Therefore, Xia Yang decided to tap the internal potential of his microelectronics company, pay attention to the details of management, and share the profits gained from internal tapping with more people in the company. After tapping the internal potential, the few people who monopolized the benefits were naturally dissatisfied, but Xia Yang

This method of sharing the benefits with more people will naturally win the support of more people.

Through careful internal management and your efforts to tap potential, the company's internal costs have been reduced by 15%. Correspondingly, the profits of the entire product have increased by 15%. 10% of the company's internal costs have been used to provide bonuses and bonuses to employees.

Providing benefits has greatly mobilized the enthusiasm of employees.

After strengthening internal management, Xia Yang focused the reform on the source of procurement. There are many suppliers of raw and auxiliary materials in the microelectronics industry. The price and quality of raw and auxiliary materials directly affect the quality and price of finished electronic components.

Xia Yang personally participated in the bidding process for raw and auxiliary materials. Xia Yang would purchase the raw and auxiliary materials from those whose prices were lower and whose quality ratio was higher.

Xia Yang's approach undoubtedly put an end to the phenomenon of supply and sales personnel taking kickbacks, and saved more than 500,000 yuan in raw and auxiliary materials that month. A gentleman loves money in a wise way, and Xia Yang does not like employees who sacrifice the company's interests and line their own pockets. Look at the king

For Xin's sake, Xia Yang did not fire employees or leaders who took kickbacks, but Xia Yang's open and transparent procurement method undoubtedly eliminated many people's financial opportunities. But for the healthy development of the company, Xia Yang must do this.

People who lost their interests ran to Wang Xin and complained, saying that Xia Yang deliberately bullied old employees. After investigating, Wang Xin understood that Xia Yang's actions had touched the interests of a few people. Wang Xin didn't appreciate Xia Yang's actions very much, but he liked it more

We will not support senior employees’ behaviors that harm the public and enrich their private lives.

Wang Xin adopted a cold approach, neither offending the workers nor going to Xia Yang to investigate. And after a while, he cleverly applied Xia Yang's methods to his own company, increasing profits by five percentage points.

, employee benefits have also been partially improved.

"This little Yangyang, I didn't expect that he still has a good way of internal management of the company. This kid must have learned it from his wife. It seems that I have to learn from them in the internal management of the company. I felt that my management was not good enough before.

It's about giving benefits to employees, but it seems that's not the case at all. The workers don't appreciate the unfairly named benefits!" Wang Xin kept reflecting on himself.

In terms of internal management, Xia Yang gradually applied the cash management methods gained in the management of clothing companies to the management of microelectronics companies. The company's supervisors are employed through competition, and managers in each workshop also adopt a competitive recruitment system, breaking the appointment system and allowing capable

Some are mediocre and others are inferior.

By establishing an internal competition system, the efficiency of the entire company increased by 20%. At the same time, output increased by 20%. Obviously, the company's profits increased by 20%. Xia Yang created workers

We used half of our profits to increase workers’ bonuses and welfare benefits, and workers became more motivated.

In the final analysis, the company's management is the management of people. The system is dead but people are alive. Management is not to control workers to death, but to activate workers' subjective initiative and allow workers to create greater value. There is no such thing as empty talk.

Material stimulation is the most effective way to mobilize the enthusiasm of workers. The ultimate goal of workers is to make more money, and the boss of the company also wants to obtain more profits. To transform the contradiction between the two into a win-win situation with the same goal, this requires strategy

, more management skills are needed.

After two years of silence in Liu Qian's clothing company, the price of ready-made clothes has increased by 35% compared with two years ago. With profit guaranteed, Yuyuan Clothing's output has increased by 3% compared with two years ago.
Chapter completed!