Rebirth 79: I opened a bank in the United States

Chapter 691 Corporate Atmosphere
"I understand this. Are you talking about the establishment of corporate culture?"

Carter nodded, approving Goshal's words.

Indeed, any reform is not something that can be done just by talking about it.

A wise manager, as the saying goes, "Governing a big country is like cooking a small fish".It is best to simmer slowly and subtly change the existing problems.

"Turn one side over and turn the other side over" has a high probability that both sides will be glued.
Don't rush to change, even in small talk, always keep in mind the idea of ​​"concrete analysis of specific issues"
Not bad, like a capable person!
"For example, open a similar email address for the president, or hold an afternoon tea party. Senior managers take time out to communicate face-to-face with grassroots employees. Or between departments, hold joint team building activities, etc., to strengthen communication between peers and break down departmental employees. Territorial awareness"

As soon as Carter said these little tricks that have been played badly in later generations, he saw the eyes of the two people on the opposite side brighten up.

"Yes, these methods sound good. But pay attention, kernel!"

Professor Bartlett rolled his eyes, and suddenly took over the topic:

"Measures such as the president's email address theoretically add a channel for feedback from superiors and subordinates, especially grassroots employees to senior managers. But this kind of thing is easy to become a mere formality. Can you hear it? Can you really respect the grassroots?" What the staff want, and what feedback you show them. It's very important!"

"Don't talk about the relationship between superiors and subordinates, even ordinary friends. I told you my thoughts, but I didn't get the slightest response, and I would lose interest in the conversation. Including the afternoon tea party, employees dare not say what they say. Dare to say, these require your extra attention!"

"To be honest, I'm surprised that you can think of so many operation methods in an instant. It seems that young CEOs are indeed different from many old guys."

"I think what Dr. Gaushal said in the class is very reasonable. The object of management, whether it is production or marketing, at the most basic level, those who perform production tasks or do marketing work are people. We can try to reduce the number of people. The impact of fluctuations in efficiency on the overall project, but their role and their ideas should not be ignored!"

Carter smiled slightly and said a little modestly.

But Professor Bartlett is not modest:
"Then let me ask you, you should be aware of the problem of limited vision, right? Many times, the situation and problems that grassroots employees respond to, and many things that are important to grassroots employees, are not easy for senior managers. Change. Just like the structural change you talked about with Shumantra just now. You know that your company is now bureaucratized, and you also know that this is a root problem brought about by the vertical organizational structure.”

"Changing the organizational structure is a good solution, but we are concerned about the turnover rate of employees and other problems. It is not easy to make drastic changes directly. It is not that no company has made similar attempts, but in many cases, methods such as the president's mailbox, Instead, it has the side effect of slowing down efficiency.”

"In order to maintain the smooth flow of this channel, it is necessary to respond to the letters of the employees. In this way, no one dares to speak to you. However, the information that most grassroots employees respond to is useless. This affects senior Managers don’t have much time and energy, how do you think this problem should be solved? Or, how to choose, how to maintain a balance?”

"For general suggestions, preset the standard reply template in advance, and reply in batches. For some obviously whimsical ones, no, you can't say that, it should be said to dissuade and warn some letters that vent negative emotions and are completely meaningless. Dissuade Letters can also preset templates, just call them on demand.”

Carter took the lead, this problem is really not easy to solve.

Standardized templates can certainly solve most of the problems, but people also know that this thing is basically equal to what you say, it's useless!
But no matter what, the channel was given by myself.It's better to have this channel than nothing, isn't it?
"I seem to understand what you mean, Professor Bartlett. In the final analysis, do you want to remind me that these solutions are not the core of the problem, and you want to break an existing corporate atmosphere that is gradually becoming solidified, or You should work hard on concepts and corporate education, right?"

"Compared with setting up any mailbox, we should guide a kind of activeness? Please let me use active to describe its corporate culture. Let the atmosphere become relaxed and the communication become. If you want to say it, dare to say it!"

"Yes, this is a direction that Shumantra and I have been researching recently. We found that many companies often have several similar working atmospheres. To sum it up, it is comfort: low enthusiasm, and employees' satisfaction. The degree is good, such as Senior Health Insurance Company. Their employees often give the impression of a group of real British gentlemen. They always speak slowly and politely. I don’t deny that they have the professionalism of insurance practitioners, but they still lack Some aggressive energy. Simply put, not enough offense!"

"Furthermore, it is obedience, which is different from comfort-oriented enterprises. Representatives of such enterprises, such as SKF in Sweden, require technology and channels. But their employees, my God, are all about solving problems. Solve the problem. They are very indifferent to things other than their own tasks. For example, I need their after-sales service now. The bearing kit A I ordered is broken. After this task was given to their after-sales personnel, it happened that my bearing kit B also has the same problem. But he will only deal with the problem of A suite, because it is his task, and B suite, if you don't mention it, even if he sees it, he will not help you solve it, even if it is just Twice the screw"

"This kind of indifference often appears in heavily bureaucratic enterprises. From the fear of taking responsibility at the beginning, it develops to the fact that it has nothing to do with oneself. It is transmitted to everyone from top to bottom, and then Coupled with the hard work at work, it is often not necessarily possible to get promotion opportunities, and personal interests are more important than company interests.”

"There are also very aggressive companies that encourage competition and even deliberately cultivate a competitive environment. Keep employees under constant pressure. Once you don't work hard, you will be taken away from your current position. You are very motivated and you can't help it. Strong, when you step into this kind of company, it is like entering a high-pressure field. The sense of urgency surrounds you all the time, and you will find that the people around you walk like flying, just like those securities companies on Wall Street.”

“An aggressive enterprise versus a compliant enterprise is a polarizing contrast. And a passionate, as you say, lively enterprise is rare.”

“Employees of this type of company are similar to comfortable companies. They are highly satisfied with the company, and even feel proud and happy that they work for this company. The mood is positive, but there is no strong pressure. This kind of company is rare It is rare, and the one that impresses me the most is Cartier.”

(End of this chapter)