How Do Big Companies Treat "Backbone"?

An excellent employee passively "leave", a notice of downgrading has been around for a long time. Is a key contract in a timely manner? Is he appreciating his ability, tolerating his publicity, or simply giving up?

This is the guest of Honor: the deputy general manager of the group, deputy general manager of Yang Tun Lenovo Holdings Limited, general manager of Beijing, Luo Qinghua, director of personnel operation of the Ericsson Communication System Co., Ltd., Mr. Zuo You, consultant, "when, when", "Anping", "Anping", "Anping", "Anping", "Anping", "Anping", "Anping", "Ping," and "when", "Ping", "Anping", "Anping", "Anping", "Ping," and "Ping," when the pace of Anping quickly and forcefully knocked on the corridor floor, voice gradually away.

Rong took off his glasses, rubbed his eyebrows, and stood up and looked out of the window.

Anping has gone to the silver grey Bora, and soon disappeared in the rolling traffic of the East Third Ring Road.

"Just signed, my old customer asked for twelve units."

One hour ago, Anping, who had not appeared for a long time, suddenly appeared before Rong general. He handed it to a contract of Rong general. "Just signed, my old customer asked for twelve units."

The tone is still cold, and a little commanding.

"What have you been up to lately, sales meetings are not going to take part in," he said.

Rong was surprised, but he quickly calmed down.

"Oh, is that right?"

Ping Ping did not lift up. "I am not at leisure and demoted. I do not want to sway around the company and invite people to forget."

Anping quickly carried his bag away, and every time he met, he was always talking in a few words, but the smell of gunpowder was full.

"This arrogant guy."

Rong general closed the sales contract on the table, drank a big Tieguanyin, or felt dry and thirsty.

During this period, he was always in a hurry. The sales volume of the branch company in the beginning of the year has been lingering in the low valley, and the end of the quarter is coming.

Thinking of An Ping's pride just now, Rong always didn't hit a place. It was obvious that it was provocative: "what's going on? An Ping, my business is not going to play."

"If you don't listen, I will not let you turn right. I represent the head office."

In a passive "leaving" business, Anping is an entrepreneurial veteran of a branch company. He has always been a sales manager and is very astute and able to win the trust of his headquarters.

In the past two years, he has been a business leader for a long time when he has landed in the branch office as general manager.

At first, Rong also had confidence in Anping.

But for a long time, Rong found many problems of Anping: 1. high pressure policy.

Anping has always been confident and assertive, requiring salesmen to listen to everything he wants. If he does not, he must wear small shoes.

2. is jealous and jealous.

If a salesperson shows a strong ability, he will give poor resources to his job assignment and do not give the necessary support.

3. snatch the salesman's performance.

As a sales manager, Anping has a lot of ideas. If a project enters the substantive negotiation stage, he will intervene in the promotion project, and no longer let the salesman track and operate on his own.

When a salesperson asks for a question, he will prevaricate with sensitive topics such as kickbacks.

Many of the salesmen are very angry about the various actions of Anping. After all, it is a good chance to sell in a foreign company in this medium-sized city.

Rong also once interviewed Anping, reminded him to pay more attention to management, and arranged many times for Anping to take part in some leadership training courses.

The peace is still publicizing. Sometimes even Rong general doesn't put it in his eyes. Rong always worries about it. He wants to dismiss Anping.

Finally, he's "leaving", so that Rong general made up his mind.

Mr Ho Ho Liang, a salesperson recruited by the branch last August, was interviewed by Rong general. He was enthusiastic and willing to work hard.

In the second interview, Anping was making a cold talk. "Just graduated, I don't have any sales experience, so how can I bring it?"

After taking office, He Liang showed a strong ability to work. In less than 3 months, he worked on the rubbish project he gave.

Anping always stared at him, always trying to pick holes, and not giving him the training he needed.

After 3 months' work, some basic procedures of Ho Liang Lian's sales department are not clear. It is difficult to communicate with headquarters, and the pressure of work is enormous.

An Ping found ho Liang's talk, persuaded ho Liang to listen to his management, and threatened, "if you don't listen, you won't be changed. I represent the opinions of the head office."

Finally, Ho Liang resigned under resignation.

In fact, before he Liang, there was another salesperson who walked away from the management of Anping.

Because of the existence of Anping, the entire sales department is lifeless and people are floating.

"I am still working in the company. I will do well in the company. Sooner or later, I will prove everything."

The headquarters was very careful about this matter, and only three days later it made a clear reply: in view of the achievements and qualifications of Anping, it is not appropriate to dismiss and propose to be demoted to senior sales director.

Rong general immediately announced the demotion notice of headquarters.

The salesperson here is very happy. A salesperson privately said, "I have been in the company for three years, and I am finally over my head."

Chang Ping, who had always been widely publicized, suddenly became silent. That night, he stayed alone in his office until late.

Rong wanted to comfort a few words, but he was worried that Anping said he had done nothing.

On the second day, Anping's office door was closed for third days and a week later, and the weekly sales meeting did not see him.

When the company held the Spring Festival annual meeting, Rong always invited Anping to participate in it.

It took me a long time to receive Anping's E-mail: I am still working in the company, and I will do well in everything I do. Sooner or later, I will prove everything.

Although Anping is still in office, he never takes the initiative to report to Rong.

Rong didn't care about the state of being in a state of being aloof. His headache was how the situation was improved or ended.

Anping's labor contract expired in May, and Rong also wanted to stop renewals. Anping, after all, was an entrepreneur and had a strong working ability. He even got twelve orders for equipment after his demotion.

Besides, let Anping go, will headquarters agree this time?

Do other employees feel chill and think that he is desperate and impersonal?

But if we renew it, can Anping, who has experienced demotion, work normally and actively?

Later...

When he stared at the interwoven green tea leaves in the teacup, Rong was in deep thought.

Note: it is not his direct result that he ordered the twelve equipment orders from Anping, because the customer trusting the company's products, the first three phases of the project have been working happily with the company.

This is a case study: 1., if you are Rong general, will you renew the contract with Anping? Why?

2. if you renew your contract, how do you tie up the embarrassment between Anping and him so that he can work normally and actively?

If not, how can we persuade our headquarters to eliminate the adverse effects on our businesses and employees as soon as possible?

3. we often encounter management dilemmas similar to cases. We may as well tell you your stories and brilliant ideas.

What is the cause of today's management dilemma?

In the first place, Anping is to blame himself. Du Qunli: Here I want to talk about the way GE company evaluates and treats four kinds of cadres.

The first type: comply with the company's values, and accomplish the promotion and reuse of indicators.

The second type: there are no common values with the company, nor can we accomplish the targets.

Third types: shared values, but not targets, give one or two opportunities.

The three types above are not hard to deal with, but the fourth type is the most intractable: This is the manager who has no common values with the company but can accomplish the targets; they can accomplish the targets but step on others' shoulders, and often bully them.

This kind of person is the most difficult to abandon, because the company always wants to be able to make achievements, and let the people who finish the work tasks to leave will be unnatural.

However, we must realize that because these fourth kinds of people hold power in their hands, they will destroy the culture of honesty and credit that the company needs to win today and tomorrow.

Once the company clears up fourth types of managers, the company's business will leap.

Anping belongs to these fourth kinds of people. He takes the blame himself.

Yang Tong: companies must make money and earn profits, but not at the expense of management.

This is a long-term and short-term balance problem. In the short term, Anping has taken orders, the company will get sales, but the company's losses will also be huge, which will seriously hamper the growth of backbone employees and fail to establish excellent sales teams.

In the long run, if we do not deal with An Ping, the company will not be able to establish a standardized management system.

Two: Rong always wears colored glasses and Luo Qinghua: the problem in the case is not the renewal of contract, but the "user" problem.

It can be seen from the case that Rong's evaluation of Anping is a trend of "colored glasses".

For example, "jealous of jealous, able to see a lot of" and other evaluation, with a strong subjective emotional color.

As a manager, the most important thing is to objectively analyze the strengths and weaknesses of subordinates.

Otherwise, it is easy to fall into the psychological trap of "people look ugly and ugly".

It is difficult to find the advantages of subordinates, but also form a communication "mood disorder", resulting in mutual trust crisis.

Three: there is a problem in the company management: Xiao Qiao: this case is very interesting. On the surface, Anping's contract is about to expire. Whether or not it is renewed is a deep reflection of many problems in the management of the company.

The standard of performance appraisal system is not uniform.

Before Rong's "airborne", "Anping is the founder of the branch company, and has been a sales manager. He is very smart and able to win the trust of his headquarters and has always been a pillar of the business."

After a long time, he found many problems such as the implementation of high pressure policy, jealousy, talent and performance.

Before and after Anping, they were different, indicating that the company's evaluation criteria were not consistent.

The employment mechanism of the company also has problems.

Since headquarters has always trusted An Ping, An Ping himself is very competent. Why not let An Ping promote internally, instead of "airborne" Rong general?

In terms of staffing, the company overlooked the psychological feelings of its employees and caused the potential hostility and resistance of Anping to Rong.

The contradiction between Anping and Rong has been hidden for a long time. Conflicts arise from interests and lack of honest communication and trust. Cooperation lacks natural basis.

The headquarters of the company is powerless and the communication channels are not smooth enough.

The headquarters did not fully empower and trust the branch, nor did it manage it well.

There are no smooth appeals channels at the grass-roots level of the company and the headquarters. The headquarters seems to have turned a deaf ear to all the actions of Anping, and Rong has proposed to dismiss Anping. In the face of facts and reasons, the headquarters did not fully trust the judgment of Rong general, let the general manager take full responsibility, but "after careful consideration for three days", he suggested a demotion.

Rong Zhong was sandwiched in the middle and did not have the determination and courage.

From the point of view of the case, Rong general himself is also short of decisiveness and self-confidence. He has not enough confidence in employing people. An Ping has not been able to participate in sales meetings for several months. He usually does not even open his cell phone. Although Rongzhong has a lot of criticism in his mind, he still indulges An Ping on the surface. He believes that other employees will have some influence on the prestige of Rong general.

In fact, as a professional manager, passive management of such a "unsettled" employee is obviously not feasible and should be handled decisively in a professional way.

The renewal of the contract needs to be "embarrassed". The termination of the contract needs to eliminate the adverse effects.

How should Rong general choose?

VS continues to terminate the competition. First, cut the Gordian knot and stop renewing the contract.

The reason is simple: "because of the existence of Anping, the entire sales department is lifeless and people are floating."

"Anping's orders for twelve equipment are not his direct results, because the customer trusting the company's products, the first three phase of the project has been working with the company happily."

And the key is that his three problems represent a kind of bad values and are not compatible with a good corporate culture.

He also talked to Anping, reminded him to pay more attention to management, and arranged a number of leadership training courses for many times.

That is to say, the embarrassment between Rong Ping and Ping Anping has made him work hard in his normal and active work.

So the key is how to persuade headquarters to stop reappointment.