Zheng Hao talked about his entrepreneurial experience in front of the camera, including some positive cases and some negative cases.
For Zheng Hao, the setbacks he encountered in the early stages of starting a business were all because his employees did not work hard and assiduously. As a result, the company did not have an advantage in the competition with other companies, which triggered a series of butterfly effects!
After the company went bankrupt, these lazy employees found other jobs, and the failure of their business could only be borne by him alone.
Of course, Zheng Hao has never really failed in starting a business. The worst result for him is to sell the company to other large companies. But in Zheng Hao's view, anything that does not reach the top of the industry can be said to be a failure.
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Even though he had gained huge personal wealth through his first two entrepreneurships, he still regarded them as failures and resented the laziness of his employees!
Therefore, Zheng Hao began to study hard in various management studies, formulated various KPIs and indicators within the company, and through the human resources department to increase the level of control, the entire company ran in an extremely efficient state!
At the same time, Zheng Hao has accumulated a lot of experience through his first two entrepreneurships, and has successfully avoided all possible pitfalls, which is why he has succeeded in home delivery.
During the explanation process, Zheng Hao was of course not simply preaching, but used many cases from the entrepreneurial process. Many of the cases were vivid, vivid and detailed, making the audience nod their heads.
Especially the point about lazy employees causing the company to fail is particularly convincing because of Zheng Hao's large number of detailed cases.
It even aroused widespread resonance among many entrepreneurs and entrepreneurs present!
In fact, does this phenomenon exist?
Of course it exists.
Laziness is human nature, especially when a large number of arduous work tasks are placed on one's body and there is no direct feedback for completing these tasks, most people will develop laziness.
For the company, employees who concentrate on making screws are good employees. Those employees who have random thoughts, low work efficiency, and even affect the atmosphere of the entire team are of course the target of admonishment and conversation.
There are not many entrepreneurs who agree with this concept. Some economists have even seen this appeal and publicly supported entrepreneurs.
For example, some economists put forward the concept that "employees' laziness can exploit the company, but it is difficult for the company to effectively manage and counteract employees' laziness, so the company is actually a vulnerable group."
On the surface, it seems to be a violent argument, but in fact, the person who said this is very clear about the audience target of his remarks, and it is just to satisfy the demands of some entrepreneurs.
Therefore, similar remarks by Zheng Hao are still very popular, especially those failed entrepreneurs who will not think that there is something wrong with themselves in managing the company, but because their employees have been lazy!
His subordinates were disorganized and lacked any sense of responsibility and ownership, which led to the failure of the company.
Seeing that the atmosphere at the scene was getting more and more intense, Zheng Hao knew that the time had almost come.
So he changed the topic and continued on this point.
“I have found that some companies now want to fool the public by hyping up some statements, and then deceive other startups, putting themselves in an advantageous position in market competition, and ultimately achieving ulterior motives!”
"I think we have to be wary of these businesses!"
"What these entrepreneurs say seems to be very correct on the surface, so it is even more confusing!"
"Every employee who wants to grow must establish a sense of ownership in the company! We entrepreneurs treat the company like a child and care for it! If you blindly believe this wrong statement, the final result will be the company's collapse.
, the business failed and the employees lost their jobs!”
As soon as this was said, the faces of the audience showed surprise.
Because through Zheng Hao's remarks, the audience unconsciously thought of Tenda Group.
Tenda Group has always been famous for its generous employee benefits such as no overtime work. This has also made Tenda Group a dream place for all workers, giving Tenda Group an advantage in the public opinion war!
After all, most of the netizens participating in the public opinion discussion are workers themselves, and of course they are on the side of the workers.
Zheng Hao pointed the finger directly at Tenda Group at this time, obviously because of the long-standing grievances between Zhaiju Delivery and Tenda Group!
Moyu Waimai twice dismantled the business model of home delivery, and made many attacks on home delivery squeezing the delivery guys. This has led to the two sides always being incompatible in the public opinion war, and Moyu Waimai
It also successfully captured more markets.
Zheng Hao is obviously completely unacceptable to this!
Zheng Hao now not only targets Moyu Takeout, but also extends it to the entire Tengda Group. He believes that Tengda Group’s remarks of advocating high benefits to employees so that employees do not have to work overtime and maintain a fighting spirit have an ulterior motive.
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You know, this is a public class program that attracts a lot of attention. Zheng Hao's remarks here will definitely be widely disseminated, and may even be edited into materials and sent to major video websites such as the Ellie Island website!
Is home delivery going to start a new round of online public opinion war?
However, Zheng Hao's words are more like a crude smear against Tenda Group. Will this really work?
Zheng Hao smiled slightly and continued: "I know that what I say will confuse everyone!"
"Nowadays, the first-class large companies are trying every means to increase employee benefits. If increasing employee benefits is wrong and goes against the common sense of management! So why are these large companies doing this?"
"For example, Tengda Group has achieved rapid growth through strict implementation of the eight-hour work system and generous employee benefits. In just a few years, it has developed into a huge giant. If there is a problem with Tengda's management thinking, then Tengda
How did it develop?”
"This statement obviously means that you only know one thing but don't know the other!"
"It completely confuses and blurs the objective differences that exist between different companies, and forces a one-size-fits-all approach to solve problems regardless of the specific circumstances of each company!"
"Why do first-class large companies try every means to increase employee benefits? It is because these large companies have high profits and can attract and motivate outstanding employees through these employee benefits."
"Excellent employees have higher work efficiency and consciousness, and these benefits can allow them to better realize their value!"
"But large companies often attach great importance to corporate management. They will use many other means to improve the efficiency of their employees and make them better qualified for their jobs. Welfare is just one of their many management methods!"
"For a small start-up company, it does not have the huge profits of a large company, nor does it attract outstanding employees, but it forcibly imitates the employee benefits of a large company. This is equivalent to losing the fate of a large company, but getting the fate of a large company.
disease!"
"Of course, when Tenda Group was still a small company, it promoted employee benefits, but Tenda's subsequent achievements are not just because of employee benefits."
"Tengda's development relies on the high profits of the gaming industry and its superb management model! Although I don't know the specific situation, I can be sure that Tenda is more than just high welfare! Otherwise, it would have been abandoned by those who are too lazy to do it.
How could it develop to the scale it is today when the employees are so exhausted?”
"But when Tengda promoted its so-called Tengda spirit to the outside world, it only promoted the spirit of not working overtime, and did not mention a word about other management details."
"why is that?"
"Obviously! This is a very clever public opinion tactic by Tenda to put itself on the same side as the workers, in order to gain widespread public support, so that it can be invincible in the public opinion war with other companies!"
"But if you think about it carefully, if all companies are like Tenda and provide high benefits to their employees, how many companies can persist? Don't those small companies that cannot afford such good employee benefits deserve to survive?"
"The sole purpose of advocating this kind of high welfare is to weaken all startup companies through high welfare, so that all small companies can no longer pose any threat to Tenda, thereby achieving a market monopoly!"
Zheng Hao's speech caused a lot of whispering at the scene.
Obviously many people did not expect that Zheng Hao would point his finger at Tenda Group on such an occasion!
I have to admit that Zheng Hao's speech was supported by many people.
As an excellent entrepreneur, Zheng Hao has a certain influence brought by his popularity, coupled with some successful experience in management, which makes his words sound very convincing!
In particular, many small entrepreneurs here also feel the same way as what Zheng Hao said.
Since the emergence of Tengda Group, eight-hour work system, no overtime, high salary and benefits, etc., have become common demands of migrant workers. The popularity of the recruitment examination of Tengda Group shows how much migrant workers desire and welcome this!
But not everyone can join Tenda Group. Those workers who are temporarily unable to join Tenda Group will naturally compare their current company with Tenda.
How could this comparison not be sour?
From the perspective of the bosses of these small companies, their employees are greedy for Tengda's benefits and require their companies to implement an 8-hour work system, or employees are dissatisfied with the status quo and work overtime. This is not fully in line with the so-called "employee
Are you exploiting the company?
How does Tenda maintain high welfare? This has always been an unsolved mystery!
The most likely explanation is that, as a gaming company, Tenda relies on its generous profits to support company welfare.
But it is obvious that other companies do not have the financial strength to support it and cannot completely copy Tenda's model.
Therefore, although what Zheng Hao said is offensive to Tenda Group on the surface, it does reflect the demands of some bosses, and even makes some workers feel that it is quite pertinent!
If a company goes bankrupt because of employees' laziness, and jobs are lost, wouldn't ordinary employees not even have the opportunity to work overtime?
Of course, some people started to curse when they heard this argument, angrily criticizing Zheng Hao for his shamelessness!
As an outstanding young entrepreneur, he can talk about exploiting and squeezing employees in such a refreshing and refined way?
No matter what, Zheng Hao's speech at the "Open Class for Entrepreneurs" is bound to cause an uproar on the Internet!