Examples of formalism in life

1. Let’s talk about meetings first. I can’t remember which management guru (it seems to be Peter Drucker) once said this: The most rationally designed organization should have no meetings. Regardless of whether Drucker is talking nonsense, but based on more than 20 years of working life, my own experience is that the easiest way to judge whether a company is efficient is to look at the number of meetings in the company. Any company with a large number of meetings will Efficiency cannot be high. As for the principles or reasons, if you are really interested, you can read Drucker's management books. In real life, although many entrepreneurs and leaders are aware of the problem of inefficient meetings, no one is willing to cancel the meeting. The main reason is that no one is willing to independently bear the consequences of decision-making, and no one has the courage and responsibility to do so. Consequences of decisions. As a result, a bunch of meetings that are euphemistically called collective decision-making were born, and there were too many meetings, and the most tiring ones were the observers and recorders, a group of ladies and gentlemen who were full of knowledge and talent. Gentlemen), on a certain conference topic, there were piles of comments with literary talent that would put essayists to shame, and the recorder did not understand the eloquent words of these experts for a long time. Not telling the truth, not telling the truth, not solving problems, and not making decisions have become the theme of a large part of current meetings. This kind of formalism is found in every company. I hope that one day there will be fewer and fewer formalistic meetings like this.

2. Let’s talk about overtime work. No matter how shameless 996 is, there will still be sanctimonious strivers, entrepreneurs, and capitalists who will show their fighting spirit and come up with a bunch of witty sayings. Exploiting laborers has become a wonderful way of saying that their struggle changes their destiny. If you really have something to do and something that requires you to work overtime, that would be fine, but the trouble is that a lot of overtime is completely formalistic. Example: The leader did not leave, so the subordinates did not dare to leave. When a subordinate leaves before the leader leaves, the leader will say at the meeting the next day that some of us regard office work as an errand, working from nine to five. Comrades, the competition is so fierce, we Don’t work hard and don’t work overtime, okay? As a result, on the second, third and fourth days, if the leader did not leave, the subordinates would not dare to leave. Except for one or two people who stayed, most of them were watching the news. Some play games and some write their own articles. When the leader finished his work and looked at the busy subordinates, the leader smiled knowingly. Overtime formalism has become the norm, what am I going to do? From a geometric point of view, such a leader’s head is above the buttocks; from a biological point of view, such a leader’s head is above the buttocks.

3. The third one is performance formalism. At present, in order to improve per capita performance, most companies have introduced performance appraisal indicators, and they also take it for granted that performance appraisal is called "let the people who do the work benefit more", but when it comes to formulating assessment indicators, those who have heads in their butts The leaders at the top began to give full play to the characteristics of the rule of man. Whether things are done or not, you don't have the final say, I don't have the final say, the butt has the final say. Therefore, in most companies that conduct performance appraisals, those who do more often make more mistakes, and their performance will be deducted. And those who go to work on time every day, never arrive late and leave early, and often attend formal classes, often have higher performance than others. This assessment system made the entire enterprise fatter and weaker, and one day it finally embarked on the path of bankruptcy and liquidation.

4. Fourth, let’s talk about the formalism that prohibits flattery. There is a typical story. It tells that one day a new leader, Mr. A, took office. Before he took office, he heard many people say that Mr. B in the company was very good at flattering, and no one thought that Mr. B had the ability to do things. So on the first day he took office, the leader called Mr. B: "Old B, your colleagues say you only flatter people and don't do real work. Is this true?" When Mr. B heard this, a look of grievance and surprise appeared on his face: "President A, I'm wrong. The previous leader didn't like to listen to objections. I had no choice but to protect myself. Unlike you, Mr. A, you know everything. You can listen to the key." In front of you, I immediately felt that our company will usher in leap-forward development. Don’t worry, Mr. A, I will do my best to cooperate with you. I also ask Mr. A to give me more tasks.” After hearing this, Mr. A's heart blossomed like a flower, and he thought to himself, it seems that Mr. B was indeed wronged... So Mr. B was promoted from the office director to Mr. A's assistant.

From then on, every meeting of this company was always in harmony, as if King A was ruling the world. Within two years, the company was sent to the hospital.

5. Finally, let’s talk about the formalism of dedication. From the perspective of enterprise development or economic development, dedication is needed and should be done, but the dedication mentioned here is true dedication, not formalistic dedication for assessment, leadership praise, or personal gain. In the real society, combined with many years of work experience, we can conclude that any employee with strong abilities will have faster decision-making speed and work efficiency. In most cases, he can complete the same thing in half the time of others. . In the real world, because these capable people usually don’t like to say nice things or curry favor with their leaders, in reality, they seem to be less dedicated because they have completed their work quickly, but they will not be like those who Employees with poor abilities work overtime at the risk of their own lives for the sake of work. However, during the review, leaders, especially those with heads on their butts, will not praise these employees who complete tasks in a short time. So dedication has become synonymous with overtime. This kind of formalism is the most nonsense.