One Thousand Two Hundred and Ninety-Seven Big Problems

So now in the domestic industry, there are many discussions about Huawei, and the impression of this company is also mixed.

Many IT migrant workers also love and hate this company. What they love is that this company really pays everyone high salaries. In their company, as long as you work hard, you can get high wages.

And I hate him because this company pays too much attention to the wolf-like culture. After the age of thirty-five, as long as you fail to rise to the management level, they will find a way to fire you.

Therefore, the pressure of working in this company will be very high. Many people even wait until they are thirty-five years old, and they will take the initiative to resign without waiting for the company to do anything.

Because of too much pressure, I couldn't bear it myself.

But even so, Mr. Yu also knew that there were actually many old bastards in the company.

You can't say that these people are incompetent, it's just because of the company's current corporate culture that they have become what they are today.

You said that when a new employee enters the company, what he sees is the seniors of the company working overtime every day.

And to be honest, how efficient can these employees who work overtime every day be?

How many are sincere and working overtime for the company?

A job that can be done in four hours has to be dragged on for eight hours.

Then I took out other tasks and dragged on to get off work overtime for four hours before leaving work.

The work that could be done in eight hours turned out to be done in twelve hours.

In fact, such a situation exists not only in their factory, but also in other IT companies.

And not only in China, but even in Japan and the Southern Dynasty, they are all like a bird.

As long as they are well-known large companies, they all like overtime culture very much, which has formed a sickness.

In fact, fundamentally, this is related to the slavish culture imposed by Confucianism on the people.

In fact, the earliest origin of this kind of overtime work should be in the early days of the company's establishment and vigorous development.

At that time, because the company was growing rapidly, the business was very busy, and there were not enough manpower, it might really require employees to work more overtime.

Over time this habit is formed.

And the big boss of the company will also have an illusion,

It is believed that the development of the company is related to the overtime work of employees.

And after the company grows to a certain scale, the middle-level leaders below, in order to cater to the tastes of the big leaders above, flatter the top.

When it is time to get off work every day, the employees will be left to work overtime, pretending to be.

Let there be a leader at the top, and the employees below are all good employees who respect their posts and love their work. In fact, it is to let the leaders see how capable they are, how much they love their jobs and work.

Work from top to bottom, over time such an overtime culture is formed.

Twelve hours must be done for a job that can be done in eight hours.

It doesn't matter whether it is efficient or not, I just want to let the leaders above know that I love my job so much and I just want to put on a good look.

As for other working groups that were originally efficient, they were naturally embarrassed to leave when they saw that other groups stayed to work overtime.

So I have to stay and work overtime. In the end, it gradually evolved into a state where the entire company worked overtime.

In fact, these companies are busy working overtime every day. They seem to be very busy, but in the end most of their time and energy are spent on nonsense, and their real performance does not depend on how much they do.

In contrast, companies in Europe and the United States do not have an overtime culture.

There is a clear employment relationship between their employees and the company.

Employees come to work every day to earn wages, not to flatter their leaders.

Although office politics also exists in European and American companies, it only happens at a certain level.

It will not be like these domestic companies, where even small employees have to be involved and become a tool for middle-level and high-level flattery.

Moreover, European and American companies never encourage overtime culture. If you are willing to work overtime, they will only think you are incompetent.

You can't finish the work that can be done in eight hours, but you can't finish it in eight hours. This is your lack of ability.

Their situation is completely opposite to ours, and on the contrary, such a company that does not encourage overtime and flattery has created the Android system and IOS system that everyone is using now.

On the other hand, these big IT companies in China emphasize making their employees work overtime every day, but what do you think they are busy with?

It is to sell goods in groups every day, or to get online loans for you.

As for the real innovation, hehe, Huawei is still a bit of a real skill, and the other companies really haven't seen it at all.

As a manager, Mr. Yu naturally knew about the ills within Warwick.

Therefore, how to manage employees is also a headache. Although Warwick has been emphasizing the wolf culture, it has also used strong methods to lay off some employees who fish in troubled waters or lack creativity.

But the company's current efficiency is still the same.

Now for Huawei, the time is running out!

The suppression of the United States makes Warwick feel extremely difficult now.

Now the most distressing thing for the whole company is that when it first entered the industry, it did not take the hardware route. If it had walked on two legs when it first entered the industry, it would definitely not be as passive as it is now.

Now the company has begun to lay out the hardware, and is also developing its own system in terms of software, preparing to compete with the hard steel of the United States.

But the problem is that although there are a large number of employees in the company, efficiency is still a big problem.

How to improve the efficiency of employees has always been a headache for management.

Today, during the visit to the Ninth Laboratory, Mr. Yu was surprised by the performance of the employees in the Ninth Laboratory.

These employees are very serious when they work, and they don't seem to be fishing.

Moreover, their attitudes when they work are very serious, and they are not acting out for the sake of letting themselves visit.

This made Mr. Yu very surprised, how did the Ninth Laboratory do it.

One must know how many companies he has visited over the years.

Especially all kinds of high-tech companies, whether they are high-tech companies or biochemical and environmental materials, anyway, they are high-tech companies, and Mr. Yu visits a lot every year.

And they are mainly from Europe and the United States, even if you spend money, you have to visit them.

The reason for doing this is to learn how others manage the company and stimulate the enthusiasm of employees.

And this kind of thing is not uncommon in Huawei. As early as 1999, Mr. Ren at that time wanted to better develop the company.

It took two billion yuan to find people from IBM in the United States to help design the company's processes.

Because Mr. Ren realized at that time that the company had grown to that point, and it was no longer possible to let the company grow wildly like before.

Moreover, according to the original management system of Huaguo, it is no longer possible to manage the company.

So I went to Gerstner, the president of IBM, who was known as the strongest management at the time, and he directly offered 2 billion yuan, and finally Mr. Ren gritted his teeth and accepted it.

Then officially IBM helped Warwick to design the management structure and business process of the modern company step by step.

It can be said that the current framework for Huawei's development was set with the help of IBM in the United States at that time.

Later, almost every year, Huawei hired foreign consulting companies to help contact well-known large foreign companies to learn the essence of their experience in managing companies.

Up to now, almost 36 billion has been spent on learning how to manage.

But even so, within the company, there will still be overstaffing, and the middle management will fight each other.

People-oriented cannot be achieved at all, and employees are full of resentment towards the company.

For example, in the past two years, Warwick had multiple scandals at the most difficult time.

For example, when a certain HR of the company left the company, he wrote an open letter, which was well received by the following engineers.

Finally, this matter was also on the hot search.

In fact, the main meaning of that open letter is that the department assessed by the company's HR director is overstaffed, eating people's food and not doing personnel.

For example, the leader in charge of the assessment works two days a week, and the rest of the time he works in a city in the middle of the country, and never goes to Pengcheng's headquarters.

Moreover, the expenses of traveling to and from the company every month are all reimbursed for various reasons.

In addition, she is very strict with herself, but she is very strict with the engineers below.

In order to complete the performance of the assessment, he often picks on the engineers below for no reason.

Although the company has a clear end-of-term elimination system, it does not stipulate that some engineers must be eliminated when the deadline expires, especially when the engineers complete the work with quality and quantity.

But that supervisor just finished it for the sake of completion. It was obvious that there was nothing wrong with the engineer's work, but she had to create some incidents to deduct points for some engineers just because of the final elimination system.

To increase the work pressure of engineers, to put it bluntly, it is to find trouble for nothing, otherwise it will not be able to reflect her value.

The other thing is about the food in the cafeteria. He doesn't care if there is something tricky in the cafeteria. Anyway, she eats small stoves by herself every day.

And if any of the employees complained about the unqualified food in the cafeteria, she would end up wearing small shoes for the complainant.

As a result, after the news broke out, there was an uproar in the whole network.

Especially the engineers of Warwick were even more outraged, and expressed their support for this HR by leaving messages on the Internet.

In the end, even Mr. Ren was alarmed. Anyway, Huawei was in the most critical moment at that time. When Huawei needed to create a positive image in exchange for the support of the whole people, it was stabbed like this. It was an irreparable stab, which greatly damaged the company's image.

At that time, all the top management of the company were pissed off, although in the end Mr. Ren personally issued a document to quell the matter.

But the harm this incident brought to Warwick was unavoidable.

In short, after that, all the top executives of the company were having a headache as to how to manage the company.

For managers, the higher they go, the more they will find that managing the company is an out-and-out problem!