Gambling Chapter 69 The development of old fried dough sticks
In fact, there is another sentence that Niu Xiaobai was embarrassed to say in front of these two girls. Someone once said to him in a very popular way: Corporate culture is like a girl's underwear. Although it is invisible, it is very beautiful.
important……
Zhang Rulan smiled and said: "Actually, let's think about it the other way around: it's not necessarily a bad thing for old employees to raise various questions and opinions based on their own experience; this information can help us improve the existing
The system provides the basis for important management decisions. I think most old employees still hope that the company can thrive. They put forward their own ideas. Sometimes it does not mean that they are resistant to new things and refuse to change. Xiaoya, I can see that.
, Niu Xiaobai is a very emotional person. These old employees have served Fuma Company for so many years, and Xiaobai will definitely be reluctant to leave them."
"Sister Xiaolan still understands me! I think so too. It is better to communicate with the old employees before implementing the reform, revise your plan diligently, and finally reach a consensus with everyone than waiting for a certain system to be promulgated.
It is much better to hear so many questioning voices. And I have a feeling that after full consultation with everyone and consensus reached, these employees who have participated in the decision-making will play a very active role in the later implementation of the system and the implementation of tasks.
the driving role.”
Dong Xiaoya pouted and said: "Emotional? Haha! It's been a long time since anyone has boasted that they are so fresh and refined! I said, water is small in the ocean, but it is great in the desert; chickens are among the cranes.
It’s small, but among quails, it’s considered great. Xiaobai, a manager emphasizes that he values feelings? Are you not wrong? Are you planning to build yourself into a great person?”
Niu Xiaobai held his head high, pretending to be very proud and said: "They really don't force me, otherwise... Once I become great, I will be out of control; once I become great, I will even feel terrible! Sister Xiaolan,
Do you think so?" Zhang Rulan lowered her head and squinted her mouth, trying not to show her smile.
"Okay, okay...Sister Xiaolan, Xiaobai, you are all good people, only I am a bad person! Is it okay for me to say this? Are you satisfied? I said Niu Xiaobai, the world is big, no one is too big
That piece of mind you lack, alas..." Dong Xiaoya straightened her short hair, pretending to look up to the sky and sighed.
"Dong Xiaoya, please pay attention to your wording! Although my Niu Xiaobai's heart is small, it is not lacking; although my Niu Xiaobai's temper is good, it is not without it." Niu Xiaobai protested.
Seeing that the two of them were fighting again, Zhang Rulan quickly waved her hands and said: "Since we are unwilling to get rid of these 'old fried dough sticks', then I suggest: Let us analyze together how they became 'old fried dough sticks'"
Reasons, and then give Xiaobai some ideas for these reasons, okay? Xiaobai, you come first!"
Niu Xiaobai nodded in agreement: "I think it is only one step away from an old employee to an 'old fried dough stick'. The reason why an old employee transforms into an 'old fried dough stick' is not only due to the employee's own personality and cognition.
, the company’s reasons at the management level are also very important. For example, the incentive system. A good incentive system will allow a mediocre employee to work hard and make a difference; a bad incentive system will destroy an outstanding talent.
.I think that new employees like you and me have just entered the workplace, and they are all high-spirited and looking forward to showing off their talents in the company. When employees perform well in their jobs, they are not as good as they expected.
When your expectations do not match, if the difference between the two is very large, over time you will become unwilling to make progress..."
Dong Xiaoya interrupted: "What expectations? It's so mysterious! Isn't it just money? Your 'iceberg beauty' attaches so much importance to cost control. If you say that, your incentive system will be useless!"
"
"Xiaoya, I will convince her. I think the best cost control method is to motivate employees to care about the company's efficiency issues, link the company's interests with their personal interests, and make them feel that spending the company's money is worthwhile.
Just as he feels distressed and cares about spending his own money, then he will re-examine his work content, automatically and spontaneously think of ways to change the original way of working to reduce costs, so as to obtain a piece of profit and take it home.
By improving living standards, the company's costs will be reduced and under control."
Suppose we are an operator in a machine shop. His monthly salary is 4,000 yuan. Now he knows that there is a good operation method in his job content, which can save Fuma Company 50,000 yuan a month.
.According to the current management system, do you think he will apply this cost reduction method in his work?
The answer is definitely not! He used this method and got a monthly salary of 4,000 yuan from the company; but if he didn’t use this method, he could still get 4,000 yuan a month, and he had to bear the possibility of The risk brought by failure. He will feel that one thing more is worse than one thing less.
But if the company introduces such a new rule: whoever proposes an effective method to reduce costs, as long as it can really reduce costs, will reward the employee with 5% of the cost reduction. Do you think he will apply this reduction at work?
Cost method? He will definitely do it! Because at this time he is motivated, and the company's profit of 50,000 yuan is linked to his personal profit of 5%.
"Xiaoya, incentives are not just material incentives, but also some non-material incentive factors, such as merit evaluation, training opportunities, paid vacations, etc. The fairness of the incentive process is also very important. If employees feel that there is a lack of fairness,
Sexuality, the negative impact will be very great, and it will also lead to the emergence of 'old fried dough sticks'." Niu Xiaobai finally said.
Dong Xiaoya glanced sideways at Niu Xiaobai: "I think it doesn't matter if managers have empty heads, the key is not to let water get in their heads. Managers' failure to evaluate their subordinates properly is also the reason for the emergence of 'old fried dough sticks'. These managers must not
Don't move! The left side of their brain is full of water, and the right side of their brain is full of flour. If they don't move, it's all paste."
The assessment of subordinate employees by many departments in Fuma Company often depends on the random subjective judgment of managers. Positions with quantifiable assessment indicators are better, but for those work items that are difficult to quantify or cannot be quantified at all, all based on
Managers’ subjective impressions.
In fact, issues such as office politics, unspoken workplace rules, etc. exist to varying degrees in many companies, and Fuma Company is no exception. When evaluating subordinate employees, some managers will inevitably follow their own personal preferences
, subjective feelings and even the closeness of the relationship are used to evaluate.
Problems arise when managers fail to conduct impartial assessments. This kind of non-objective and unfair assessment will make some old employees feel that it is unfair, and over time they will lose confidence in managers, and in the end they will simply go against them. From this perspective
Generally speaking, managers push older employees to the opposite side.
Dong Xiaoya continued: "Why can't you prevent and deal with it in time when you find that old employees are dawdling? I think this is caused by the non-standard and imperfect management system of Fuma Company. Due to the relevant systems and rules
If it is not formulated, some old employees will feel that
Some aspects of the company are in chaos, and they start to dawdle when they feel there is no hope; at the same time, they also find that there are opportunities to take advantage of dawdling in the company, so more and more "old fritters" who dawdle will appear.
"
Zhang Rulan has always been simple and generous, just like the girl next door, making people feel very approachable. At the same time, she also knows the old employees very well. After listening to the analysis of Niu Xiaobai and Dong Xiaoya, Zhang Rulan added: "Old
Is it also a reason why employees feel there is no room for development? The employees’ positions themselves have relatively single skill requirements, and it is also difficult to get promoted in Fuma Company. It is difficult for most old employees to be promoted to higher positions, or it is difficult to do so.
The management position is vacant, and suddenly a person is parachuted in from the outside to manage it. This situation often happens in Fuma Company, and it has become a routine, which causes a certain degree of blow to the old employees, and even harms them. In the end, the situation
Yes, the old employees will either leave or become depressed from now on..."
Niu Xiaobai said with emotion: "Old employees who have been in the industry for many years are originally the most valuable assets in the operation process of Fuma Company. Many of them are in the prime of life, skilled and experienced. If they can serve as the backbone
, playing a leading role in Fuma Company will greatly promote the development of Fuma Company's various businesses. However, when these old employees transformed into 'old fritters', their various misdeeds gave me a headache!"
Dong Xiaoya said with a wicked smile: "Xiaobai, don't worry, there are always more solutions than difficulties. You know, the three major tragedies of the dinner party are: the people you want to invite don't come, and everyone who comes is the same.
You have nothing to do with it. You are the only one left awake when checking out... You have to prevent this kind of tragedy from happening at work! I suddenly discovered that as long as I am happy, the world will become better in a damn instant! How about we first
The ‘old fried dough sticks’ are classified into categories.”
The first type is the indolent type. They usually think that they have worked in the company for so many years and worked hard day and night. Now they can relax and let the young newcomers do the hard work and overtime. These people are already familiar with their work.
There is no sense of freshness, they think that the work itself is like this, and they are only willing to do some easy and unchallenging work. This type of old employees are often greedy for pleasure, indifferent to work, and care about everything they encounter;
The second type is the muddle-through type. This kind of old employee is basically good at the content of the work, but only pursues the lowest standard in terms of work quality. They just go with the flow and muddle along, as long as they spend every day smoothly, not seeking merit but seeking no mistakes.
, and there is no need for innovation and improvement. They follow the steps step by step without passion in their ordinary positions every day, and they have lost their original edge and enterprising spirit, let alone let them reform and innovate;
The third type is the grumbling type. This kind of old employees can still complete their work in time, but they are grumbling about their work and complaining everywhere. They think that their work is very hard, stressful, long working hours, and the rewards they receive are not good enough.
Rarely; often compare with other colleagues around them. What is even more excessive is that they will spread this trend of blind comparison to the people around them, which will bring a greater negative impact to the company;
The fourth type is the passive and sabotage type. This kind of old employees are the most harmful among the "old fritters". They lack enthusiasm, do not feel at ease at work, and have no sense of responsibility. They often have an indifferent attitude and have no motivation to improve their own quality and
It is difficult for them to do their own job well, let alone expect them to play a role in other aspects.
"Xiaobai, think about it, who are your production foremen?"