"The more people who study the law, the more they dare not blindly speak superstitious about the rule of law. Because they understand the limitations of the law better than the average person. Anyone who knows a little bit about jurisprudence knows that the law has limitations such as rigidity, lag, and uncertainty in interpretation. That's why human beings need to be supplemented by other laws such as morality, religious beliefs, and natural desires. ”

"The law can never punish a person who invents a new way to commit a crime, because when the innovator is doing it, this pattern of behavior has not been written into the law and characterized as a crime - this is called the lag of the law. Therefore, laws and systems can only govern those areas that have already emerged and have the experience of predecessors to learn from. ”

"Mature industries, mature companies, such as Microsoft, IBM, and General Electric today, they can rely on 100% institutionalization to rigidly manage, because they are already giants, even if you change a light bulb in the office, you have to have internal friction to have a meeting to discuss, it doesn't matter. They didn't face The Innovator's Dilemma.

But Ahri, Baidu, Shengda, what kind of business are you doing? Is there a business model that your predecessors can learn from? Is there a precedent for the problems you have to face every day? No, as long as it is not something that can be measured by profits and is beneficial to the company except for everything else, as long as you use KPI assessment, it will inevitably lead to fraud.

If you want to be assessed for creditworthiness, the following executors will let the praise be brushed, and if you want to be assessed for sales traffic, they will brush the orders and let the fakes go. Chen Tianqiao wants to click on the playback assessment, so let's click on it. He wants to recommend the ticket assessment, and others will recommend it. Li Yanhong wants to advertise, and the people below dare to put Putian Hospital, he wants to post advertisers, and the people below dare to sell a bar owner for tens of thousands of yuan.

SO, ALTHOUGH I LOOK DOWN ON JOBS' DEPRAVED CONCEPT, JOE IS STILL VERY CLEAR ON THIS POINT - THE FIRST GENERATION OF IPHONE MOBILE PHONES WILL BE LAUNCHED DURING THE CHINESE NEW YEAR IN THE UNITED STATES, AND I INQUIRED THAT JOBS IS READY TO LAY OUT OFFLINE EXPERIENCE STORES. He also knows that the e-commerce in the United States is also developed, and there must be conflicts between online and offline channels. Therefore, his requirements for offline experience stores are: the assessment of turnover must be 0%.

For each store clerk, only the 'customer satisfaction/complaint rate' is required to be assessed, and there is absolutely no assessment of how many mobile phones the store sells. In this way, it is fundamentally impossible for the clerk to sell mobile phones and get performance commissions. The experience store is to promote the brand culture and let people come to create a topic in vain. With sales KPIs in place, there are bound to be employees who will do whatever it takes. ”

Feng Jianxiong pretended to be forced in front of the king for a while, and the last sentence was exactly what shocked Ma Feng the most.

"There is still a store that opens a store without considering the turnover at all?" Ma Feng had never heard of this, and he didn't expect that Jobs guy to be so bold. But he thought about it for a while, and then said dejectedly:

"Unfortunately, this is not possible with us, what we do is the platform, and what we count on is traffic. You said so much, is it just for me to abandon the rigid KPI assessment system, but it is unrealistic to have no KPI, and when the time comes, everyone will be lazy and do nothing, and the harm will definitely be greater than the blind expansion like now. ”

Today's BAT and other future domestic Internet giants, from the perspective of later generations, are "the skeleton of a human-powered tricycle in their bones, but because of the large number of goods, high income, and being favored, a lot of resources have been injected." So today a diesel engine is added to run wildly, tomorrow the wheels are burst and the tires of the car are changed, and the day after tomorrow, the frame is scattered to find the roots of the I-beam welded into the bottom bar. If the car rolls over the day after tomorrow, change a set of brake pads - if the car rolls over too violently, it will die directly".

Everyone was racing and running wildly, and there was no time to change the body of the car to Optimus Prime at once. Instead, he had a headache, ran and ran and turned off the fire, and the line of fire changed another part and continued to run wildly.

So if Feng Jianxiong told Ma Feng that in order to solve the internal friction fraud, he would abolish the KPI, then Ma Feng would definitely not agree, and he would immediately drive Feng Jianxiong out.

It's a pity that this is obviously Ma Feng's own brain problem.

"I didn't say that I want you to abolish KPIs, I just said that the harm caused by the lag of institutionalized management, why do you think of abolishing KPIs?" Feng Jianxiong looked puzzled and ridiculed.

"Uh...... What do you mean?" Ma Feng didn't expect to be wrong.

"It is impossible to abolish KPIs, and it will not be abolished in a lifetime. When I say that institutionalized management has a lag, it does not mean that we do not want institutionalized management -- if we say that the rule of law has limitations, does it mean that we do not want the rule of law? No, I just say that the rule of man and the rule of ethics should be supplemented and cooperated.

If the HR department's assessment makes the people below uncomfortable and has to do something, what can the top management do at this time?"

"What can you do?" Ma Feng asked involuntarily, leaning forward slightly, with a modest attitude of "poor night in the middle of the night".

"You can check the access of talents!" Feng Jianxiong sold a stalk, and then analyzed it step by step, "Mr. Ma, let me ask you a question, when did the last time Ahri Baba 'recruit every new employee has to be interviewed by you in person'?"

This question is a bit abrupt, Ma Feng thought about it, and roughly said: "It was nearly two years ago, at least a year and a half ago, I remember that after Alipay was officially launched, I rarely interviewed the recruitment of front-line employees in person."

Before the end of 04, even if the company is close to a basic programmer, tester, or even a little girl at the front desk, I have to personally check the last interview. Later, in 05, the company had six or seven hundred people, and it couldn't hold on, and the development in the past two years was too fast, and now there are more than 1,000 people, how can they be busy. ”

"It's actually a good habit," Feng Jianxiong said regretfully, "can you ask what was your motivation for insisting on interviewing every new employee in person?"

Ma Feng was stunned, he really hadn't thought about this problem systematically. So I thought about it carefully for a while before I said, "I just think that I am a person who sees people very accurately, and it is estimated that no one in the company is more accurate than me." I've interviewed and talked to them in person, and I can make sure that the person really wants to do a career with me and likes the job. ”

Feng Jianxiong sighed: "Isn't this just a matter - from last year to this year, Taobao and Alipay have developed so fast, but there are so many chaos in fake goods, the key is that the scale of employment authority is too open all of a sudden." You are typical of not understanding the principle, just by feeling to adjust the system, and then catch it and die, as soon as you let it go, it will be chaotic, there is no step-by-step!

If you think about it, the person you personally recruited, you can see whether he likes the company and the job. So even if there is a conflict between the performance KPIs of departments and individuals in the future and the long-term development of the company, this kind of person can still be a little disciplined - don't underestimate discipline, in the field of legal lag, moral rule and discipline are very critical, although I don't want to believe in human nature, and I don't want to pin expectations on human nature, but these lawless places, you can only try to use human nature well.

But if the recruitment authority is delegated to the sales manager, how will they recruit people? It must be the person who can best complete the KPI task, and the ability to exceed the KPI range and be beneficial to the company in the long run must be put aside. Therefore, the editor recruited by the boss must love literature, and the editor recruited by the editor-in-chief is just looking at the data and holding the brush.

This is an inevitable choice for the performance of small groups and the conflict of interest of the company as a whole. This is also the reason why many innovative companies suddenly collapse after expanding to 'more than two layers of management above the boss and junior employees'. Because at that point, it is very likely that all new employees will not be able to keep up with the company's changing values and pursuits.

They are just suitable for completing the KPI assessment model at the current stage. However, the KPI assessment model of innovative companies is likely to change every day and keep pace with the times every day. If the employee becomes a consumable, he can only be transferred to the company for a year or even half a year. How can such a company not die within two years? Even if it really does not die, it is not that they have done a good job, but they can only thank the industry in which the company is located is not changing fast enough! As long as it is fast enough, such a company will die!"

Ma Feng listened to it and was silent for a long time, Rao is daily bragging about corporate values like him, and he was also shocked by Feng Jianxiong's more commanding words.

"So what do you do? Go back to every employee, I personally recruit him, ask him what his hobbies are, identify whether he likes the company or not, do you agree with the company culture, do you think your work is interesting and fulfilling? There are more than 1,000 people in the company, and I can't keep busy!" Ma Feng said worriedly.

Feng Jianxiong firmly persuaded: "If you can't be busy, you must do your best! The delegation of power to recruit people cannot be let go all at once, but must be gradual and orderly." Mr. Ma, it's not that I said that Ahri's chaos this year is that you didn't think much about it last year, and you felt that you couldn't be busy, so you just let it out all at once - this is a correction.

Now Ahri is from the top to the bottom, it is probably a four-tier leadership structure, not counting the principal and deputy positions, there is a director under the CXO, a manager under the director, a supervisor under the manager, and an employee under the supervisor. Even if you're not busy asking about every employee's recruitment, you should at least ask about each supervisor's recruitment, interview each supervisor personally, and personally interview everyone who is promoted from employee to supervisor.

It is absolutely not permissible for the director to make the decision on the manager candidate, and the manager can make the decision on the supervisor candidate. Because in that case, the director will definitely only choose the person who is most in line with the efficiency of the director's KPI as the manager, and will not care about the overall interests of the company, such a company will definitely die in the innovation and transformation soon, unless you pray that the KPI will never change, and it can always be consistent with the company's long-term goals. ”

The salesman recruited by the supervisor can only be the salesman who is the best at swiping orders, and he can only align his personal interests with the interests of the company within one year.

The salesmen recruited by the director can also pay attention to "cultivating and maintaining new markets and stimulating medium and long-term growth". Maybe in two or three years, the interests of the individual and the company can be aligned.

Only the salesman personally recruited by Ma Feng can truly believe that "there is no difficult business in the world". Such a person may be able to make the interests of the company and individuals inseparable in ten or fifteen years.

Among the three giants of BAT, Ma Teng is the COO-type CEO, who focuses on effectiveness and loves plagiarism. Li Yanhong is a CTO-type CEO, proud of technology, but unfortunately he is weak and timid, and he has no way to employ people. Ma Feng is a CPO-type CEO, who doesn't know anything about business and technology, but he can work with any talent because of his ability to look at people.

Outsiders only saw Ma Feng bragging outside, and the company developed again, and then many small bosses also loved to learn Ma Feng's chicken soup technique - it's a pity that these evil people didn't see Ma Feng pouring chicken soup outside, and the real core competitiveness was to let the Eighteen Arhats work hard for him at home!

Feng Jianxiong knew that he had convinced Ma Feng. He pursued the victory and continued to dissect the origin of human nature from a high vantage point:

Blackstone and Jimmy Bentham said that the laws of behavior in the human world can be divided into four categories. Nature, morality, law, religion – the strongest of them all is nature, which is desire. Only nature does not need any test and can withstand any test. For example, greedy for money, no need to be taught, no need to learn, even countless moral education, strict punishment, and religious brainwashing cannot change people's greed for money, which is human desire.

Therefore, the most tested employment skills and employee management experience is to find that the employee really likes the job and can make a good job at work. Only such people can make up for the shortcomings of the rule of law. Because even if one day he can't be 100% 'good people have good rewards' for his hard work, and he can't bring him 100% bonuses, but he likes this thing anyway, and he is willing to do it if he has no money.

That's why the operators of the station like to lure people who 'like to write books, even if they don't have a penny on the street' to go to their websites. Even if that person's current level of writing is not comprehensible, he is willing to hang it first, because the editors-in-chief know that such a person's motives are enough.

In the same way, if a programmer can write code and write high-tide high-tide, and even feel that writing code is more cool than loving a woman, then even if such a programmer is now very poor and has an IQ of only 70, you should not hesitate to recruit it! Because only this kind of programmer can still do his best to work 100% in the case of ever-changing company tasks and ever-changing assessment indicators, this kind of person is a treasure!

On the contrary, a person who does not conform to the company's values, even if he is capable, but his ability is based on 'I can endure hardship, I have perseverance, and I believe that only by suffering can he become a superior person' - then you must definitely kick this kind of yin person out of your company. Because he doesn't like his job, he's just trying to work hard for you for a price. Once your appraisal system changes, your KPIs change, these people will betray you in minutes.

Just like those famous writers who sell traffic and speculate IP, even if it is a platinum god, if he loves money, and he endures humiliation and changes his original intention to write a book to please Xiaobai, then one day the website's assessment system will change course and not take the IP hype route, this kind of person will be the first to betray. Because they don't love literature in the first place, they are writing for money to lower their IQ and to endure humiliation to please mentally handicapped readers.

This era is changing too fast, and the industry is changing even faster. It's easy to get through knowledge and talent, so the key to employing people depends on interests and values. Although it is cruel to say, the general trend of human development is that those who have the mentality of 'suffering in order to become a superior person' have less and less upward path.

But I don't think there's anything wrong with that! If the world is destined to weed out and kill a person, and there is a person in front of you who has no interest and only hard work, and another person who has little perseverance but has his own interest—shouldn't the beast who has no soul and only perseverance die first?

Of course, perseverance and hard work are still useful, but this is only if the person already has a goal and interest - even if the interest of both people is only to humbly play gungame and hope to participate in esports in the future. But one person can play 20 hours a day, can practice hard 10,000 times without getting irritable, and the other can do what he is interested in and play his favorite games, and after 10 hours, he will get bored. At this time, the former's perseverance is still somewhat valuable, but that's all. There is no interest and perseverance to the goal, just a lump of **. ”

——

(PS: A digression, if there are still readers who are reading, if you really don't want to read, but your parents force you to read, then go back.) Those old things have no idea how quickly times change.

However, all of this is premised on the fact that you really want to do something urgently, and you have researched the competitive pressure, and believe that you can work harder than your peers.

Of course, basic effort is still valuable. All of the above is based on the premise of "you can work hard as long as you like something". If you can't even work what you like and are interested in...... The above methodology is tantamount to talking nonsense...... ）