Haier, which once disappeared from the public eye, finally ushered in its "highlight moment": Haier was scolded for hot search because it fired four lunch break employees.
With the crazy fermentation of public opinion, more amazing news broke out, and several hot searches were sent to Haier: a former employee of Haier revealed that he had been working for half a year without rest, working an average of 15 hours a day; Poor performance has also been greeted by family members, and some people even beg for transfer to the leadership.
Under the attack of surging public opinion, this 35-year-old enterprise with a market value of 100 billion yuan still responded to the public with a overbearing attitude, as if these were trivial matters.
Throughout this public opinion incident, most netizens are emotional and condemn Haier for "squeezing" employees from a moral level.This paper tries to put aside the moral crusade, explore the deeper anti-intellectual reasons behind Haier’s dismissal of lunch break employees, and discuss a problem from the management level:Why can’t Haier work?
1. "God of Management" can’t save Haier.
Haier is simply the most amazing enterprise in China.
On the one hand, Zhang Ruimin, the boss of Haier, looks like a "management god".
We know that the dragon mother in Game of Thrones has many names, but compared with Zhang Ruimin, it is completely dwarfed.
You can find hundreds of brilliant "management masters" from Zhang Ruimin’s profile:
"One of the top 50 thought managers in the world"
IMD Management Thought Leader Award, First China Entrepreneur on Harvard Forum, 30 Most Respected Entrepreneurs in the World, 50 Most Respected Business Leaders in the World, and Global Wisdom Leader Elite Award. ……
According to the news, Haier will even force employees to recite the boss’s "classic name (fei)". ……
Even Chen Chunhua, Dean of BiMBA Business School of Peking University, spoke highly of Zhang Ruimin’s management level: "His exploration of the essence behind things, his insight into people’s intrinsic value and his insight into organizational attributes can even be called a business philosopher."
However, it is unimaginable that under the leadership of Zhang Ruimin, the "God of Management", Haier’s internal system is wonderful and anti-intellectual, and it is simply jaw-dropping.
The most direct consequence of this is that Haier has fallen from [the first brother in the home appliance industry], which has an absolute advantage, to Gree, which is far behind the United States. Its market value is less than one-third of the latter, and it is a typical example of a good hand.
(market value comparison reference: Haier 101.514 billion, Midea 376 billion, Gree 358.5 billion)
"The God of Management" can’t save Haier.
2. "Qingdao No.2 Prison"
Haier has a nickname called "Qingdao No.2 Prison", which is not groundless. The most vocal condemnation of Haier on the Internet this time is its "squeezing employees".
As for whether Haier has squeezed employees, this article will not talk about it. Let’s first think about a question: Generally speaking, what are the ways for enterprises to "squeeze employees"?
It’s just two ways. One is to extend employees’ working hours, and the other is to reduce employees’ working income.
According to the existing news on the internet, Haier has both.
When it comes to extending employees’ working hours, a number of revelations said:
"It is forbidden for employees to take a lunch break or even go to the workstation for photo inspection at noon." @ anonymous user
"I often inform everyone to have a meeting at 7 o’clock in the evening or training.
"The personnel department will count the overtime hours of employees every month, arrange them in good order and send them to the department heads. The department heads FW will give them to the department employees without saying a word.
"There is an obvious scam in recruitment. Obviously, I will tell you that I have a double break and I will work overtime on Saturday.
"I have been working for half a year without rest, and I work 15 hours a day on average" @ Caijing Tianxia
"The ridiculous thing about going to work every day is going to work at 9: 00. The leader requires that he must sit at the workstation at 8: 45 and get off work at 17: 30 in the evening. He is required to get off work at 17:45 even if there is nothing." @ anonymous user
After reading the news from netizens, I said I was frightened.
When it comes to [reducing employees’ work income], many pieces of news broke that:
"I work overtime until 8 pm every day, and I work all day on Saturday. I never have overtime pay.
"Fill in people’s single pay every month, and fill in people’s single pay every quarter, and try to deduct employees’ wages. You can deduct 16 times a year, and everyone will deduct no one.
Deduct money if the performance fails to meet the growth target. Who set the target? I thought it was made by people who earn millions of dollars a year. Even if they can’t reach it, they still earn millions of dollars a year, but they take all the grass-roots employees to deduct their basic salary every month. Who wants to work for you? @ anonymous user
Haier doesn’t pay the provident fund to employees in agricultural registered permanent residence. "There is no reason, it has always been like this." Haier personnel has a strict distinction between urban hukou and agricultural registered permanent residence, and the country cancels agricultural registered permanent residence. Should Haier vote against it? @ anonymous user
Engage in "inflection point" salary: only 70% of the salary is paid every month, and the remaining 30% is paid every six months, saying that it is necessary to calculate performance (programmers calculate performance? ), if you quit halfway, 30% will be deducted. @ Wuhai
The IT technician should be bound up with the sales performance. If his sales task can’t be completed, I’m sorry, the salary is only paid for the Beijing minimum living allowance, the quarterly salary is gone, and the year-end bonus is gone, and he won’t give you any explanation or make it up for you! It’s gone in front of you! I have only paid the minimum living allowance for two months in a row, and I have no quarterly salary. I will tell you that I will not pay you any money! @ Haier, your uncle
In many cases, it depends on luck to get a salary, and it is not uncommon for employees with strong working ability to get a minimum wage. @ sweeping monk
This reminds me that when I was commenting on other news before, I wrote a paragraph with the same reason:
This extreme squeezing method was feasible decades ago, but under the market economy in the 21st century, capitalists must compromise their employees and try their best to meet their various life and psychological needs, otherwise they will not be able to keep good employees at all, which is why many large factories attach great importance to the welfare system. For example, in Microsoft, the extent to which the welfare system can be achieved is exaggerated. After employees are almost separated from the company, they cannot take care of themselves. ……
It can only be said that Haier recruits a large number of employees every year, and the employee turnover rate is so high, which is not without reason.
Under such a system, how can a company with creative employees with slightly flexible brains stay? And who can stay for a long time?
You treat employees like idiots, and employees should treat you like this.
3. Haier daily "subversion"
In addition to the nickname "Qingdao Second Prison" which is famous in Shandong, Haier is also a magical enterprise that subverts daily.
Why do you say that? Just look at the titles of articles related to Zhang Ruimin, interviews and speeches:
An exclusive interview with Zhang Ruimin: subverting the law and setting off a change, but he insisted on "taking big risks, I will change it", Haier Zhang Ruimin: all the original ones must be subverted, Haier Zhang Ruimin: thoroughly deconstructing and subverting rebirth, Zhang Ruimin: self-subversion, Zhang Ruimin: subversive innovation, every wall is a door. ……
Subversion all day, and the company is getting worse and worse.
Of course, the boss talks about subversion every day, and he must create some new words and concepts along with it.
As a result, Haier has come up with countless new words in recent years, and various new concepts have emerged endlessly like free money. Let’s just look at a few and make sure that we can make you confused:
Nissin is rising, piercing, inflection point reward, collaboration, interaction, reversal, single reward for one person, negative incentive, optimization, scattered orders, reduction (back to the original post), small and micro, management, everyone making a business, integration of people and orders, win-win value-added table, three-life system, three-child list, internet of things detonation, ecological income, chain group self-driving, smart contract. ……
They all look terrible, but in fact most of them are mysterious and useless.
For example, Haier’s new word "interaction" looks tall, right?
But it actually means "meeting" ……
I just want to ask, is it so difficult to talk to people?
Of course, nothing is useless, it is a trivial matter, and what I fear most is counterproductive.
Step 4 subvert the tumor
If a person has chronic hepatitis, his body must be subverted all day-in order to make up for a large number of liver cells killed by hepatitis virus, many liver cells will be used to divide and generate a large number of new liver cells. However, this division process will cause genetic variation, which will become cancer cells if you are not careful, and finally make people suffer from cancer.
Companies, like people, are subverted all day, and eventually they will get tumors.
Zhang Ruimin’s "subversive" management thought seems profound, but in fact, in a nutshell, the core idea is one point: decentralization and risk decentralization. Divide more than 80,000 employees of Haier into more than 2,000 "Xiaowei", each of whom makes his own decisions and is responsible for his own profits and losses. The two are basically independent.
This approach seems to be very innovative, but in fact it is extremely problematic and will cause serious internal friction. Haier has been engaged in it for so many years, and there are countless small and micro-enterprises. In the end, few of them are successful, and on the whole, they are extremely unsuccessful.
But it doesn’t matter if it fails. Haier can repeatedly speculate with these successful cases. If you don’t believe me, look at Zhang Ruimin’s speech. A Raytheon computer that has made some small achievements has been tossed and turned over and said countless times.
Some employees of Haier ridiculed that Raytheon computer is a fig leaf for Haier Xiaowei. I was very angry when I saw this statement. This person is talking nonsense.
Of course, there are many successful cases of this management model, such as Tencent’s horse racing mechanism.
The most well-known application of horse racing mechanism is that when Tencent got the right to research and develop the mobile game "Survival of the Jedi", it found two teams to independently develop "Survival of the Jedi Stimulating the Battlefield" and "Survival of the Jedi Attacking the Whole Army".
Why do you want to find two teams to develop separately, instead of concentrating on doing big things? Isn’t Tencent afraid of wasting resources?
The answer is, afraid. But the Jedi Survival mobile game is too important for Tencent. It’s too risky to let only one team develop. If the game doesn’t meet the needs of users, it may be occupied by Netease’s "Survival in the Wilderness" and eventually lead to failure. Compared with the risk of putting eggs in one basket, the wasted resources are completely acceptable.
However, although Haier’s "small micro" seems to be similar to Tencent’s "horse racing mechanism", in fact, the two are very different.
There are many differences, so I’ll just say the main points.
1. Different decision-making levels
Google Tencent is good at small team operations without centralization, but its essence is still a centralized form of "ordering up and down". Because the decision-making level is in a high position, when considering business issues, the vision will be more macro and the overall interests of the company will be considered.
Due to the decentralization of Haier, all the "small and micro owners" are responsible for their own profits and losses. Of course, they only consider the problem for their own interests, even at the cost of losing the overall interests of the company. The internal friction of enterprises is serious.
It’s like a prisoner’s dilemma. If the two sides cooperate for the overall benefit, they can maximize the benefit. If both sides only think about their own interests, they will both lose.
2. Different personnel qualities
In fact, it’s not impossible to fight in small teams, but there must be a hard requirement, that is, employees with high professionalism, which is why OKR is popular in Google-very simply, these best employees don’t need KPI incentives at all, you just need to set their goals in advance, and their sense of responsibility and significance will automatically drive them to do things well, and will automatically drive them to earnestly fulfill the commitments between different small teams and will not easily default.
Haier belongs to the traditional manufacturing industry, and the quality of personnel can’t be compared with that of Google Tencent. Let alone let them seriously fulfill the promises between small teams, that is, it is difficult for them not to fake. In Zhihu, it was reported that the "small micro" inside Haier made serious fraud in order to achieve the set targets, and even the sales data could be falsified-it was reported that in Haier, a machine could be resold repeatedly between internal departments, and it seemed that each department had achieved the targets, but in fact it did not increase the actual value.
3. Different wage patterns
Why is the data fraud inside Haier so serious? Because as long as you can’t meet the set target, the salary you get in Haier will be multiplied by a factor less than 1, which is generally extremely difficult to complete. This is why many people report that they have been earning a minimum wage of 1,500 ~ 2,500 for half a year when they go to work in Haier.
Such a strict salary model will only make employees completely stare at money, and do everything they can to achieve the target, even at the expense of fraud and damage to the company’s interests.
Tencent Google, on the other hand, won’t be like this. If the goal is completed, there will be a bonus. If it is not completed, you won’t get the minimum living allowance. This will enable employees to focus more on creating value for users, not for the figures on the indicators.
4. The nature of the industry is different
Internet industry emphasizes creativity, while traditional industries emphasize organization.
Zao, a face-changing software that exploded overnight some time ago, is the best example. The face-changing technology, which originally took dozens of hours to render, has progressed to only a few seconds through the subversive technological innovation of zao team. Zao’s success basically has nothing to do with organizational efficiency and personnel optimization.
As for traditional industries, it is difficult to cite such examples of subversive innovation.Traditional industries emphasize more on organization and execution.That’s why you often see many articles on Huawei’s human resource management, but few on Tencent.
The traditional household appliance industry like Haier is more about the details of supply chain management, cost control, technical details, personnel optimization and marketing strategy, so efficiency is very important. We must break down departmental walls and share resources, concentrate on doing big things, and improve efficiency with scale effect, instead of doing small things and dividing an overall company into countless small enterprises.
Let me make an analogy.
The Internet industry is like The Avengers, which emphasizes individual heroism. To defeat Thanos, what is needed is not the strict discipline and organization among these heroes, but the maximization of their personal abilities.
Traditional industries, like The Wandering Earth, emphasize collective heroism. To ignite 10,000 planetary engines, it needs organizational ability and execution, and the action teams all over the world can work together to complete it.
On the other hand, in fact, even Internet giants such as Tencent, Baidu and Ali have realized that the integration and sharing of resources by large companies is imminent, and they have set up middle platforms to allocate resources. However, Haier has acted against common sense, and it is impossible for God not to decline.
Common sense is more important than new words.
Zhang Ruimin, who is 70 years old, must be confused now.
I am a master of management. I have practiced so many advanced management concepts, theories and models in Haier, but in the end I was overtaken by Gree, a beautiful company with no management innovation. Now my market value is less than one third of others’. It’s hard to feel, Ma Fei.
On this issue, I would like to give two examples of people I respect very much, Ren Zhengfei and Zhang Xiaolong.
Let me talk about Ren Zhengfei first.
Ren Zhengfei sent an email some time ago-"Ren Zhengfei issued email No.88: Eradicating mediocre executives and defeating US sanctions with human resource management".
I really admire Ren Zhengfei after reading it.
Why? Because Ren Zhengfei’s speech is very grounded.
Just extract a few words:
Chief officials and supervisors must be eliminated from the bottom by 10% every year, forcing them to learn by themselves and struggle scientifically. All laid-off management cadres will go to the internal talent market to find job opportunities again.
Now we can’t blindly raise wages as in the past. Pay incentives should focus on business continuity, key projects and outstanding contributors. This year, we only demoted 13 people. How can such a moderate cadre department be competent to defeat sanctions?
All the solutions put forward by Mr. Ren are practical and practical, such as "last elimination", "salary incentive" and "performance".
Such a grounded speech can make employees understand it well, the middle level is well executed, and the whole company is United and implemented.
Let’s take a look at Zhang Xiaolong, the father of WeChat.
Well-known psychologist Cai Tong once counted the word frequency of Zhang Xiaolong’s speeches and found many new words and concepts that looked awesome, but Zhang Xiaolong didn’t say them once.
Thinking model 0 times, underlying logic 0 times, business model 0 times, cognitive upgrade 0 times, flow pool 0 times, black swan 0 times, grey rhinoceros 0 times, overall situation 0 times, macro 0 times, dry goods 0 times, strategy 0 times, strategy 0 times, resumption 0 times, principle 0 times, effect 0 times, model 0 times ………………………………………………………………. Mining copper
That Zhang Xiaolong station that four hours, a total of more than 30000 words, what are the words that appear more frequently?
Users have 114 friends, 105 times, 43 times, and hope for 37 times … Why didn’t you say these words in Zhang Xiaolong’s 4-hour 30,000-word speech? Mining copper
It can be seen that Zhang Xiaolong’s thinking logic is essentially different from Zhang Ruimin’s.
Zhang Xiaolong thinks about users, common sense, life, what users see, what users think, and making friends with users. These are all practical things.
The thinking logic based on reality has enabled Zhang Xiaolong to make such excellent email products as foxmail by himself, and Zhang Xiaolong to take the lead in making WeChat, which helped Tencent to grab the tickets for the mobile Internet, and it was first class.
What Zhang Ruimin is thinking about are theories, philosophies and models. These illusory things are inevitably hit in the face by reality in the process of practice, which finally makes the enterprise go from bad to worse.
Zhang Ruimin should think less about new words and more about common sense.
How to think common sense? Let me give you two examples.
For example, scientific research shows that a 10-20-minute nap at noon belongs to the first and second stages of [non-active sleep], which can make employees pay more attention, clear their heads and work more efficiently in the next few hours. Can Haier give employees the necessary nap time to keep working efficiently?
For another example, Haier’s dress code is very strict. No matter whether it is a marketer or a technician, it is required to wear a collared shirt and trousers and leather shoes, so it is always necessary to have a dress check. Then, can the management think about it? Is it obsolete to make such a provision in 2019? Let employees wear clothes freely, can it improve employees’ happiness and enhance corporate cohesion?
These two examples are trivial common sense management problems, which have no decisive influence on Haier’s decline, but Haier is so anti-intelligent, and it will be even worse when it comes to more macro management problems.
I wrote nearly 6000 words, and finally, a thousand words return to one sentence: there is nothing new under the sun, think less about new words and think more about common sense.
This sentence is for Zhang Ruimin and everyone.
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