Hope Group has a practice that has a great influence in the business community in terms of employing people, that is, management cadres

"Only for the uninitiated", the effect turned out to be very good. This practice began in 1992. At that time, the Chongqing branch of Hope Group was in urgent need of a CEO, but due to the rapid development, there was no one who could do it at hand.

At this time, someone introduced a CEO of CP Company. Liu Yongxing, chairman of the group, thought repeatedly: with him, he can bring the skilled management experience of Zhengda Feed Factory, but why should he leave Zhengda to hope?

It is nothing more than the pursuit of higher treatment. If someone pays a higher price, am I going to risk leaving the other person, and besides, will the culture of hope integrate him?

As a result, Liu Yongxing rejected him and decided to recruit people. After being introduced, I found the CEO of a state-owned auto repair factory, and after a conversation, I found that he had good ideological quality and strong basic management experience, but the disadvantage was that he was a layman and had never worked in the feed industry.

But Liu Yongxing decided to take the risk of using him. Liu Yongxing equipped him with cadres who understood production, technology, and finance, and asked him to let go of his work.

A few months later, Liu Yongxing was surprised to find that he was very studious, and he was able to fully apply the knowledge and experience he had learned in state-owned enterprises to management, and soon became an expert, leading the Chongqing company to create good performance.

Liu Yongxing asked him why there was such a big change, and he said that he just wanted to be an expert as soon as possible, and he also wondered that he would have such a big potential to tap.

At the same time, the director of a factory merged by the Hope Group used the original feed factory, but not only did his work not improve, but also did not fit in with the cooperation, and finally changed jobs.

Liu Yongxing is very touched by this matter: although he is familiar with the road and even has strong management ability, he also has the management concept of the original corporate culture.

It's hard to change people's mindsets. In particular, he should agree with the unique value concept and management model of hope, which is often a long process, high cost, and the gains outweigh the losses.

And a layman, as long as the ideological quality is good and has basic management ability, our cultural integration will be effective.

Coupled with his drive to become an expert, our corporate culture can unleash his potential and elevate his pursuit to higher goals.

We provide him with opportunities for development, he will cherish it, work hard, and in the process of hard work, he will consciously or unconsciously let his potential be fully realized.

If he succeeds, the business succeeds, and it's a win-win opportunity. Today, none of the general managers of more than 100 companies in Hope Group have worked in the feed industry.

This also effectively maintains the corporate image of hope - do not dig talents in the same industry, and take the lead in maintaining the order of the industry.

A few years ago, a company of Hope Group in the north had a shortage of power supply due to a sharp increase in sales at the end of the year, and the electricity meter showed that the rated current had been exceeded, and then there would be problems with overloading, and stopping and adding new equipment would affect the market and lose opportunities.

After Liu Yongxing arrived at this company, he personally calculated the capacity coefficient of power equipment, and finally found that the capacity of the equipment was only 30%.

After simple transformation and adjustment, the capacity of power equipment has been increased by nearly three times. The truth realized from this incident prompted Liu Yongxing to deliberately study the development of human potential.

He believes that human talent also has a potential coefficient. In a narrow sense, the human potential coefficient refers to the effective working hours of a person; Broadly speaking, it refers to the degree of intellectual development of a person, and this degree of development is directly proportional to the conditions given to him.

If there is more pressure on him and more opportunities for development, his potential will be better developed. For example, the current general manager of a branch in Beijing was only a sales manager back then, and he was not confident in taking over the position of general manager, but Liu Yongxing believed that he had enough potential to serve as general manager, and gave him encouragement and support.

For him, handing over a company to him is not only a pressure, but also a challenge, as well as a risk. Seize the opportunity to do a good job, you can become an excellent general manager; If he does something bad, he will affect the group, the company, and himself.

On the stage provided by the group, he studied hard, and after several months of hard work, his confidence was greatly increased, and the results got better and better, and his potential was brought into play.

In the second year, his company made a profit of more than 26 million yuan and became the sixth largest taxpayer in Chaoyang District, Beijing.

The strategy of "anti-customer-oriented" requires people to be good at changing from passive to active, and from an unfavorable situation to a situation that is beneficial to themselves.

Its way of life is that the guest side takes advantage of loopholes to insert its feet in, grasps the other party's head organ or key department, and gradually changes the guest as the mainstay; Or the passive side, seize the opportunity to change the passive to the active, that is, when the situation is unfavorable, to be willing to live

"Guest", in order to gain time, expand strength, and change from passive to active through a process of quantitative change to qualitative change.