Please don't play hooliganism with employees.

Please don't play hooliganism with employees.

Please don't play hooliganism with employees. In the process of working in the workplace, we need to pay attention to many things. Many enterprises have traps. Employees are skilled in avoiding corporate hooliganism. Please don't play hooligans with employees in the sharing below.

Please don't play hooliganism with employees. 1 Since the end of the last century, there have been arguments such as "employees are the most precious wealth", "there is no satisfied customer without satisfied employees" and "employees are the first productive force", and no one has publicly refuted them in recent 20 years. It seems to be accepted by us as truth.

But in our actual work, how does our enterprise do it? What should we do, especially for small and medium-sized enterprises in cities below the second tier? I think this is less practice, and Ye Gong loves dragons more.

In a chat with employees, an outspoken employee told me a word: if you don't give me overtime pay, you will make me loyal to the company, which is hooliganism. This sentence shocked me and haunted me for a long time, so I took it as a topic, actively observed and investigated in the enterprises I consulted later, and this article was born.

According to the logic of employees, according to my observation, many of our enterprises are playing hooligans with employees in different forms. The following are some common hooliganism I have summarized.

First, exaggerate and fabricate the advantages of enterprises for recruitment.

In the city where the author lives, there is such a first-class enterprise HR, and what I am most proud of when recruiting is the ability to fool. Just when everyone is complaining that they can't recruit people, this person can always recruit people. Of course, he is always recruiting people and has attended almost every job fair that does not conflict in time.

Because the speed of his recruitment can never offset the speed of his loss. Gradually, this enterprise has gained a little fame in the labor market, because this person's appearance can be said to be handsome, and everyone knows that this has certain advantages in the job fair.

More importantly, when Kan Kan introduced the company to the applicant, he had a happy smile on his face and was observant. He can judge the applicant's concerns in a few minutes, and then he exaggerates or even fabricates the salary, benefits and working environment that the company can provide. Needless to say, there are always some honest people who will be fooled by him and then join the job. This company is small in scale and there is no structured interview. Basically, this guy can join the job after passing.

Of course, experienced HR can predict that employees who join in this way will soon find themselves cheated and then leave during the probation period. We also asked this guy this question, and we said, "What's the point of not staying?"

His answer is "let's talk about it first, and it's not his problem to stay." We also said, "Don't you think people can't stay in the company?" He added, "No, my boss always praises me." . Well, at this point in the conversation, we can only be speechless.

Second, put aside salary and benefits and ask employees to take the enterprise as their home.

The theory of such an enterprise is: everyone works together. When the company is big and rich, we will have what others have.

If employees ask for or complain about this treatment, they will be deducted immediately. "Don't ask what the company gave you? I want to ask what you have done for the enterprise? " "The pattern is not high, only looking at the immediate interests", "If you can't unite with the enterprise, such people have no future", "If you only look at money, you have no passion for starting a business and are not good business partners" and so on.

For this reason, many bosses are keen to introduce corporate culture, and want to gain more labor value and reduce expenses by giving employees chicken blood. Moreover, the more such a company, the stricter the requirements for employees in all aspects, and the harshness is beautified as "standardized management" and "wolf culture".

But when did the bosses of these enterprises treat their employees as family? Are there any parents who are "last eliminated" at home? Are there any parents who go to the hotel to eat without increasing their children's daily 1 yuan? Are there any parents who have their own air conditioners and are unwilling to change their children to a high-powered electric fan?

Third, using "result-oriented" as an excuse to fail to perform management duties.

In the process of providing consulting services for enterprises in recent years, no matter what module project I do, I will be asked by enterprises "how to improve the execution of employees" without exception in my contact with enterprises. Every time I will answer the bosses like this, "Before preparing to improve the execution of employees, first examine the execution of enterprises."

It would be awkward. If the enterprise has no execution, even if the employees' personal ability is strong, the work results will not be strong. "In recent years, when we talk about execution, it seems that it is the fault of employees. Employees are not willing enough, not competent enough, not skilled enough, slack off, shirking their responsibilities and being passive.

However, few companies reflect on whether top-level cultural design and basic process standards support employees to work efficiently. Have you created working conditions for employees to achieve efficient work results? We don't want to recruit fresh graduates, because their vision is too high, the training period is too long and the training cost is too high.

However, Fortune 500 companies recruit students on campus on a large scale every year, because they have the ability to enable students to achieve the necessary work ability in a short time.

This is also one of the reasons why it can't be done because of the lack of operational ability under the same political conditions, geographical environment, capital investment and technical support. However, we can't blame our company too much, because almost all the execution training courses in recent years are aimed at individual employees. The basic routine is to stimulate employees' willingness to work, then transition to topics such as communication skills, time management and self-management, and finally turn off the lights and be grateful.

There is an illusion in the whole management circle that execution is a problem for employees.

In fact, there is a proposition in social management-institutional cost.

What can affect this cost is the management of the enterprise, that is, the management organization composed of middle-level and above managers, including the boss. The efficiency of work depends on the system, but if the system itself is not scientific enough, it is inefficient, then the diligence of employees can only offset the losses caused by the high cost of the system in some aspects, but as far as the overall trend is concerned, if the efficient operation of enterprises depends entirely on the wishes and abilities of employees, it can only be the result of mantis car.

Fourth, the cultural concept and management system.

"Without culture, an enterprise can't last forever." This idea directly hit the soft underbelly of our business owners in China. Few people in China don't want evergreen trees. This plot begins with the first emperor.

So what is the role of corporate culture besides making enterprises a permanent prison? Of course, "culture can make employees work spontaneously and realize self-discipline without supervision" (this can save a boss who has not been trained in scientific management from a process of hard study and trial and error, thus greatly reducing the management cost of enterprises).

"Culture can establish a good corporate image, increase the reputation of enterprises, and thus gain a bigger market" (who can refuse such a temptation in business? ) "it can increase the cohesion of employees to the enterprise" (obviously this is a life-saving straw to solve the current situation of a large number of employee turnover and recruitment difficulties). To this end, almost all enterprises have begun to do corporate culture.

So we added one idea or another to the employee handbook, and a lot of inspirational slogans and pictures appeared on the wall. If you can't find a good word, please ask a university professor or a consulting company to do it. If professors and consultants are too expensive, they will send the core management out to study.

Please don't play hooliganism with employees. First, recruit insurance agents.

An advertising company wants the position of "reserve staff", but during the interview, it has been asking the candidates about their marketing ability and introducing insurance business. In fact, this company is recruiting insurance salesmen for an insurance company, which is a beautiful title to attract job seekers.

The second is to "steal" by recruiting programmers.

In the name of recruiting programmers, a software company requires job seekers to write programs in a "written test". Eight job seekers had different test questions, but eight programs just merged into one project, and the test result was that no one was hired. Experts suggest that job seekers should pay attention to keeping a copy of their labor results when they can't judge the real intention of the recruiter, and ask the recruiter to sign the certificate to avoid falling into the "exam trap".

The third is to recruit futures traders.

Shimou went to a company to apply for a futures trader. The company said to hire him immediately and let him pay 20 thousand yuan to open an account as a training. After he paid the bill, he ignored it.

The fourth is to "fish in troubled waters" by piecework.

A tool factory hired a locksmith, and agreed to pay a monthly salary of 750 yuan, paid by piece. After the minimum wage in Shanghai was raised, workers proposed a raise, but enterprises explained that "the minimum wage does not apply to pieceworkers". Employees can complain to the labor department about enterprises whose labor quota standards are too high.

The fifth is "fishing in troubled waters" in the name of "trainee position".

A company recruited a network administrator position, clearly stating that the monthly salary was 2000 yuan, but after the recruitment, it signed an "internship agreement" with employees, and only paid an "internship subsidy" of 504 yuan per month. The employer who publishes the trainee position must have the qualification of the trainee base of the labor and social security department, otherwise it may not publish the so-called trainee position recruitment information.

Sixth, in the name of "you need to buy review materials for the exam", you actually sell products in disguise.

A company requires candidates to pay 250 yuan to buy a "company information CD" and memorize it before taking the exam. Only by passing the exam can they be hired. After studying hard, the workers found that the exam had nothing to do with the CD-ROM materials and spent money in vain.

Seventh, it is required to "pay for training before going to work".

An advertising company wants the position of archivist. During the interview, the applicant is required to pay the training fee of the vocational school, and can only be hired after passing the exam. However, after the training, I was told that the conditions did not meet the requirements, and the position was full and I was not hired.

Eight is "out of nothing" to defraud remittances.

A company cheated online job seekers by email and told them to hire you as an assistant manager with a monthly salary of 5,000 yuan. At the same time, he said that "the company is not here, and he wants to remit 200 yuan to the company account to show his sincerity in applying". Job seekers can't contact this company after remittance.

These recruitment traps are mainly aimed at college graduates or job seekers with low education, but don't think that high-quality "white-collar" and "golden collar" will not be "heroically sacrificed" because of workplace mines.