a typical start-up enterprise, but has been for IBM, Microsoft, Siemens, HP, Shenzhou Digital, EMC, Kraft, Deloitte, Sino-American and Bayer, and many of the world's top 500 enterprises and institutions to provide services. For the domestic more than 5,000In the case of thousands of small and medium-sized enterprises, his views seem to have more reference value. First, the key to enhance the cohesion of the enterprise is the core team of entrepreneurial vision of a high degree of recognition. If you are not lei, then your entrepreneurial enterprise will not have cheering fans and the limelight of the stage, and some just the cold wind alone in the tenacity of the march. Lack of cohesion of the team, must not be a tough team, and certainly not a can climb out of the snow Mountain grassland liberation of all China's team. The key to enhance the cohesion of the enterprise is the core team's high recognition of the entrepreneurial vision. When the ultimate goal is highly consistent, even if encountered stumbling, Gougou, the team can understand a spark can be a prairie fire, all difficulties are temporary, the team will not disperse. Second, the core members need to gain the trust of the team in the enterprise, like comrades can be entrusted to each other behind the trust, is in the belief that the vision of the premise, I believe that the core team will be able to lead us to make things. In the end, the foundation of all is the rapid development of entrepreneurial enterprises, the pace of development of enterprises more than the individual needs of the growth rate, and be willing to share with the team all the fruits of victory. Second, recruit the best people we can recruit, pay him the best we can afford the core team members are treated very low, but for our employees, we recruit the best people we can, pay him the best treatment we can afford, and then set up a rigorous performance review for the people and teams that are outstanding, All staff elected to the monthly team star and Star team, we will be bonuses, as well as options to motivate. Fair and just,, not let Lei Feng lose, is the core of our incentive system, is to let the incentive system to produce the basis of stimulating effect. Third, the team adjustment is inevitable, for different employees need to develop different methods. The only constant in the world is change, big team organizational structure adjustment we will try to reduce, but small scale adjustment is unavoidable. For the affected employees, if the work attitude is correct, learning ability, the courage to embrace change, we will fully support, arrange all the necessary conditions to help them adapt to the new position. If we do not have the right location, then we will be in the material to compensate as much as possible, and actively use our network resources to help recommend to other companies. Businesses should also be fully understood and respected by individuals who are still dissatisfied, despite patient persuasion. However, if there are individual employees to harm the collective interests of the group, the damage is still in the team of the efforts of the brothers and sisters, our principle is no mercy. Four, the Internet's core asset is the human software Internet Enterprise's core asset is people. When all the employees come home from work every day, the core asset of the enterprise is 0, and every morning when all the employees re-enter the company, the Enterprise once again owns the core assets. For software and Internet enterprises, the management and motivation of employees is not only the human resources, but the lifeblood of life and death, it is the most important thing for the CEO of the Enterprise to think night. So entrepreneurial team management we do not think that the biggest problem, all problems are big problems, needTake it seriously from a strategic height, such as thin ice. Zhou once said "I think the most important thing is the team, all things will change, the market will change, the user interest will change, the real most important how to create a cohesive team, there is such a team in the Long March no matter over the snow-capped mountains, climbing the grass perseverance." Everyone will encounter difficulties, when someone asked China Internet three questions, the actual is a pseudo proposition, how to do? I have no way, but the most critical time is the team, a person with limited strength, but if you have a strong team, you can not fear any opponents. ”