Top of the Great Era

Chapter 3068 No Position Power

Zhang Yiming said: "In my opinion, the biggest advantage of the outsourcing system is that it can effectively curb the culture of flattery within the company. When a company becomes bigger, there will be more loopholes, and many people will take advantage of them and climb up the ladder with things other than their abilities. This phenomenon is very bad, and it is particularly serious in the domestic workplace."

Zhou Buqi nodded. "It has something to do with the competitive environment and cultural atmosphere. Domestic workers lack the courage to speak up. For a worker in the workplace, his income comes from the wealth he creates for the company, not from the favor of certain people."

Zhang Yiming laughed and said, "This is too niche. Most people don't have this kind of confidence."

Zhou Buqi said: "I already have that feeling now. A few years ago, when I walked around the company, many people ignored me, especially some technical staff, who didn't give me face at all. They spoke based on their strength and performance, and didn't care about me as a boss. Now it's different. Even many middle-level and senior executives don't dare to be so tough when talking to me."

Zhang Yiming smiled and said, "Maybe you are too famous, this is a sign of respect for you."

"Maybe."

"Nowadays, companies are getting bigger and bigger. When doing projects, more and more resources need to be deployed and coordinated. Workplace emotional intelligence and interpersonal communication skills will become more and more important. This is different from when we were startups or small companies."

"indeed."

Zhou Buqi nodded, he understood this logic.

When the company is small, everyone knows each other and it is easy to get work done. Basically, position is equivalent to power. Everyone trusts you and will do whatever you are told. It doesn’t matter if you have low emotional intelligence, as long as your professional ability is strong enough.

It’s different in big companies.

If they don't know each other, position is not equal to power, and ability is power. If you want to exercise power by relying on position, it will produce a series of negative chain effects and make a company rot quickly.

For example, the vice president wants to ask FriendNet to help open an interface so that his project can be connected.

The interface team at pengyou.com asked, why?

  I'm still busy!

We are not from the same department. You are not my direct supervisor, nor are you a +2 or +3 supervisor. Why should I listen to you?

I have more than a dozen projects lined up for work. Do you want to do one? Sure, it's business as usual. Wait in line first. After half a year, it will probably be your turn.

If I really have to wait half a year, the vice president’s job will be gone by then!

At this time, there are two ways to deal with it.

The vice president speaks with his ability. He has a brilliant resume and brilliant achievements. He has outstanding personal charm. He has strong communication skills and the ability to mobilize a team. He is well-known inside and outside the company during his promotion to vice president. He is respected and trusted. He can easily convince the other party to willingly work overtime to help you get the interface done.

This is a healthy workplace environment.

The highest work efficiency, the best workplace atmosphere, and the strongest cooperative attributes.

If the vice president is not promoted based on his ability, he will not be able to exercise power based on his ability. You will not be able to convince others and they will simply ignore you.

At this time, one can only rely on position to exercise power.

He is the vice president and a senior executive of the group. He can go to Zhang Yiming to complain, or go to the president of Pengyou.com to complain, or use his status as a senior executive to exert coercive pressure, threaten and intimidate... If he relies on some means of workplace struggle to get things done, he will be doomed.

  Is it necessary to alarm so many big shots for such a trivial matter?

Who isn’t extremely busy?

The most crucial thing is that for the executive team below, they are not actively helping the vice president, they are passively working for the vice president... One is active and the other is passive, so their enthusiasm will be greatly reduced.

The former is willing to help others, while the latter is passively coping, so the project results produced will naturally be very different.

If this kind of model of using power to oppress others continues, over time there will definitely be many assholes who use company resources to manipulate their personal rights, and the company will quickly become rigid and corrupt.

But in fact, the vast majority of companies and organizations follow this model.

The power of an executive does not come from his ability, but from his position. If you use your ability to exercise power, it will be a kind of sincere submission. I work for you not because you have great power, but because I admire you and trust you. I can achieve results by following you! If you achieve results, you have achievements, I also have achievements, and everyone is happy.

If you rely on your position to exercise power, it will be difficult for those below you to have a sense of identity and belief, and they can only mechanically and passively execute. Without trust and subjective initiative, it would be strange if you can produce good things!

Therefore, Internet companies and high-tech companies at home and abroad are working hard to do one thing, which is to equalize the workplace, not to judge by position... There is no superior-subordinate relationship, only reporting relationship. The power of position should be eliminated, and only the power of ability should be left.

What Ziweixing needs to do is to allow capable people to have power, rather than allowing those who have no ability but can only exercise positional power to take office.

A very important path is to cut off the path for those who lack ability to get promoted.

The human heart is uncontrollable.

Everyone makes mistakes, and everyone likes to employ people who are obedient and dependent on them, which inevitably leads to many wrong people being promoted.

There must be an institutional design.

to impose restrictions.

Human resource outsourcing is a great model innovation when it comes to hiring for major domestic technology companies.

Zhou Buqi said: "After the company grows bigger, it does need a lot of institutional and model changes. What we need to do is to use the subsidiary of Ziweixing Human Resources Management to replace the outsourcing model. Take its advantages and abandon its disadvantages. There are some very unfriendly views on many domestic technology companies in the international community now."

Zhang Yiming nodded and said, "Well, some domestic technology companies are very competitive, and they have created great competitive pressure on many international established technology giants overseas. If they can't compete, it's inevitable that there will be some discussions."

Zhou Buqi sighed, "Yes, people are saying that we are a sweatshop! Not to mention domestic companies, even Apple has been severely criticized by many organizations and institutions! They say that Apple is exploiting workers by using Foxconn for OEM!"

Zhang Yiming has a very clear understanding of this. “Many people hope that Apple can transfer its mobile phone manufacturing business back to the United States.”

Zhou Buqi said: "This is crucial for corporate brand and social image. Under this pressure, Apple reached a series of cooperation with Foxconn. Apple will pay more for the OEM and require Foxconn to provide better treatment to workers when manufacturing Apple equipment, and to provide adequate guarantees in terms of food, clothing, housing and transportation. This is actually a way of thinking. While making good use of the advantages of China's manufacturing model, minimize the negative effects as much as possible. Apple did this, and Ziweixing should do the same."

Zhang Yiming hesitated for a moment and said, "As far as I know, domestic mobile phone manufacturers do not have the same requirements as Apple."

"Compared with them?" Zhou Buqi snorted. "Ziweixing is a banner! This is our base camp. From any aspect, we should have higher aspirations. We have the ability to make further upgrades and improvements under the existing outsourcing model and create a better and more humane model of human resource management."

"Ah."

"Many companies, when expressing their social responsibility to provide jobs, will brag about their 20, 10, or 8 employees, and that outsourced employees are their achievements. But when explaining the responsibility for layoffs, outsourced employees are not counted, saying that it was the outsourcing company's layoffs, which had nothing to do with them, and they start to pass the buck. I think this is shameful."

"Then we have to make a detailed and complete plan."

Zhang Yiming accepted his suggestion.

You can set up a human resources management subsidiary, separate from the human resources department of the headquarters, so that each is responsible for its own area.

However, the specific processes and system designs need further improvement.

Boss Zhou just provided an idea.

It's still very incomplete.

A decision-making committee meeting is required for discussion.