Two or three things I learned in private enterprises

It's been 0/0 days since I left my job/kloc, and I've been herding sheep these days. Before leaving my job, I imagined countless times how happy I would be after leaving my job, but in fact, I was not particularly happy. Now, I'm sitting on the sofa, trying to remember everything I learned in the first company and sort out my thoughts.

TD is my first official company, because I left my first foreign company after only three months of training. Compared with the humanization of the first foreign company, TD can be said to be incarnated as a "devil concentration camp". From the beginning of the interview, the vice president of marketing gave me an evaluation of "unqualified head shape" I was still wearing a big back at that time. Before, the company's "flexible working hours", "four times forgetting to punch in" and "fifteen days' annual leave" have become "strict working hours", "zero time forgetting to punch in" and "five days' annual leave" (two days for Chinese New Year). It doesn't matter. Not long after graduation, I thought I was a pool of water that could be simulated into any shape. Although I feel uncomfortable, I have worked in this company for a year and a half. In retrospect, I think I learned more than going to a mature foreign company or state-owned enterprise, especially for my brothers who want to start a business in the future.

In the past, companies rarely heard about "cost control", but they were more concerned about market share. Only when it occupies more market share will it have a chance to make big money. In private enterprises, "cost control" has become a word you can hear almost every day.

In terms of production, as sales, we should not only be responsible for selling products, but also pay attention to the "stocking", "delivery" and "yield" of the factory. In particular, the new regulation in April, "big goods", should communicate with production 30 days in advance. Large goods that need to be expedited without communication in advance are not sales tasks, but points should be reduced, because expedited large goods will divert other customers' materials and affect the delivery time of other products. Occupational disease means that shopping at ordinary times will also pay attention to the extrusion of raw materials in various stores, how to purchase goods and the turnover time of goods.

You can see the company's "cost control" on business trips, and all domestic business trips are contracted, except for company executives. Taxi fares cannot be reimbursed, and they are all included in the lump sum fee. And accommodation, second-and third-tier cities, can only live in express hotels. And if a person stays, it is easy to exceed the standard and he needs to bear the extra expenses himself. If you go to a city like Beishangguang, then you should "lose money" appropriately. The same is true of plane tickets. Only tickets with a discount of less than 40% can be fully reimbursed. If it exceeds 40%, it needs to bear 60% of the excess.

In employing people, five insurances and one gold are paid according to the minimum wage level. Personal leave, then deduct the corresponding salary, and sick leave, you need to hand in the hospital's diagnosis certificate, and the salary is basically equal to personal leave. At the same time, everyone in the department has several jobs, so it is quite difficult to ask for a position from the superior. We need to come up with quite good reasons, so that the sales assistant position in our department has been vacant. We undertake the sales of tens of millions of tasks, and spend quite a lot of time every day negotiating with the freight forwarder about the delivery, especially when the export meets the future, so there is no upper limit to the part-time job.

This is the management essence of the last marketing director, and it is also a management talent that I admire very much. Of course, after the next director took office, "PDCA" and the spirit of coordination became taboo, and everyone avoided it, as if it would release the frontier.

PDCA, planning-execution-inspection-analysis-planning, the biggest advantage is that the work forms a closed loop. A lot of work or tasks before reflection have not been completed well, and the biggest reason is that the work has not formed a closed loop. The essence is concise, but the implementation process is not easy, which requires constant reflection on the work and extra time to think. In fact, up to now, I have not done very well in PDCA, but I have benefited a lot from customer care for a while. In the future, I will spend more time and energy, use PDCA more, and close my schedule.

In fact, the words "fight", "fight" and "cooperate" are easy to understand, very hard and very helpful. So "staring" is actually a feature of China enterprises. Anyway, my colleagues who have just returned from working in Japanese for many years don't understand this word and think "marking" is unprofessional. When you have a project or process, in order to finish the work on time, you need to "keep an eye on" the implementer corresponding to each step. If you don't "keep an eye on it", the corresponding personnel will easily forget or delay your project. For the urgent process, you also need to "urge" the corresponding personnel to review each step of the process, which achieves the effect of filing the process as soon as possible. And the process of "staring" will make you thicker, but the downside is that when you rush everyone, the first reaction of that person when he receives the phone call is "Don't rush me, I am already XXXX, waiting for XXX".

If you want 100% to finish the work, then you should at least reduce 150% of the workload. If it is our sales team, for example, we have to complete 50 million tasks in n months, then when the manager breaks down the tasks, the total number of tasks will definitely exceed 75 million. Only in this way can we finish the task. Especially when the situation is bad, managers can only be a hard task. When I first went there, I didn't know how to relieve the pressure of my superiors, so I had to put the pressure of my superiors on my customers, so my relationship with some customers was very tense. With the increase of working hours, I also know how to release some pressure from me. Although the pressure is great, I can't crush my clients. After all, I have to live on my clients. If my customers are squeezed, I will lose food.

Of course, this form of pressure work has finally completed many seemingly impossible tasks, which feels unreasonable, but many things are really forced out. This is also the main reason why I resigned later. You can keep forcing me to finish the task, but at the same time I also need your support and resources. Without support and resources, it is a deep pit for me. I don't want to jump in and grope.

At the same time, many disadvantages of private enterprises are also exposed here.

Of course, this can't blame private enterprises. After all, the first purpose of private enterprises is to survive, and the boss starts from scratch, and the pattern is also there. We have done OEM work for many big brands, even ODM, but our own brand is really average. Although it is famous in China, the gap with the top two is getting bigger and bigger. YS, which was once equal in time, is now two time differences ahead of us. And I haven't given many big-name OEMs a long time (in years). Without strategy, our planning is always changing, which is a fatal blow to big brands. There is no model, which leads us to make money all the time and not spend time to cultivate customers and markets.

Sports meeting, new employee induction ceremony, year-end party, etc. , are extremely formal, are created by the company's formal employees in their spare time. Every occasion is a scene, everyone's face is filled with laughter, and their hearts are full of grass. When leaving the conversation, Sister HR told the truth: Nobody likes these. Is it all to gain the boss's feeling of "enjoying the success"? As for/kloc-more than 0/00 new employees, the boss came to the military parade as soon as the military training was over, which really made me laugh.

When I was in the company, I often felt that I was living in the 1990s of last month. All the rules and regulations are so rigid that the starting point of all rewards and punishments is "employees are bad people". And now more and more companies advocate "humanized office" formed a strong contrast. For example, it costs 100 yuan to reissue a lost license plate or work permit. I don't know the price of badges. The cost of a license plate is less than one yuan, just a piece of paper. Occasionally, there will be serious traffic jams at some intersections near the company, which will cause hundreds of employees to be late for work. The company also turns a blind eye and counts them as late, and everyone is 50 yuan. Companies often organize internal talent quality groups to catch some marginal things. The company's wiring boards are in disrepair for many years, and privately purchased wiring boards are not allowed.

The most hateful thing is going to work on Saturday. First of all, many times, coming to work on Saturday is purely for the leaders. Secondly, sometimes the training time of the company on Saturday morning 1-2 hours is also very long, and then the meeting will be held immediately in the afternoon. Married people often have to deal with family affairs on weekends and spend time with their relatives and children. In this way, this time will also be occupied. Usually improve efficiency, and many things can be done on weekdays. You can't let employees have the attitude of CEO. This is not his company. Employees just earn money to support their families.

Finally, the shareholding system within the company. Employees of a certain level must buy it. Before going public, all the stocks were dead letters, and the company had no plans to go public. And no matter how much you buy, when you leave your job, you can't take a penny away unless you die. Of course, most people regard stock money as protection money.

Some summaries, some complaints, in short, I am very grateful to my last company, especially my immediate leader, for giving me a lot of guidance and help, which made me grow from a small employee to a regional supervisor. I wish my old club a chance to get rid of bad habits and have a brighter future.