Please don’t play hooligans with employees

Please don’t play hooligan with employees

Please don’t play hooligan with employees. There are many things we need to pay attention to in the process of working in the workplace. Many companies have traps. For employees, There are tips to avoid the phenomenon of corporate hooliganism. Please don’t play hooligans with employees in the following sharing. Please don't play hooligans with employees 1

Since the end of the last century, arguments such as "employees are the most valuable wealth", "without satisfied employees, there will be no satisfied customers" and "employees are the primary productive force" have appeared After that, no one has publicly refuted it for almost 20 years. It seems to be accepted by us as truth.

But in our actual work, how do our companies do it? Especially how do we do it in small and medium-sized enterprises in second-tier and lower cities? I think there is little practice, and Mr. Ye is very fond of dragons. many.

During a chat with employees, an outspoken employee said to me: If you don’t give me overtime pay and still make me loyal to the company, that’s being a hooligan. This sentence shocked me and lingered in my mind for a long time. Therefore, I took this as a topic and actively observed and investigated it in the companies I consulted later, which gave birth to this article.

According to that employee’s logic, according to my observation, many of our companies are playing hooliganism with their employees in different forms. Here are some common hooligan behaviors that I have summarized.

1. Exaggerate or fabricate company advantages for recruitment.

In the city where the author is located, there is a HR of a first-level enterprise. What he is most proud of is his ability to deceive people during recruitment. Just when everyone is lamenting that they can’t recruit people, this man always He is able to recruit people, and of course he is always recruiting people, attending almost every job fair that does not conflict with time.

Because the speed at which he recruits people cannot offset the speed at which he loses people. Gradually, this company has become somewhat famous in the labor market, because this man's appearance can be said to be dignified, and everyone knows that this has certain advantages at job fairs.

What’s more important is that when he introduces the company to applicants, he talks eloquently, with a happy smile on his face. He is also very perceptive and can judge the concerns of applicants within a few minutes. point, and then exaggerate or even fabricate the salary, benefits and working environment that the company can provide. Don't mention it, there will always be some honest people who will be successfully deceived by him and then join the job. This company is not large in scale, and there are no structured interviews. Basically, this guy can join the company if he passes it.

Of course, experienced HR can predict that employees who join the company using this method will quickly find out that they have been deceived, and then leave the company within the probation period. We have also asked this dear friend about this question, and we said, "What's the point of not being able to retain him?"

His answer was, "Recruit first, and then talk about it. If you can't retain him, it's not his problem." We then said, "People are always hard to retain. Doesn't the company think you are not good at recognizing people?" He then said, "No, the boss always praises me." Alas, we are speechless at this point in the conversation.

2. Put aside salary and benefits and require employees to regard the enterprise as their home.

The theory of such a company is: Let’s work hard together. When the company becomes bigger and richer, we will have what others have.

If any employee has a request or complaint about the treatment, he will immediately take it away. "Don't ask what the company has given you? Ask what you have done for the company?" "The pattern is not high, just look at it." They only focus on money and have no passion for entrepreneurship, so they are not a good entrepreneurial partner, etc.

For this reason, many bosses are keen to introduce corporate culture and want to gain more value from employees’ labor and reduce expenses by injecting chicken blood into their employees. And the more such a company is, the more stringent its requirements are for employees in all aspects, and harshness is beautified as "standardized management" and "wolf culture".

But when did the bosses of these companies regard their employees as their own family members? Are there any parents who engage in "elimination at the bottom" at home? Are there any parents who go to the hotel for dinner every now and then and are not willing to give it to their children? Are there parents whose daily food allowance has been increased by 1 yuan? Are there parents who have their own air conditioner but are not willing to replace their children with a high-power fan?

3. Using "results orientation" as an excuse for not fulfilling one's management responsibilities.

In the past few years, when the author has provided consulting services to enterprises, no matter what module project he is doing, he will always be asked by the enterprise "how to improve the execution ability of employees" during the contact with the enterprise. of this topic. I always answer the bosses like this: "Before preparing to improve the execution ability of employees, you should first examine the execution ability of the company?

This will scare me. If the company does not have the execution ability, the employees will not have the ability to execute. No matter how strong it is, its work results will not be much stronger." When we talk about execution ability in recent years, it seems that it is all the fault of employees. Employees: lack of willingness, insufficient ability, insufficient skills, slackness, avoidance of responsibility, and passivity.

Few companies introspect themselves on whether the company supports employees to work efficiently from top-level cultural design to basic process standards? Has it created working conditions for employees to obtain efficient work results? (We are not willing to recruit fresh graduates because they have low vision and low ability, the training cycle is too long, and the training cost is too high.

However, Fortune 500 companies conduct campus recruitment on a large scale every year because they We have the ability to enable students to achieve the necessary work capabilities in a very short period of time.

This is because of the lack of operational capabilities under the same political conditions, geographical environment, financial investment, and technical support. One of the reasons why I can’t do as well as others) However, this cannot be blamed too much on our company, because almost all execution training courses in recent years are targeted at individual employees. The basic routine starts with stimulating employees’ willingness to work. Then transition to topics such as communication skills, time management, self-management, etc. Finally, turn off the lights and do a gratitude guide before ending.

The entire management community has created an illusion that execution is a problem of employees.

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

What can affect the level of this cost is the management of the enterprise, which is the management organization composed of middle-level and above-level managers including the boss. The efficiency of work is guaranteed by the system. However, if the system itself is not scientific enough and is inefficient, then the diligence of employees can only offset the losses caused by excessive system costs in some aspects, but In terms of the overall trend, if the efficient operation of an enterprise relies entirely on the individual willingness and ability of its employees, it will only result in a mantis blocking the train.

4. Two layers of cultural concepts and management systems

"An enterprise without culture cannot be built to last forever." This proposition directly affects our Chinese business owners. There are very few Chinese people who don’t want to be a evergreen. This plot started with the First Emperor.

So besides making the company a ten thousand-year prison, what other functions does corporate culture have? Of course it does. “Culture can enable employees to work automatically and spontaneously, and can enable employees to achieve their goals without supervision.” "Self-discipline" (this can save a boss who has not received scientific management training from the process of hard learning and trial and error, thereby greatly reducing the management cost of the enterprise).

“Culture can establish a good corporate image, increase the company’s reputation, and thereby gain a larger market.” (Who in business can refuse such a temptation?) “Culture can increase employees’ commitment to the company. Cohesion" (obviously this is a life-saving straw to solve the current situation of massive employee turnover and difficulty in recruitment). For this reason, almost all companies have begun to develop corporate culture.

So we added this or that concept to our "Employee Handbook", and a large number of inspirational slogans and pictures appeared on the wall; if we couldn't find good words ourselves, we asked university professors or consulting companies Come and do it. If you think the professors and consultants charge too high prices, send the core management staff out to study. Please don’t play hooligans with the employees 2

The first is to recruit insurance agents by “substituting one thing for another”.

An advertising company was recruiting for a "reserve staff" position, but during the interview it kept asking the candidates about their marketing abilities and introducing them to the insurance business. In fact, this company is recruiting insurance salesmen on behalf of an insurance company, and it has released a more attractive job title to attract job seekers.

The second is to recruit programmers.

In the name of recruiting programmers, a software company asked job seekers to write programs in the "written test". The test questions for the eight job seekers were different, but the eight programs happened to form one project. The test results Then no one was hired. Experts suggest that when the true intentions of the recruiter cannot be determined, job seekers should pay attention to keeping a copy of the results of their labor and require the recruiter to sign a certificate to avoid falling into the "examination trap".

The third is to recruit futures traders, "the drunkard's intention is not to drink."

Shi went to a company to apply for a job as a futures trader. The company said he would be hired immediately and asked him to pay 20,000 yuan to open an account as training, but ignored him after he paid to open an account.

The fourth is to "take advantage of the situation" by using piece-rate work.

A tool factory recruits fitters, and the monthly salary is agreed to be 750 yuan, and the remuneration will be paid based on the number of pieces. After the minimum wage standard was raised in Shanghai, workers asked for a raise, but the company explained that "the minimum wage standard does not apply to piece-rate work." Employees can complain to the labor department against companies whose labor quota standards are too high.

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

A company recruited for a network administrator position and clearly stated that the monthly salary was 2,000 yuan. However, after the recruitment, it signed a "trainee agreement" with the employees and only paid a "trainee subsidy" of 504 yuan per month. Employers that publish trainee positions must have the qualifications of a trainee base of the labor and social security department, otherwise they are not allowed to publish so-called trainee position recruitment information.

Sixth, in the name of “buying review materials for exams”, they are actually selling products in disguise.

A company requires applicants to pay 250 yuan to purchase a "company information CD" and memorize it before taking an exam. Only if they pass the exam can they be hired. After the workers reviewed hard, they found that the exam had nothing to do with the CD-ROM materials, and they spent their money in vain.

Seventh, it is required to "pay for training before taking up the job."

An advertising company is recruiting for the position of file clerk. During the interview, applicants are required to go to a certain vocational school to pay for training. After passing the assessment, they can be hired. However, after the training, they are told that the conditions are not met and the position is full. Not accepted.

The eighth is to "make things out of thin air" to defraud remittances.

A company deceived online job seekers through emails, telling them "I'm hiring you as an assistant manager" with a monthly salary of 5,000 yuan. It also said that "the company is in another place and would like to remit 200 yuan to the company account to express its sincerity in applying." Job seekers can no longer contact the company after sending money.

These recruitment traps are mainly aimed at recent college graduates or job seekers with low education, but don’t think that high-quality “white-collar workers” and “gold-collar workers” will not encounter workplace minefields. "Heroic sacrifice."