Give you a company, see how you manage

Chapter 17 You have to toss!

Only leaders who can "toss" and often "toss" can bring out a team with real "passion".I believe that many cross talk lovers have heard the cross talk "You want to toss" by the famous cross talk actor Guo Degang.In this joke, Guo Degang, in his usual spicy style, mercilessly belittles various current disadvantages. It sounds really hearty and addictive.However, different from ordinary "Gangsi", the reason why I like this joke is not only its content, but also another reason-I like the "title" of this cross talk very much.For a long time, I have always stubbornly believed that a good manager must be a person who "can make troubles", "knows how to be frightened", and likes to make "moths".

In my opinion, only a manager with this "characteristic" is worthy of being called a "passionate" manager, and it is possible to bring out a "passionate" team.In fact, every manager will encounter a very "realistic" problem in actual work - the "sustainability" of employees' "passion".No matter how good it is at the beginning, how much it makes employees "passionate", when employees gradually become familiar with it and finally "adapt" to it, it will always evolve into a "routine" - "passion" It has slipped away quietly in the "numbness" of the employees.What happens when employees lose their "passion"? "Inertia" began to breed, "action" began to lose shape, and employees gradually learned to "cut corners"—the enterprise began to gradually go "downhill".In fact, it's really no wonder our employees.

Because people like "freshness" and "stimulation", only when they feel this kind of "freshness" and "stimulation" regularly, can employees maintain their "passion" relatively "long-term", on the contrary , any kind of "unchangeable" will "kill" passion to varying degrees.In fact, this is the same as the relationship between "love" and "marriage".No matter how vigorous the "love" is, once "married" everything immediately returns to "plain".If you want to "reproduce" the "passion" of being in love in your married life, the young couple must work together to bring more "freshness" and "stimulation" to your married life.The same is true for management. In order to prevent employees from "aesthetic fatigue" from appearing prematurely, managers must "know how to toss" and "toss often" so that employees can live in "novelty" and "stimulation" every day, so that they will not be bored. , not annoying, so that their "passion" is truly "sustainable".However, "tossing" also has methods and techniques of "tossing", and "tossing blindly" or "tossing randomly".Once some things are proven to be effective or relatively finalized, they must maintain a period of "stable period", such as some major systems, policies and processes, etc.; some things can be "innovated" relatively frequently, such as some Non-core processes and systems, various technologies, business "competition" activities, and employees' amateur cultural life, etc.That is to say, "tossing" must have a sense of hierarchy and focus. It must be advanced layer by layer and echo each other, so that all-round development will be truly effective.

Neglecting which point will not achieve the desired effect, and may even have the opposite effect.For example, in order to motivate employees, some companies have set up a "regular travel system", or even an "overseas travel and vacation system" for individual outstanding employees.Benefiting from these systems, many excellent employees can get domestic and foreign travel and vacation rewards at the end of the year.

This is a good thing in itself, and it is indeed conducive to stimulating employees' work enthusiasm and loyalty to the company. However, if these welfare systems are not combined with other "institutional innovations", their effects may only be short-lived (employees from After returning from overseas travel or vacation, he will return to the environment that he is too familiar with and has begun to "bored". He will soon lose the "energy" brought back from the "recharge" of foreign tourist attractions and quickly restore "weak" state), or worse (the feeling of returning from "heaven" to "hell" is extremely painful. Not only can it not make employees "relieve" and work with peace of mind, but on the contrary, it will make employees "hate" themselves more and more work, resulting in a more sluggish work status).It can be seen that if it is not handled properly, the enterprise will end up in the end of "losing the wife and losing the army", and it will not be able to get good money even after spending money.Give an example that I have personally experienced.I used to work for a period of time in a larger group company.This company has a typical "system rigidity" problem. Although many unreasonable systems have been criticized by employees, they have been retained all year round.Employee morale is low, and the company looks "sick".At this point, the boss finally realized the seriousness of the problem. In order to restore the employees' enthusiasm for work, he began to work hard in many aspects, but he could not get the expected results. On the contrary, it caused the employees' feelings for the company to further deteriorate. Further loss of enthusiasm for work.

For example, this company organizes its employees to travel in batches every summer. This is a good thing, but what is interesting is that no matter how tired the employees are when they come back from the trip, and they can’t get back from the tourist place even at midnight, The company also requires employees to go to work on time the next morning, leaving no time for them to recover from fatigue; this company is extremely strict in terms of schedules and rest days, and many employees have to come in early and leave late every day (without any overtime pay), and almost no rest day a month.Ironically, this company organizes a "basketball game" for its employees every month (and finds a time when all employees, including overtime employees, are off work, even if it is one o'clock in the evening), and requires all Employees must attend—and cheer on those who aren't on the field.Employees who do not participate will be fined, and the company will notify them of criticism.Many employees complained constantly: "I'm already exhausted after get off work. I really want to go home and have a good sleep with this little time. Who has the energy to play some bird basketball!" Considering the adjustment and innovation of the system, it is an extremely naive idea to think that organizing some activities occasionally or regularly to make employees "cool off" can easily help employees regain their "passion".Any system that has made employees highly "fatigued", no matter how important or core it is, must be "innovated" at a certain time.

In fact, when "innovation" is mentioned, many managers will get flustered. They always think that "innovation" requires "drastic" and "speed".In fact, "innovation" has rich meanings. It does not necessarily mean a "complete subversion" of existing things. Sometimes some small "moths" are enough to bring "freshness" and "small innovation" to employees. stimulus" effect.The key is to constantly ponder and implement these "little moths" that do not harm the overall situation. There is only one purpose: to make employees not "tired" or less "tired".In fact, it is not just about enterprise management, even ordinary people in our daily life will always encounter the phenomenon of "getting bored and bored after a long time". The "adjustment method" to maintain the "freshness".

For example, if you don’t have the strength or the conditions to move frequently, you can occasionally take an hour or two to “be cool” and get yourself some “new” and “fresh” aspects of the “new house” by changing the “layout” of your home. "Small stimulus"; if you think your computer desktop is dull, you can often download or take some interesting pictures from the Internet to replace it and so on.Don't underestimate these "small skills" and "little moths", they have a huge practical effect on maintaining people's precious "passion".But many of our managers tend to forget these "little tricks" in their lives in the more important business management work.To give another example, when I was studying in Japan, I worked part-time in some factories.As we all know, most factories in Japan adopt the "assembly line" production method, and each link and process is extremely simple, requiring no skills and constantly "repeating".Workers working in such an environment should have a "boring" work process.

However, Japanese companies have a way to make workers feel less "boring".The method they adopt is: first, train workers to master the operation methods of all workshops and processes on the assembly line; then, the factory numbers each process, and let workers enter the production line in a completely different order every day; finally , Every once in a while, say three months, let the employees change the workshop and production line, and start everything from scratch.By adopting this method, employees cannot predict the sequence of procedures and work content of the day before going to work every day, and they are full of anticipation and excitement every day, which effectively solves the problem of "aesthetic fatigue" of employees.The owner of the Toyota dealership in Nanguo, Japan is such a person who is good at "institutional" innovation, and is a "small innovation".He has a famous saying, "The thing I'm most excited about is hearing employees say, 'I don't know what the boss has been thinking about all day, and what will happen'".

He believes that only in this way can employees be full of "curiosity" about the future and live "exciting" every day.Therefore, his employees can achieve 20 years of "passion" without fading, and his dealership can achieve an average sales of one new car per minute for each business person—creating an unprecedented level in the history of Japanese car dealerships. miracle.Of course, "institutional innovation" may be more difficult in some enterprises depending on the size of the enterprise, or due to some special characteristics of the industry itself.But this does not necessarily mean that the space and opportunities for "tossing" are reduced.Give a direct example.The military can be described as a relatively "rigid" or even "rigid" "system".But why are our soldiers always so full of energy and passion?Some people may say that soldiers have high "awareness"!
I have no doubts about this.But in addition, there are actually other reasons for the high "passion" of the soldiers.That is, our troops, like a big furnace, never lack all kinds of "stimuli" and "moths"—all kinds of "models", "models" evaluations, all kinds of "big contests" All kinds of "mobile red flags", various cultural and sports activities, and various "exciting" trainings that are hard, even cruel, etc., all make our soldiers not live in "boring" every day.On the contrary, their daily life is full of "stimulation", full of various "exciting points", which makes people "unstoppable".This is why all those who have served in the military will not regard their "military career" as a painful "nightmare", but a "good memory" that will never be forgotten.

The TV series "Soldier Assault" is a "pure man" drama with "military green" eyes, no beautiful women, and no romantic "love story". It seems that it should be an extremely "boring" drama, but However, it was a great success, which made people never tire of watching it, and captured the hearts of countless "drama fans" of men, women and children.The reason is because this drama shows the extremely "exciting" side of military life."Xu Sanduo" in the play is like "Guo Jing" in Jin Yong's writing. From an ignorant "silly boy" with little knowledge, he has been constantly appreciated and instructed by "masters" from all walks of life by virtue of his tenacity and stupidity. , Practiced the "peerless martial arts" until he became the well-deserved "King of Soldiers".His "stages" are getting bigger, more exciting and exciting - from the fifth class on the desolate grassland, to the famous "Seventh Steel Company", and then to the old A who has reached the pinnacle and has become a "legend". The story of "Xu Sanduo" can be described as ups and downs, soul-stirring, fascinating, and deeply trapped in it.After watching "Soldier Assault", who else would say that military life is "too boring" and not "exciting" enough?Even the army can do this, let alone our company?In fact, there is no company in the world that is absolutely unable to "toss". The key is to see whether our managers "will" to toss and "whether" to toss.If you want to be a "passionate" leader and lead a "passionate" team, you must be a person who can "twist". This is not negotiable.

(End of this chapter)