Qiao Hongwen looked around the attendees in the conference room and then smiled and said, "Indeed, for example, if my generation was young, my leader told me to consider promoting me to be a supervisor and a manager, I would definitely be excited to sleep for several days and nights."
As he said that, Qiao Hongwen spread his hands helplessly: "But the post-90s generation is hard to manage, let alone this trick, let alone the post-95s generation. If you are unhappy, just say it directly to you and say I love to manage, I will stop doing it, or if I want to resign, who is not a baby, and a team must be managed, and the future era belongs to this group, so it is difficult to manage, and even if it is difficult to manage, you have to manage it."
Then Li Chuan nodded and said, "The previous company personnel management system was nothing more than promotions, salary increases, startup companies gave equity and options. This set of people in the previous generation has been tried and tested, but this set is almost useless for our generation and we don't eat this set at all. Of course, this set must be indispensable, and it must be more and more detailed, otherwise we will not rebel?"
After a burst of laughter, Li Chuan said to Li Yao and others: "The times are changing, and the system must adapt to the changes of the times. The biggest difference between our generation and the previous generation and even the previous generation is values. If you want to manage this group well, you must first understand the values ​​of this group. We can start from the details."
"For example, everyone, including me, is a generation who grew up playing games. Life is a bigger image for our generation, more upgraded and monster-fighting games. It is no longer a pure job to make a living in the company, so it is absolutely not enough for us to become bigger and stronger. We have to make Huasheng more fun and interesting to our employees."
"We in Huasheng, including many large companies, have already given employees good treatment, and Huasheng has not said that no one in our company has resigned for the time being, but we look at other companies' employees through data, and their turnover rate is still very high. What is the reason?"
Speaking of this, Li Chuan's focus was on Li Yao, who managed Huasheng HR department, and then said: "The human resources teams of those companies do not understand that the current employees are just seeing their work, but not seeing their own future."
"So what should we do? We can only exert influence rather than rigid management in our generation of employees who are mainly born in the 1990s. Leaders are such characteristics. Therefore, when facing employees born in the 1990s, we need to release the charm of leaders. Whether they will accept your influence depends on whether they can form a sense of identity in values ​​and missions, which is the most important thing."
As he said that, Li Chuan looked at everyone and added: "Take our Huasheng as an example. For everyone, why did you come to Huasheng when the company doesn't even have a shadow? I think it's more because of value recognition and future recognition. When everyone comes to Huasheng, they are attracted by the company's philosophy and values. No matter how high the treatment is, it is essential, but I firmly believe that it is secondary. Otherwise, without this recognition, the company will not stay, and he will not stay, and they are all mutual."
"This is an internal need, naturally, there are external needs."
At this moment, Li Chuan, who was getting better, was very catchy, but Qiao Hongwen, who was listening, was very touched. He thought that Li Chuan would definitely not be outstanding in human resources management. After all, he was a master of technology. He was born as a science and engineering man who played high-tech and was definitely not very good at managing things.
But now I find a big mistake. Not loving to manage things does not mean I can’t manage things. On the contrary, the highest level of managing things is to govern without doing anything. But if you want to do this, you must have a prerequisite: know people and make good use of them, and use people without doubt.
Obviously, Li Chuan has a thorough understanding of the protagonists of the post-90s group in this era, and it is not surprising that he himself comes from the post-90s group.
Li Chuan drank a sip of water to moisten his throat, and then said: "The most effective way to use external needs is two words - privilege! The core of privilege incentive lies in three ways: currency, privilege, and recognition. Money alone can only inspire the post-80s generation, money, and recognition can motivate the post-90s generation who have sufficient internal motivation. For most post-95s generations who lack internal motivation, privilege incentive is the most effective way."
"I think there are two most effective ways to motivate." Li Chuan briefly said: "The first is to give employees free working hours as much as possible, such as issuing unreasonable leave cards..."
At this time, Li Yao, who attended the meeting, had already recorded Li Chuan's words clearly. His mind was quickly turned around and he understood that what Li Chuan said would definitely be used in the personnel management and treatment system of Huasheng Technology, because the company was about to expand recruitment, so naturally, he would also disclose Huasheng's treatment to applicants.
"...Our generation loves social interaction, so everyone basically makes a wide range of friends. Moderate and flexible work can allow them to allocate their work and life time more freely, and their complaints about work will be greatly reduced."
While Li Chuan was telling, he also saw everyone here. Many people were lit up when they heard the no-reason leave card. They didn't know it. They gradually accepted Li Chuan's influence without realizing it. This was not brainwashing, but because of recognition.
"The second type is to put the care of employees on specific matters and provide employees with a better working environment, because our generation will not force themselves to make a living. We are more interested in the happiness and working environment at work. I read some data, and most people resign because of this. What's more exaggerated is that some of the incredible reasons that make leaders have poor toilet experience, poor Wi-Fi, difficult to eat, difficult to adjust the hot and cold of air conditioners, etc., will become the reasons for their resignation."
As everyone was laughing, Li Chuan smiled and said, "So, we allocated 500 million yuan in the new office space of Huasheng Technology. The office hardware equipment and company infrastructure are all configured according to Class A standards. If the budget is not enough, you can add it. Then at the end of the meeting, tell everyone that you might think of all kinds of strange reasons for resigning. Then Huasheng will complete all these, not seeking perfection but only for perfection. As a boss, I want to block your mouth and motivation. Alas... it is difficult for you to serve, who are you working for!"
As the words came to an end, there was another burst of laughter. Everyone found that the boss did have a different personality charm. In short, I couldn't say it, but I just like this atmosphere.
Perhaps this is what Li Chuan said. His influence and personal charm make everyone willing to stay in Huasheng, and they like the atmosphere like Huasheng, because what he said and did was agreed with everyone. Who doesn’t like to stay and do such a company or boss?
Chapter completed!