With the development and growth of enterprises, competition slows down, and it is difficult to avoid the disease of large enterprises.

Haier, with an annual revenue of more than 200 billion yuan, began its self-revolution this year, overturning the entire management system, breaking the existing section-level management system, and completely flattening, all employees are divided into three identities: platform owner, small and micro master and maker, and small management units are divided into internal entrepreneurship.

In the future, Haier will be composed of hundreds of "small and micro companies", and the group company will be transformed into a platform-based organization to provide a large number of small and micro enterprises with various support such as funds, resources, mechanisms, and culture suitable for entrepreneurship.

The size of the stroke shook the industry!

Of course, this is not a problem unique to large companies, and even if the company is not large, it is becoming increasingly rigid.

It's human nature!

In his previous life, Guan Huang was a lawyer, but he did it for himself, and he didn't have much experience of the thick black science in the workplace.

I have opened a company as a boss in my life, and I have never experienced a career in the workplace, and there is always a tendency to think that even if employees are not dedicated to their jobs, they will be worthy of their salaries.

And after a few months of tempering in Beijing, he is completely sober.

I have a deeper understanding of "good and bad work" and "stupid and rigid".

Someone even specially summarized the rules of survival in the workplace for ordinary people, which opened his eyes.

1. The leader will do whatever he tells him to do, and it is also the leader's to make mistakes.

2. I will do what others do. Isn't it my responsibility to be wrong?

3. Use all kinds of technical terms to make people dizzy, so that you don't have to do anything serious.

4. If you are going to do something that you are not sure about and you are worried about making a mistake, tell all your colleagues in advance that it is purely to make more money. In the unlikely event that this turns out to be wrong, it can also be said that this is because of a problem with the company's incentive system, not with the IQ of the employees.

……

The problem of management is always new, and if you want to build a long-lasting business, you must always pay attention to changes and respond to changes.

After the two finished talking about the "approval" trivial matter, they began to get to the point.

Huang Zhaoyou: "Our bonus system needs to be changed. ”

Guan Huang: "How to change?" ”

In the past, Superman artificially expanded its business to the whole country, fully mobilized everyone's enthusiasm, and changed the commission system to a bonus system.

After all, the company wants the national market, and the team only goes to Beijing, Shanghai, Guangzhou and Shenzhen, and the gap between reality must be faced.

Taiyuan's market is not as big as Nanjing.

Nanjing's market is not as big as Beijing's.

From Beijing to Taiyuan, even if the workers work several times, according to the "commission system", the bonus income will almost inevitably drop sharply.

It's you, and you won't go.

China is a complex market, and the development differences between different cities are huge, and it is very normal for outstanding talents to flock to Beijing, Shanghai, Guangzhou and Shenzhen.

In order to solve this pain point, Huang Zhaoyou proposed a bonus system to set different sales indicators for each city, and use the differences in sales indicators to hedge the differences in urban development.

For example, if Beijing's sales target is 1 million, Nanjing is 600,000 and Taiyuan is 300,000 because of differences in urban development.

In the past, he sold 1 million in Beijing, and now he goes to Taiyuan, as long as he can sell 300,000, he can get the same income.

It is precisely by relying on this wave that Superman's offline push has maintained a strong sales ability.

Siege cities and land seizures throughout the country.

And now it's going to change?

Huang Zhaoyou: "Some time ago, I saw from the customer's complaint record that some sales forced customers to postpone the launch for the sake of bonuses, and he was angry and went to the Meituan platform. ”

Guan Huang was taken aback, "Is there a lot of this kind of thing?" ”

Huang Zhaoyou: "It's not an isolated phenomenon. ”

Guan Huang thought about it a little, and he could clearly push the choice of personnel.

Although the bonus system is good, compared with the commission system, it also has flaws.

In some places, selling more will not take more, once the quarterly sales target is completed, the local push will persuade the customer to postpone the launch to offset the next quarter's sales target.

"What are you going to do?"

If we return to the original "commission system", most of them will rebel, and many people will come out of the first-tier cities of Beijing, Shanghai, Guangzhou, and Shenzhen to open up the national market.

Now go back to the old way, and get dead.

Huang Zhaoyou: "You can use excess rewards, the more you complete, the more rewards." ”

"What exactly?"

Huang Zhaoyou was obviously well thought out, and when he heard the words, he talked eloquently, "The excess reward is composed of three parts, acceleration bonuses, quarterly indicators, and circuit breaker mechanisms. ”

"Hmm."

"The acceleration bonus is: after collecting the public grain at a parity price, buy the surplus grain at a high price."

Guan Huang looked at him, and Huang Zhaoyou explained simply:

The current bonus system is to distribute the bonus between "60%-100%" of completion, that is to say, to complete the last 40% of the indicators, you can get 100% of the bonus, if you complete the 40% of the goal, to reach 140% of the completion, but there is no extra reward, which is not conducive to stimulating the enthusiasm of enjoyment. ”

Guan Huang: "That's right. ”

Huang Zhaoyou: "We can give acceleration rewards to the 40% exceeded, such as completing 140% of the goal and rewarding 160% of the bonus. ”

Guan Huang: "You can try, what about the quarterly indicators?" ”

Huang Zhaoyou: "Sales in the four quarters, not evenly distributed, Spring Festival holiday, National Day, Double Eleven, Christmas, etc., these factors will have an impact, we investigated the historical data, developed the indicators of each quarter, beyond the current quarter's grain indicators, then buy surplus grain at a high price." ”

Guan Huang clapped his hands, "Well, it's very thoughtful. ”

Huang Zhaoyou: "The circuit breaker mechanism is to eliminate fraud, if you can get 100% bonus, the staff will work hard; If he can get a 200% bonus, he will work super hard; Can I get a 300% bonus? His behavior may be distorted, and even deceive customers and companies. ”

With Guan Huang's understanding of human nature, this will definitely happen.

"Do what you designed, I hope to use excess rewards to stimulate the morale of employees, release excess capabilities, and include the business of travel."

Huang Zhaoyou was overjoyed when he heard this: "Okay." ”

I didn't expect an ordinary return job to get an unexpected joy.

The travel business and the food delivery business are juxtaposed, but the latter is directly responsible to Guan Huang, and he is less involved.

For Lao Huang, who aspires to become the company's CEO, it is always a pity.

Out of control!

Guan Huang: "The travel market is basically stable, you have to worry more in the future, this is the pillar of the company, as important as takeaway, both legs are indispensable." ”

Huang Zhao nodded, "Hmm." ”

The booming mobility market has indeed exceeded his expectations.

Now it seems that the future potential of taxis is not much better than that of the food delivery industry.

A money-burning war burned the company's growth dozens of times and burned a great future.

What's more, food delivery and taxi-hailing have produced a wonderful chemical reaction, not only the user groups overlap, but even the business models are very similar.