The forty-seventh section of the game, a win-win situation
Niu Xiaobai nodded and replied: "Of course I know this. It is a very classic management story. In that era when there were many monks and few porridge, if the monks were allowed to take turns to share the porridge, everyone would have their turn to share the porridge.
It takes one day to eat enough; selecting a highly respected monk to preside over the porridge sharing, absolute power will lead to absolute corruption; establishing a porridge sharing committee will make the organization bloated, inefficient, and there will be mutual disputes and unclear responsibilities...
Later, the smart host came up with a way: whoever shared the porridge that day was the last one to pick the porridge to eat. In order to let himself eat more, the monk who shared the porridge had to be very fair..."
Leng Shi touched his chubby chin and said with a smile: "Look, such a simple system design has solved a very complex problem. Everyone says that management is to achieve organizational goals. When achieving organizational goals,
In the process of meeting the personal interests of organizational members, or achieving the personal development of organizational members, this is good management; establish and improve a good management system, let this system unite people's hearts, and let this system promote the conscious actions of organizational members.
This is the way and means of management; if this system can inspire employees to work hard and work actively, management will become relatively simple."
"Brother Leng, I have been thinking about how to motivate front-line production employees for a while. Do you know? They are all old employees who have worked for many years and have long lost their passion for work; coupled with the company's benefits some time ago,
It's not good, it makes people panic. I think their current mentality is not to seek merit, but to seek no faults. If the company really goes bankrupt, they will be happy to get some compensation and leave; their current work performance
It’s not hard work, even some inactivity, but I can’t catch their mistakes... Faced with such a special group, what do you think? How can we design a more reasonable management system to stimulate their enthusiasm for work?
?" Niu Xiaobai expressed his observations and worries.
Leng Shi put down his beer glass, leaned forward, put his hands on the table casually, looked at Niu Xiaobai and said: "How to motivate front-line production employees in daily work? From my many years of practice
It seems that there are only two ideas: one is the piece-rate system, and the other is the performance bonus system - of course, someone later proposed the points system, but in fact it is just a variant of the performance bonus system. Let me talk to you first
Talk about the practice of piecework.”
The idea of the piece-rate system is that those who are capable work more, and those who work more will get more. Put the main production resources such as equipment, tooling, fixtures, raw materials, etc. into the hands of front-line production workers, and agree with them on the unit price of each product or each process.
, allowing them to use their initiative and enthusiasm to determine their own output for the day based on their actual abilities. Usually, this piece-rate system can increase production efficiency by at least 10%.
Someone once described it this way, "Timekeeping is shameless, piecework is shameless." What he means is that under the piecework system, those production workers would rather give up their rest time, and find ways to save their necessary process time, and make every action count.
It went to the extreme, and as a result, its output increased significantly beyond all managers' expectations.
But the piece-rate system is not a panacea. It has several issues that need to be dealt with by managers. If these issues are not handled well, the effect will be counterproductive and even cause greater trouble. For example, the unit price of a product or process
How to calculate? What is the reasonable standard production capacity of each person? How about production managers?
Divide labor among workers, and what kind of division of labor is reasonable and fair? How to handle the repair of defective products? How to arrange urgent orders and re-made products? How to control the quality of products? How to prevent workers from doing work in order to save process time?
Secretly changing the process without authorization?...
Leng Shi picked up the beer glass, took a big sip of beer, and continued: "In factories that implement piecework systems, there is a more difficult problem: how to train new employees? You know, Xiaobai, we Chinese have
As the old saying goes, "teach the apprentice and starve the master." Under the piece-rate system, the old employees instinctively reject the new employees, thinking that the entry of new employees will steal their jobs. Therefore, the old employees simply
It’s impossible to spend time teaching those new employees.”
After hearing this, Niu Xiaobai asked: "The piece-rate system has never been implemented in my current company. If it were to be implemented now, would it be very difficult?"
Leng Shi chuckled, touched his round belly and said with a smile: "Of course! From the time system to the piece system, this is an earth-shaking change and a major reform for the workers. Of course.
You also know that as long as there is reform, there will be resistance. If the company management does not have a firm determination to implement it and the company does not have a set of practical implementation details to support it, I advise you not to think about it easily."
Niu Xiaobai nodded: "Yes, I think the conditions for implementing the piece-rate system in the current machine shop are not yet ready, and the time is not yet mature. So I thought about applying the performance bonus system properly, and for Fuma Company
Generally speaking, this is a relatively mature management system.”
"That's true! In fact, in every company, the most difficult rules and regulations to write are the salary system and the performance bonus system. But equivalent to the piece rate system, the performance bonus system is easier for everyone to accept, and there will be less resistance to implementation.
A little bit. Because everyone feels that this is a good way to use part of the bonus to effectively guide employee behavior in addition to the basic salary based on time."
Niu Xiaobai smiled bitterly: "Brother Leng, to tell you the truth, even this performance bonus system encountered great resistance in the early stages of implementation. Some key employees even organized a strike for all production employees.
It affected the progress of production... Speaking of the reason for the strike, it is actually very simple. Because my predecessor did not make good use of the performance bonus system. Regardless of whether their performance was good or bad, the bonuses were basically paid in full.
.For a long time, these employees have regarded performance bonuses as a kind of welfare. Now I want to assess them and pay bonuses in proportion based on the assessment results, so they will stop working!"
Leng Shi smiled heartily and touched his short hair with both hands: "Newton's first law of motion tells us that any object will maintain uniform linear motion or rest until an external force forces it to change its state of motion. Haha!
The power of habit is really infinite! To guide their behavior, the external force must be greater than their habitual force... But then again, in every reform, only about 5% of the people hold strong objections.
There may be less than 5% of people who strongly support it, and the remaining 90% appear to be neutral. I think the key to the success of the reform is to publicize the benefits of this reform more and achieve a win-win or win-win situation for the company and employees.
, win the support of those neutral people. As long as this is done, this reform will not be far from success."
Heard this, Niu
Xiaobai sighed heavily: "I find that the most difficult thing to change is people's thoughts! What you just said is very right, thoughts are difficult to change."
"Haha, young man, don't be discouraged! Have you heard of the 'Turing Test'? It is to test whether computers can think like people. The Turing Test tells us that when computers have fixed algorithms, they'
When considering a problem, you will strictly follow this algorithm and it will remain unchanged; but people are different, they will change their answers, thoughts and actions anytime and anywhere."
Leng Shi paused, raised his cup and took another sip of beer. He continued to smile and said: "There must be something wrong with your predecessor's practice of paying bonuses in full! If the employees' incomes are guaranteed to be paid during droughts and floods, their work will not be guaranteed."
There may be too much enthusiasm - this is the inertia that everyone has. You can't blame anyone for not wanting to make progress. A management expert once said that if a company has more than 70% of its employees, their usual wages will not change.
, then this company is not far from being unlucky. I have visited various companies, and many companies have a lot of industrial engineers (IE). They measure data at the production site every day and propose improvement measures every day.
They push employees to improve productivity every day...but they all fail later. Do you know the reason why they failed?"
Niu Xiaobai thought for a while and replied: "Maybe these industrial engineers only think about starting from the data, forcing employees to work faster and harder, but they do not give employees corresponding rewards. This kind of sacrifice of employee interests
The practice of creating benefits for the company will definitely not be supported by employees, so in the end, it will be nothing at the executive level."
"You're absolutely right! As I just said, the essence of management is to allocate interests from all aspects to achieve win-win or win-win. A good performance bonus system should inspire employees to create more profits and allow the company to gain benefits.
In the same way, employees can also gain benefits. It is undeniable that everyone in an organization has their own pursuits or interests, and production line employees are no exception. I think the essence of employee management is actually to bring them wealth, motivate them, and satisfy them.
Their needs allow them to create greater value.”
"Isn't it? Fortunately, our newly appointed general manager is relatively strong and fully supports my performance bonus system, which makes this system effective."
"Well! The support of senior management is really important! Their responsibility is to make the company perform, make employees productive, and make the company assume social responsibilities. In addition to getting support from senior management, you also need to think more about the following issues."
For example, in order for these assessments and projects to help the overall performance of your department, you should carefully consider: What are the projects to be assessed? What is their connotation? How is the weight of each project allocated? These scores are related to
How is the relationship between bonus distribution defined?
For another example, in order to make the performance bonus system fair, open, and just, and make all employees feel authoritative and credible, you should consider: Where are the data sources for these assessment items? What are their calculation methods? What are the scoring standards for the items?
What is it? What is the assessment cycle?
Leng Shi finally said: "Tolerating mistakes is the key to innovation and reform. In the process of reform, on the one hand, we must control risks, and on the other hand, we must boldly try and make mistakes. When problems are discovered, we must be brave enough to correct them, and we must not be afraid of problems..."