When Huang-Lao-Qi examines the electricity quotient, the retail business has undergone great changes.

"Huang-Lao evil" This time to re-examine the electricity business, the retail business has undergone sweeping changes: The IPO list, reserved for Jingdong, Alibaba's seat finally do not have to Chang; The mobile internet gives electricity dealers a new growth dividend; brand makers begin to talk about "internet thinking" in their scurry; the stock price goes high Become the two-tier market most profitable electric company ...

In the face of surging market, electric business executives, professional managers, operators should be how to deal with the changes, especially in the new business Wenmin can come before, more calmly in the management process to make the best decision, Huang Jo gave a unique proposal.

As Huang Jo in his new book, "The War in the World": "As a manager, the most scarce and key ability lies in the connection between macro strategy and concrete execution." The so-called 2.1 line, if not a solid line series, and then a good layout and planning, are worthless points of fragmentation. Most of the time, we have a spark of inspiration, but also the implementation of the efforts to advance very hard but still ineffective problems, single point of view, they are very correct, but from the strategy to the landing of this line is planned coherent and rhythmic, often determine success or failure. ”

The management of electric Business Company

Management, this is a topic that has been discussed by countless people and countless books. Industry is different, the method of management is naturally different, even if the same industry, not the same corporate culture, but also naturally have different management style. I like management as a tailor. That is, a good manager, especially a corporate executive, should be a good tailor. Since there are no two identical bodies in the world, there should not be two identical garments in the eyes of a good tailor.

Take Alibaba's management, and Baidu company is very different, like people say it can inspire morale, passion, and fierce and lasting slogan is very close to the times, do not like people think the approximate religious brainwashing, itself is anti-Internet. Although they are retail, the management of electric companies, especially those related to people, is very different from offline retailing.

From the most obvious point of view, the electric companies emphasize innovation, openness, offline retail attention to implementation, details.

I am more familiar with the large chain of retail business, its operations throughout the country many provinces or regions of many cities, the number of employees, business outlets dispersed. In the pursuit of a single cost optimization and to provide customers with continuous shopping experience, enterprises stress is the process, standardization, the decomposition of various links and interlocking. Such a management system, more is the product of the industrial era: the ability to put a cashier efficiency optimization to 800 pieces per hour scan is not a skill, the challenge is whether the thousands of cashier staff are trained to the movement of the smooth human-machine coordination.

In other words, the single point of 100 points is not enough to marvel at thousands of points to achieve 95 points.

With a simple numerical formula, 1000 95 points of operation, its value far more than only a few obvious staff of 100 points. Of course, good operators are encouraged, but the core is the promotion of the average.

In the past when I was in the retail business Operation Management, a favorite method is "average"--the rule of average. This is my own experience summary, in the actual management is very effective.

The so-called average criterion is to put the average line of statistics as the starting point, used to evaluate, promote less than the average line of personnel or departments, such as 100 stores, the average number of goods inventory days are 50 days, when 30 stores inventory more than 50 days, or per capita customer unit price of 120 yuan, 20 stores below 120 yuan. Then we need to targeted analysis of these below (above) the average line of stores, departments, personnel, which problems exist, what links are objective (for example, the recent road to reduce the number of visitors), what link is the management or operation of the poor, should be improved. In practice, such a method is very effective, the premise is that managers can not indiscriminate blindly blame, but to go into it, understand the actual situation, together to participate in discussion and improvement.

The intrinsic reason why the average rule is easy to work is that I am convinced that employees are motivated, and that they want to be able to excel, at least not worse than others. When you push people or departments below the average to reach the average, you are stepping up your average and improving your efficiency from 95 to 97, 97.5.

The key here is to know that the crux of the lower than the average line and solve the problem, many times need to observe, understand, rather than just listen to a few others summary, report, this is the manager's first lesson.

I've been through one thing years ago and I still remember it.

At that time I was in charge of the retail store operation Management, there is a new store, cashier's cashier efficiency has not been high. Regional General Manager Feedback message is that the staff more novice, the operation is not skilled, in other words, this is the training side of the problem. Then I went to this store for two days and found a shocking situation the store is open on the ground floor, due to the connection between the upper and lower water, the staff of the toilet pit is less than the other stores nearly half, worse, the engineering department in the decoration did not study carefully, simple to the men and women toilet pit number reprehensible reduced by half. This is the problem, how many employees would have needed a toilet position in the open shop plan is based on the reference. Now that one half of it has been reduced, the male staff's problem is still small, the physical nature of the male toilet is the average time shorter than the woman (if you are a man, when you and your girlfriend go to the mall during the toilet, in the absence of waiting in line, if you come out later found that she has been waiting for you, Then you have to go to the male to do the examination. The main thing is that the proportion of men and women in retail stores is usually 3:7 or even 2:8, plus the field of hundreds of promoters almost exclusively are female employees, the results can be imagined: female staff to go to the toilet every time a long queue, waiting for 10 minutes is often. Coupled with some of the executive unreasonable, the toilet long time to be deducted penalty, resulting in a lot of cashiers 4 hours during the dare not to drink water, is afraid of the toilet waiting too long to be criticized.

Knowing this, I was deeply touched, blamed, as a manager of negligence. That night I returned to the hotel, not to bathe, eat, sat down to write a very sentimental essay, sent to the company: this dereliction of duty of unease ...

Solution? The next day we agreed to tear down the adjacent manager's office and change it into a ladies ' room.

By the way: you can pay attention to, in most public places: shopping malls, amusement parks, stadiums, women's room in front of the queuing phenomenon is very common, this is actually from a very stupid design: the ratio of men and women toilets is 1:1!

This is the physical retail management of the details, the implementation of a bit of improvement in the space.

Now fashionable to say internet thinking, Internet management mode, which undoubtedly has many new ideas, new values. I appreciate the internet gene-built electric business enterprises that open and encourage innovation in the management culture, its corporate structure is mostly flat, compared to hierarchical, all things layer report of the offline management system, such a style more appropriate to the information age management requirements.

The management of the Industrial Age is authoritative, top-down, employees are more accustomed to looking up, and the information age is characterized by participation, sharing, more is a kind of head-up relationship. Job size is usually just the weight of responsibility, not too much of the pecking and inferiority (of course, the personality of the celebrity cult, the fan effect tends to enlarge). This kind of work atmosphere is very consistent with the fast changing Internet world. Compared to the implementation of machinery, electric business companies need constant innovation. Self-motivated, self-motivated work atmosphere often leads to a company in the competitive environment to stand out. In this respect, Taobao, Amazon China, there are many sizes of Amoy brand companies, have staff incentives and open management innovation.

I've been in the private sector for the last two years, I have visited countless electric companies, some people asked me how to quickly judge a business in management has no internet genes, I am half joking answer: a look at each other to address each other, the swollen (total) foot swelling (total), that is the typical feature of the offline operation.

Second to see the staff to work, is not to force clocking. Clocking in as a day-to-day management tool is understandable, but if you make the staff late to be deducted money, how to ask them to have the responsibility of ownership spontaneous overtime?

Everyone has read about Amazon's Pizza management concept in the report, that is, any discussion on the principle of having a pizza enough to eat, that is to say, the 3~5 is the right person to meet to discuss the problem. The authenticity of the legend is not explored, but it embodies a flat management, adequate authorization and timeliness of decision-making.

So for many of the traditional enterprises that want to transform into online retailing, business model and talent structure is important, but the big challenge is how to accept the Internet management culture, you can not use a set of industrial times management means, to effectively operate an information age enterprises. Especially in China, most of the founder and boss of the offline companies, they have grown up in the industrial age or the former industrial era, they tend to have perseverance, vision, and executive power, but more accustomed to militarization or semi-militarization management, 85 after the new new ethnic groups, may not be accustomed to this set.

Looking back, innovation is more than implementation deficiencies, it is the Internet-born electric business companies the most common weak management.

Electric Company Most people are accustomed to the rough type of management, with my description is: Long live 60 points, why should you spend so much energy on the details? Money, some (VCs can have blood transfusions), the market is big (there is no boundary in the internet world). I remember when I worked in Taobao, once wrote an internal mail: When we run fast forward, please do not forget to tie up their own luggage, because, fell on the ground of gold, itself is wealth.

There is a phenomenon in my own experience of the two electric business companies exist: The meeting is basically no minutes, the last weekly decision to meet next week usually do not follow. This is very bad habit, since we spent so much time and energy to discuss the decision, the implementation of the situation, what needs to follow up, most of them do not follow the follow-up. Do not believe that you have been involved in the discussion, how many things have been said for a long time, there is no context. In this regard, offline business management to a much more solid, only chain Operation Action Plan (weekly action plans), set out the content of the matter, lead, complete the timetable, weekly review, this is enough for most of the electrical business enterprises to learn from.

Many times we are too immersed in exploring new models, new markets, and new means, which are of course of infinite value. But any innovation needs to fall, need to implement the field of refinement, adjustment. There are many entrepreneurial phase of the company, almost every year to redefine the company's strategy, market positioning, which is like at the crossroads, to each direction have gone 50 meters, a few times hard down, but found himself still wandering in the original point. This time, you have a bite to go forward, encounter problems to solve it without

is to bypass it, often will be twice the effort.

So we often hear the slogan: Innovation is wealth. I fully endorse this, but it should be added that implementation is a harvest. Innovation and lack of execution are like spreading wealth across the street.

There is also an important link between the management of electric companies and the turnover rate of employees, especially the backbone employees. Many enterprises have noticed this problem, usually adopt (positive) Employee performance reward or option system, and even have housing, children's education allowance, etc. to attract excellent staff, combined with the (defensive) Non-compete or if the withdrawal of stock rights and so on restraint means. But overall, the effect is not ideal, the industry's staff turnover rate, and offline retail compared to still much higher.

I do not agree with what to change a job poor three years, another industry for a decade of the argument, this sounds full of the rich man tone. In the Internet, the enterprise value is not a few real estate, how many machine equipment, the wealth mainly is the staff's pay and the cultivation. The Ancients have a good bird pastures sermon, not to mention in the information age, people pursue a better self-realization, richer labor remuneration, this is the era given to today's professional people space. You can not side and investors to improve the company's valuation and then pull up your value, while looking to borrow the Tang Monk's magic spell to keep the staff in your palm tightly. Are shouting Internet thinking, please do not just pick the part that is favorable to you to enlarge. The concept of career in the Internet era means that employees are no longer dying to hold a fixed business card, which means that after 85, they want to try and compare. So we have to look at the concept, the average flow rate is the normal phenomenon of this age, to play an improper analogy, now many of the successful characters are the first few girlfriends, the former incumbent wife, why you ask the staff to stay in your this two acres three points.

On this issue, rather than emphasizing the retention of a person's name on your company roster, it is better to be able to perform and produce more competently during his tenure. In the Internet age, the relationship between employees and businesses is evolving from one lifetime to another.

Good company and employee relationship like love: Love you, really pay, leave you, good wishes.

My friend Xu Wei has a very authentic comment: The Internet age, the only way to retain employees is the company's growth rate is higher than the speed of their own growth. Wages, options and contracts are not fundamental.

Because this is a fast-growing era. Over the past few decades, the achievements of human science and technology progress, has exceeded the cumulative sum of thousands of years, why should we use the concept of employing the past to measure the new generation of young people?