The most important thing for enterprises to stimulate creativity is to release employees' love and passion for their work. From the system design, it is necessary to attract employees who are responsi

The most important thing for enterprises to stimulate creativity is to release employees' love and passion for their work. From the system design, it is necessary to attract employees who are responsible for their work and give them The most important thing for enterprises to stimulate creativity is to release employees' love and passion for their work. In terms of system design, we should attract employees who are responsible for their work, give them freedom and protect their inner motivation and sense of responsibility. In corporate culture, employees are given "trust" and "fault tolerance". 202 1 is the first 19 year of Netflix's listing, and its share price has risen from the initial 1 dollar to more than 500 dollars today, an increase of more than 500 times. "If Netflix is different, it's that it doesn't stick to the rules." According to Wilmot Reed Hastings Jr., founder and CEO of Netflix, the corporate culture of "Flying" is the secret of the company's success. In the contemporary commercial society, which is constantly divided around innovation, it is imperative to change the management mode in order to fully release creativity. Employees can freely choose their working hours, without funds and decision-making approval system, without KPI (key performance indicator) and salary level ... Can Netflix's "subversive" management model become the embryonic form of future business? What kind of business management can stimulate creativity more effectively or become the key to unlock the future business model? Let's listen to Professor Li, director of the Department of Enterprise Management at Fudan University School of Management. Freedom and responsibility coexist, opening up new management ideas Q: Netflix has compiled its internal management methods into a "Netflix culture manual", which is widely circulated in Silicon Valley. Its unique management mode is called "subversive innovation organization". How does it work? A: The management mode of Netflix represents a relatively new management concept and mode at present. The difference is that it challenges the management concept that people are used to "management is control" and the management system of "strict performance appraisal and payment of labor remuneration according to the assessment results". It emphasizes that employees can decide their own working hours, working methods and vacations, and the performance appraisal and salary payment methods, emphasizing employees' autonomy. Compared with the management concept of "control", it can be said that it has gone to the other extreme-"freedom". Netflix's corporate culture well explains this management concept. Q: Is there any management theory behind the emergence of this management mode? A: Both internationally and domestically, some enterprises have adopted similar management methods. This model is completely feasible and practical. Why is it practical? We should see that the two concepts of "freedom" and "responsibility" in its core coexist and are self-consistent. Organizations give employees autonomy, and don't "block" employees with rules and regulations; At the same time, the condition and premise for "freedom" to produce good results is that employees should also have a sense of responsibility to the company and will not abuse the freedom given by the company. For example, if the company allows employees to decide the time of work and vacation independently, then responsible employees will not choose to take vacations at the busiest time of work. Secondly, behind "freedom" and "responsibility" are actually decades of modern management experience and management concepts. In the final analysis, the design of management system should answer three basic questions: how to evaluate performance, how to give remuneration and how to set the relationship between remuneration and performance. In the western modern management theory, there are two typical enterprise management modes in the United States: the first is the scientific management mode, which includes strict, clear and quantitative performance evaluation indicators, with remuneration linked to performance and incentives as the main reward for employees. For example, General Electric (GE) in the United States is the practical representative of this management model. The company has a strict bottom elimination system, and the employees who rank in the last 65,438+00% must be eliminated. Second, the early Google company is the most typical. There is no strict assessment system characterized by quantitative indicators and mandatory grading, the salary method is not strongly linked to performance results, and the last elimination is not a mandatory system, which can be said to be the other extreme opposite to Ge. The management mode of Netflix is not limited to the existing two types of management systems in the market, which can be said to be between the above two management modes: giving freedom and encouraging employees to drive themselves. At the same time, it also draws lessons from GE's last elimination system, which ensures the streamlining of institutions and avoids the "big enterprise disease". It can be said that it is a management model that combines management efficiency with stimulating people's potential.