The 9th move of Alibaba's basic movements-12 move

Number nine? Directional interview: the first lesson of team integration

Three Status Quo of Enterprise Entry Interview-

Go through the motions, give pressure, lose focus.

Four Significance of Entry Interview

1. Improve the pattern of colleagues, broaden employees' horizons, and help new employees make good work plans.

2, reflect the concern and attention to new employees, so that new employees can integrate into the enterprise and team as soon as possible.

3. Promote corporate culture, so that new employees can quickly understand corporate culture.

4, clear enterprise or team goals, to stimulate the working status of new employees.

"four talks" on entry

Talking about dreams-igniting the hearts and a fire of new employees

What do you want? What do you have? What can you give?

Talking about culture-let new employees know about team culture and integrate quickly.

Mission, vision and values

About "What kind of team do we want to be"

On the Red Line of System

Talk about goals-let new employees identify with team goals, and clarify poetry and distance.

Focus on key points, implementation methods and matching resources.

Talking about growth-help describe the prospect of personal future development

Talk about skills, talk about wages, talk about positions.

Managers also need to plant a seed about growth and dreams in employees' hearts during job interviews, so as to motivate employees to strive for success and lay a solid foundation for future success. Managers cultivate the ability to help employees broaden the pattern and enhance their cognition, let employees think about their own abilities, stand in the future and look at the present, and exchange today's struggle for a better future.

10 move? Debriefing: Help employees grow.

Ali's core values "Jiuyang Zhen Jing"

Customer first

Teamwork+Embracing Change-Vision

Passion+Honesty+Dedication —— Beyond the sketch Bole

What is "debriefing"

Any "debriefing" that fails to authorize employees is "hooliganism"

Three principles of Ali's debriefing

1, dare to drink, be willing to praise, be ugly first, stand firm and have a clear message.

2. Be prepared to enter the door, have the strength to go out, suffer in the process, and expect every time.

3, give priority to with employees, three points to ask questions, seven points to listen, support and assistance as the initial heart.

Ali's Performance Communication Tool

Personal "debriefing"

Group "report"

Cross-level "reporting"

"three strokes and nine styles" for doing a good job in debriefing

1. Apply accurate measurement-employee statement: result statement, process statement and plan statement.

Managers mainly listen, support, encourage and assist each other, and guide each other to talk more. The more you talk, the more problems you expose, and the greater the room for growth.

2. Two-way communication: result dimension, process dimension and plan dimension.

Communication between managers and employees is two-way. In the result dimension, managers and employees communicate in three aspects:

Talk about the goal, look at the results and give an evaluation.

There are four types of employee dimensions:

First, good results+good process, managers can share experiences in the team immediately and make a comprehensive reply.

Second, good results+no good process, managers are wary of employees and find out the key factors that affect the results.

Third, there is a good process+no good result. Managers must look at the whole process, see the essence through the phenomenon, and ask employees whether it is process fraud or skill problems.

Planning dimensions-talk about goals, talk about growth, and talk about teams.

3, there are tricks-manager guidance: growth incentives, value incentives, goal incentives.

Alibaba's leadership cultivates three methods.

Pull your hair, look in the mirror and smell it.

Pull your hair-

Step 1: Let employees look at things comprehensively.

Step 2: Let employees see the development prospects.

"Holding the hair" to promote employees is to help employees think at a higher level, exercise their "vision" and cultivate their ability to think upward, comprehensively and systematically.

Look in the mirror—

Show employees' inner love and love, and help employees understand what they are doing at this stage. When employees like and love this profession, they will devote themselves wholeheartedly, start to learn silently, and constantly improve and expand themselves.

1 1 move? Employee motivation: a reward to motivate employees to work.

Three kinds of salaries that modern enterprises should pay to employees.

1. Financial salary: This salary is at least the industry average.

2. Ability salary: help employees grow up and let employees feel the joy of growth.

3. Value compensation: let employees perceive the value and achievements of their work, and from the perspective of customers, let employees be empowered by value.

Five current situations of employee motivation in enterprises

1, no long-term: only linked to current performance, only solving immediate problems.

2, too single: the form of motivation is single, only the material or spiritual level.

3. Only look at money: enterprises think that employees only look at money.

4. Mismatch: it is too far away from the needs of employees, forming a chicken rib.

Methodology: Four Elements Rule

Material incentives, goal incentives, growth incentives and value incentives.

Material incentive-271incentive law

The first file "2": employees whose performance exceeds expectations, accounting for 20% of all employees.

The second file "7": employees whose performance meets expectations, accounting for 70% of all employees.

The third file "1": employees whose performance is lower than expected, accounting for 10% of the whole.

Goal motivation: personal goal+regional goal+enterprise honor goal.

Driving force for growth: from the inside out, value, achievement and responsibility.

The first dimension: knowing people, using good people and giving full play to people's advantages.

The second dimension: create an atmosphere and stimulate desire.

The third dimension: help customers grow.

The fourth dimension: establishing mechanism and forming guarantee.

Value incentive: from the outside to the inside, let employees perceive the value of customers.

In Ali, there are watching, listening and visiting, right? Four ways

Look-managers let employees watch battle reports, videos and thank-you messages from customers, feel the growth of themselves and customers and feel the value of customers.

Listening-managers lead employees to listen to customers' sharing, understand customers' gains, and thus perceive customers' value.

Visit-Managers can lead the team to visit customers, or provide on-site service for customers, so that employees can feel the value of customers in this process.

Get-let employees understand the value of their work by perceiving the growth of customers, thus generating internal drive.

? 12 move? Exit interview: Be friendly and quick with your knife.

Ali's dual-track performance appraisal

Performance KPI+ value

Five categories of Ali employees

Star employees-high performance+matching values

Give generous rewards (keep people) materially and honor (pay attention) spiritually.

Cattle employees-employees in the middle zone, occupy most of the team. As long as managers provide them with a sustainable, clear and long-term development plan, so that they can see the hope of the future, and even do not need to play the role of reward mechanism, they can work hard and pay for the enterprise without regrets.

White rabbit employees-value matching, but low performance, seemingly innocent, like a chronic cancer growing in the body of enterprises for a long time, which is very unfavorable to team development.

For these employees, pay close attention to performance while recognizing his value and achievements. System+culture, activate "White Rabbit employees" from the inside, and let employees spontaneously generate the driving force to achieve the company's goals.

Wild dog employees-high performance+mismatched values, strict and fast handling of employees, open handling. Zero tolerance, serious treatment. According to Ali's system, dismissal is handled quickly.

Stargazing, killing white rabbits and wild dogs should be shown to the public.

Four current situations in which management must implement "exit interview"

1, I can't say: the factual basis for rejection is insufficient.

2, no point: just say irrelevant blessings.

3, no skills: pointing fingers at the work of employees.

4, never talk: don't talk to each other.

Four talks on leaving office

Purpose of exit interview

First, strive to retain the talents who should stay.

The second is to let people who don't want to stay or shouldn't leave happily.

The third is to understand the real feelings of the resigned employees and expose the pain points and difficulties in company management.

1, tell me about the work results.

One is to look at the process, and the other is to look at the results, so that employees can understand the following problems.

What should I accomplish this quarter?

What is the actual process data?

What is the actual result?

Did I finish the task?

2, talk about self-summary

Goal review, mentality review, self-scoring.

3, talk about evaluation and dismissal (key)

* * * Understanding the problem-one is to achieve the goal * * * Understanding the result * * Understanding the problem, and the other is to understand the problem with a mentality * * *

Overall evaluation-managers need to give employees an objective score, including recent performance appraisal, work status, work attitude and goal achievement. When grading, the manager gives the reasons for grading.

Make a preliminary dismissal decision

4. Talk about opinions and suggestions

One is management? Put forward opinions and suggestions to employees; The second is to collect employees' opinions and suggestions on the team, and the third is to make a final decision.

Before making a decision, managers should ask themselves three questions:

Did I help him?

Did I beat you to it?

Is he really hopeless?