Song Weiyang briefly skimmed through the report, put it next to him, and asked with a smile: "Can you still adapt to work?"

Shen Xian said: "At first, I couldn't keep up with the rhythm at all, and I was not familiar with a lot of the work. It's much better now, at least I won't be ignorant of all the questions, and I can already give my colleagues in the same group a hand. ”

Song Weiyang said with a smile: "The progress is very fast, it seems that you have a very high understanding, but you just don't want to make progress." ”

Shen Xian is really smart, but it's a pity that he never needs to be on the right path. From elementary school to university, he passed long live, as long as the test results can pass, this guy is too lazy to study hard. After joining the work, I didn't understand anything every time I first joined the company, but I got started super fast, and I could basically reach the average level of my colleagues in one or two months. Then he began to fool around again, as long as he could mix, why bother desperately learning and improving?

Now that he has entered Shenzhou Technology Company, Shen Xian is still the same. He is very serious at work, absorbing all kinds of new knowledge like a sponge, and even buys professional books to read.

But this state of affairs didn't last long, and when Shen Xian fully adapted to his current job, he definitely had to get by and live a chaotic life, spending a lot of time on recreational activities such as playing games and watching anime. His philosophy of life is to be able to mix and mix, and to be able to complete basic work tasks, and that the difficulty is too high.

His parents and sister often criticized him for learning more and working hard, and Shen Xian always quoted Zhuangzi to reply: "My life has an end, and knowledge has no end." With an end, there is no end, and it is gone!"

For this famous Taoist saying, we usually hear the first half of the sentence: life is limited, and knowledge is unlimited.

How philosophical.

The second half of the sentence changed the style of painting: Use limited life to pursue infinite knowledge, tired Lao Tzu!

Well, there is a little mistake in the translation, so don't delve into it.

Song Weiyang sipped tea and asked, "Based on your observation this month, what do you think of Shenzhou Technology?"

Shen Xian said: "Many things are fake and empty, and the form is greater than the content. ”

Song Weiyang said: "Go on." ”

"Take struggle as an example," Shen said, "Shenzhou Technology says to every employee, we are a struggling enterprise, and we are struggling employees." Through struggle, we can create a better future for employees, a better future for the company, and a better future for China. This atmosphere of struggle really made people's blood boil at first, and even I was fooled into trying to do something hard. But soon I felt that struggle had changed its flavor. ”

"Why did it change its taste?" Song Weiyang asked with a smile.

Shen Xun said: "When everyone is talking about struggle, then every move can be linked to struggle. If you don't take the initiative to work overtime, even if you have completed your work tasks, you will still be regarded by your boss as not willing to struggle. This month's internal magazine of the company commended an employee who had the courage to struggle. A certain R&D personnel, who was seriously ill and had a fever of 39 and a half degrees, worked for three full days with illness, hung a hanging bottle every day to type code, and finally successfully completed the R&D task with his colleagues. In addition to advertising in the company's internal magazine, the company also plans to hold a commendation meeting. Do you know what the other employees think?"

"What do you think?" asked Song Weiyang.

Shen Xian said: "From the company's point of view, it is indeed appropriate to commend such advanced figures. But ordinary employees are extremely disgusted, because they think of many of their own experiences. For example, if something big happens at home, many people dare not ask for leave, and they don't struggle if they ask for too much leave. I don't dare to ask for leave when I'm sick, and I don't struggle to take leave because of a little illness. This made every employee very anxious, and the smoking room complained about this the most. The company commends outstanding employees who work with illness, but not only does not motivate other employees, but makes other employees disgusting. ”

Song Weiyang said with a smile: "Anyone will feel disgusting." ”

Shen Xun added: "I think the company culture that encourages struggle and overtime has been completely abused by formalization. Employees are in a state of anxiety for a long time, they are in a state of exhaustion for a long time, and in fact, the work efficiency is very poor. It's like a horse that is physically and mentally exhausted, but is being driven away by a whip standing behind it. I thought, stop and rest, this horse might be able to run faster and farther. ”

"Well, you have some point. Song Weiyang nodded.

Shen Xian, who was recognized by Dr. Ma, immediately became excited: "I think we should be people-oriented, employee-oriented, strictly regulate overtime, and encourage employees to complete their tasks as much as possible during normal working hours." If you are sick or urgent, you can ask for leave, don't be targeted by the supervisor because of this, and don't take the amount of leave as the content of the performance appraisal. ”

"Hmm. Song Weiyang continued to nod.

The more Shen Xian spoke, the more energetic he became, and he talked endlessly for more than ten minutes, and then Song Weiyang asked him to get out.

Although Shen Xian thinks that Shenzhou's science and technology problems are serious, to be honest, Song Weiyang actually thinks it's not bad, at least it's better than he imagined.

As for Shen Xian's suggestion, it is pure nonsense, and entrepreneurs with normal brains will not listen to it.

Even if the average employee feels sick, the outstanding employee who works with illness must be commended. The first is to reward the employee for self-sacrifice, and the other is to motivate aspiring employees to follow suit, so as to maintain a positive work atmosphere that most employees may resent but can make a few see opportunities and hope. And the contribution of these few outstanding employees is likely to be worth hundreds of them.

Of course, there are advantages and disadvantages, and it is easy to form an unhealthy trend of false and empty space, and it is even taken advantage of by individual speculators.

As for the departmental coordination problems recorded in Shen Xian's report, a lot of time and energy is spent on internal communication, which is unavoidable for every large company. After the expansion of the company's scale, it must be managed by the system, and the system is dead, which will inevitably cause serious internal friction, low efficiency, rigidity and other problems.

If everyone is consciously obedient, what else do we need management at all levels to do? One of the important tasks of management is to coordinate internal and external relations and coordinate internal and external work.

Mediocre managers will only rigidly implement the system, while excellent managers can use their own abilities to do things more satisfactorily under the framework of the system, so that the work efficiency can be doubled.

From one small clue one can see what is coming.

From this report, which focuses on grassroots employees, Song Weiyang only sees three red flags.

First, there is a serious bureaucratic style.

Shenzhou Technology emphasizes obedience, and the orders issued by the superiors must be implemented if there are conditions, and the conditions must be implemented if there are no conditions, and they must be completed with quality and quantity!

This starting point is good, but over the years, the power of department heads has become greater and greater, and a kind of "supremacy" atmosphere has emerged. Leaders at all levels enjoy the thrill of giving orders, and become less and less able to listen to dissenting opinions, and employees are afraid to speak up if they have better ideas but go against the leader's opinion.

Because if you say different options, you can only have two possible outcomes. First, it was adopted by the leader, but it made the leader unhappy. Second, it was not adopted by the leader, which also made the leader unhappy.

The bureaucratic style of "only the best" has seriously affected the creativity of Shenzhou Technology, and it is difficult to give full play to the subjective initiative of employees!

Second, the work has been slow.

Due to the emergence of many corrupt phenomena in the past few years, Shen Fuxing made a drastic reform, using the management method of separation of powers, checks and balances. This does reduce corruption and makes the company more sound in decision-making, but it is inevitably overkill. Coupled with the matrix operation, the management structure is like a spider's web.

Before you decide to do a project, you report to countless departments. In each department, again a bunch of people are discussing. There will be several bigwigs in these departments, and each bigwig's idea cannot be the same.

If someone plans a very promising new product, then he must convince all the relevant departments, and he must convince all the relevant bosses. Once there is an objection from any department or bigwig, it must be discussed repeatedly, and the time span may be half a year, or even more than a year, and the market opportunity will have already been lost by then.

Dealing with so many departments and so many bigwigs often makes the departments that put forward good ideas exhausted by the early coordination. Gradually, everyone is too lazy to innovate, and they are all imitating the hot products on the market, or optimizing the original products, because this kind of project is easier to pass.

It is no wonder that in the past two years, except for the "children's phone watch" proposed by Song Weiyang, Shenzhou Technology has not had any innovative new products.

I guess there are many good ideas that have been killed in the communication stage, or are still in the middle of a long discussion!

Fortunately, when Shen Fuxing was asked to learn Huawei, Song Weiyang resolutely opposed the imitation of his work name culture.

Otherwise, there will be one more disease of Shenzhou Technology's large enterprises - seniority.

The phenomenon of seniority ranking exists in any unit, but Huawei before 2007 was particularly serious, even to the point that Mr. Ren had to change his job number.

Every Huawei employee has their own job ID when they join the company, and the earlier they join, the smaller the job ID. In the long run, there will be a situation where the work number is respected, and the employees with small work numbers walk with special wind. Sometimes when talking about work, when it comes to the stalemate stage, I directly use the job number to suppress people. When a newcomer encounters a senior of the old worker, he must also bow down and be small, otherwise he will be excluded and suppressed. It is also easier for employees with old job numbers to be promoted and raised, and capable newcomers are often pressed by job numbers to sit on the cold bench.

In 2007, the new Labor Contract Law was about to be released, and Huawei wanted to circumvent the restrictions of the new Contract Law. Let the old employees resign voluntarily, buy out the seniority and clear the zero, and then re-compete for the post as a new employee.

At that time, there was a lot of public opinion, and the society accused Huawei of not respecting the interests of employees, taking advantage of the loopholes of the law, and being a typical black-hearted enterprise - because the new contract law stipulates that employees with more than 10 years of service cannot be dismissed without special reasons, and employees can request to sign an indefinite labor contract. Huawei's evasive measures prevent all employees from working for more than 10 years.

At that time, Huawei had not yet been molded into a golden body, and all kinds of media rushed to it, which can be described as scolding by thousands of people.

But what about inside Huawei?

Employees support the practice of buying out seniority and returning to work, because Huawei's buyout of seniority gives too much money, which is tantamount to making every old employee make a windfall, and the return of old employees also makes new employees more opportunities for promotion.

Of course, there are also many employees who are resistant to this, but what they resist is not that the length of service has been cleared, but that they complain that their old job number is gone, and they are replaced with a new job number when they return to the furnace...... This is similar to the theft of a 5-digit QQ number, and it is not only a matter of face, but also the hidden rights brought by many old worker accounts.

Mr. Ren has always wanted to deal with the negative impact of the work number culture, but there are too many people who oppose the reform, and he can't find the opportunity, and finally with the promulgation of the new contract law, it will become a stubborn problem for Huawei.

Shen Fuxing felt that Huawei's employee account culture was very advanced, which could greatly improve the cohesion of the company and give employees a special sense of belonging to the company.

The work number brings not only cohesion, but also hidden privileges!

This is a double-edged sword that can make a company fight amazingly in the initial stage, and then drag it back crazily after the company grows. The system cannot solve it, because what has changed is the interests and people's hearts. Most of the old workers have become leaders, and even if there are contradictions with each other, they will hold together, forming a new interest class. Even if you don't think about profits, you only think about emotions, and you will give priority to older employees. In the long run, layer by layer, the employees with the new number can be overwhelmed, and then they will press the employees whose numbers are updated.

Song Weiyang once again read Shen Xian's return in detail, and summarized the status quo that really needs to be changed from all kinds of trivial things.

Overtime culture or something, Song Weiyang is too lazy to move for the time being, because it is not a tricky problem for him.

The bureaucratic style cannot be changed in a short period of time.

Streamlining departments and making management more flat is the top priority! Even though doing so will increase the chances of corruption in management, nothing is the best of both worlds, and the lesser of two evils can only be chosen.