Haidilao VS Starbucks: Whose employees are happier?

"The same is true for enterprises. What do employees in happy enterprises have in common? And what practical enlightenment will this bring to the establishment of happy enterprises? 1. whose employees are happier in Haidilao VS Starbucks? Inadvertently, I saw a very interesting blog post-"Haidilao VS Starbucks whose employees are happier?" Haidilao and Starbucks, one is a hot pot restaurant with middle and low consumption, and the other is a coffee shop with high consumption. One belongs to "China" and belongs to the East; One belongs to "beauty" and belongs to the west. The author makes an interesting comparison between the two catering enterprises that seem to have nothing to do with each other, and even compares them with each other in essence. First of all, the selection criteria and principles. The principle of Haidilao is integrity, kindness, filial piety and diligence, but Starbucks values enthusiasm and professionalism. Second, the location of the candidates. Most of the employees working in Haidilao are from rural areas, while Starbucks prefers young people living in big cities around the store. Third, salary. Haidilao's salary is on the high side of the industry, while Starbucks' salary is higher than that of other companies in the same industry, and a part of the profit will be broadcast and returned to employees every year. Fourth, the promotion system. Haidilao advocates fairness. All managers of Haidilao, whether you graduate from graduate school or junior high school, must start from the grass-roots level, starting from the waiter, without exception. In Starbucks, there will be a Retail Management Training (RMT) for those who have relevant work experience. Generally speaking, the promotion time from the grassroots to the store manager is basically 1-2 years. If the store manager performs well, he can be a regional manager and manage 6-8 stores in about 2-4 years. From these points, we can clearly compare the differences in employment between the two catering enterprises: Haidilao allows newly recruited employees to have no professional knowledge, which also means that it allows employees to have more opportunities to make mistakes. Starbucks, on the other hand, requires its employees to be in line with their corporate temperament and have basic language communication skills, so it allows employees to make much lower mistakes. Therefore, if you are a child from the countryside, maybe you can find happiness in Haidilao, and if you are a child from a middle-class family, I believe Starbucks will be more suitable for you. So, it's really hard to decide who is happier. Of course, this is not the focus of this article. Although there are some differences in employment, selection and salary between the two catering enterprises, their achievements are remarkable. Therefore, the more important question that the article wants to study is what is the reason for their success. Interestingly, the two seemingly unrelated enterprises rely on the same thing for their success, that is, their marketing concept-people-oriented service concept. The people here are not what we generally think of as God-customers, but employees. Both companies believe that in order to provide good services to their customers, their employees should be happy first, because only good employees can provide good services to customers, and only employees who are happy can drive customers' happiness. Putting the idea into action means sharing the benefits of the enterprise with employees, making employees work harder through the incentive system, and at the same time bringing more benefits to themselves, thus achieving a win-win situation. Second, "people-oriented"-the essence of a happy enterprise "people-oriented" slogan is no stranger to anyone, but when it comes to the implementation of the slogan spirit, I am afraid many people will be silent. In the modern economic life in which efficiency is paramount, and in the market operation activities in which profit-seeking economy is pursued, "money-oriented" is probably still the first element pursued by enterprises and entrepreneurs. But will an enterprise that only advocates "money-oriented" be a happy enterprise? Mr. Lu Junqing, President of the World Outstanding Chinese Business Association, gave a clear negative answer in his latest masterpiece "Happy Enterprise is the Best Enterprise", which tells the secrets of happy enterprises. He said, "What is the essence of a happy enterprise? I think it is a' people-oriented' corporate culture. "Speaking of reasons, Mr. Lu believes that this should start from the fundamental purpose of building enterprises. Broadly speaking, the purpose of an enterprise is to bring happiness to all mankind; In a narrow sense, the purpose of an enterprise is to bring happiness to employees. No matter you are a shareholder, a manager or an employee, the difference between them is only the division of labor and different positions, but the ultimate goal of pursuing happiness is always the same. And enterprises are people, and no one will stop. As Kōnosuke Matsushita, the Japanese "God of Management", said, the biggest asset of an enterprise is people. Therefore, if an enterprise only aims at making profits and making money, such an enterprise must not last long. A happy enterprise, all its activities should focus on people's happiness, that is, "people-oriented". Enterprises are made up of people, everything in enterprises is for people, and the development of enterprises is for the development of people. This is the starting point that we cannot forget no matter how far we go. The reason why Starbucks, which was not much different from Haidilao in the core, ushered in a decline in its rapid growth is that it could not resist the attraction of pursuing rapid growth, abandoned the core culture of "people-oriented" and abruptly turned Starbucks into McDonald's and KFC selling coffee. Attitude towards employees-this is the biggest difference between a "money-oriented" enterprise and a "people-oriented" enterprise. In the eyes of the former, employees are just tools for profit-seeking, an element of production and a thing. In the latter's eyes, employees are people, who create the wealth of enterprises, rather than a consumable in production factors. Therefore, Haidilao deserves our respect. Third, happiness should be given to happy enterprises in a timely manner, which should adhere to the "people-oriented" enterprise and be able to meet the growing happiness needs of employees. So how can we do this? The author puts forward a very important point: happiness should not be painted cakes to satisfy hunger, but should be given in time, that is, when employees make achievements or contributions, they should be rewarded immediately, even if it is only a small reward. Make an inappropriate metaphor. When describing the love between men and women, Zhang Xiaoxian once said: "A promise is not fulfilled when it is most needed, that is, it is meaningless to sell it and fulfill it later. "In fact, treating employees is the same. He was not praised when he made achievements, was most excited or longed for affirmation. Then, even if you give him a big reward afterwards, he has lost his initial mood. There is an advertisement saying that "life is like a trip, you don't have to care about the destination, what you care about is the scenery along the way and the mood of watching the scenery". For employees, too, they will pay attention to the results, hoping that they can achieve results, get rich bonuses and enviable honors, but at the same time, they will also pay attention to the process, hoping to get affirmation and satisfaction in the process of happiness. There is a company specializing in the production of high-tech products in the United States. In the initial stage of enterprise development, technical improvement problems have been bothering the president. One night, while the president of the company was thinking hard about it, a scientist reported to the president with the design scheme of the product. After listening to it, the president felt that his idea was really extraordinary and wanted to give a reward immediately. Rummaging through the drawer for a long time, he finally took something and handed it to the scientist and said, "This is for you! "This prize is a banana. The scientist was very surprised, but it was the only prize that the president could find at that time, so the scientist was very moved by it, because it showed that his achievements were recognized by the president. In this story, the most wise thing for the president is that he knows that the reward will be more generous after the event, but nothing is more important for employees than getting the president's approval and praise in person. Therefore, Ma Yun's "Cheer for the process and pay for the result" sounds so comfortable. Happiness is not in the past, not in the future, but in the present ",so" please give employees present happiness ". In reality, there are so few entrepreneurs who know this well like Ma Yun. In most cases, entrepreneurs will only focus on the goal of seeking happiness for employees, while ignoring the process of seeking happiness for employees. Therefore, even if it is an incentive, if it can only be realized after a long time, there will be no integrity at all. " Happiness is not to paint cakes for employees to satisfy their hunger, nor to make them look to plum blossoms to quench their thirst, nor is it an empty talk in the mouth of enterprises-consumers, but to let employees really get it in their work, in their communication and interaction with consumers, and in their personal spiritual life and material life. " Every entrepreneur should learn from Zhang Ruimin, president of Haier Group. For example, if there is a year-end wrap-up meeting this afternoon, then he will definitely give out the bonus to everyone at noon, because only in this way will the afternoon meeting be effective. Tashilam, the poet of See and Don't See? A lot of understanding of love is: love is unselfish, love for others and love for everything is the eternal love in the world. Applied to enterprise construction, the great love of enterprises is to love employees, and the ultimate goal of enterprises is to maximize the happiness of employees. Only such an enterprise is a truly happy enterprise and an enterprise with a long life. It is hoped that there will be more "sea fishing" in the future, and we hope to see the situation that "human beings can't stop sea fishing" constantly appear.