Special Management Period Of Olympic Enterprises

Recently, some of McKinsey's stakeholders had not anticipated that he had neither received any notice from the headquarters nor disclosed any relevant plans, but the internal staff came to inquire after a variety of ways to find out whether the company was on vacation or adjusting the working hours during the Olympic Games.

Similar situations occur in many companies.

Although there is still two months to go before the opening of the Olympic Games, the enthusiasm of the Olympic Games gradually released by many employees has to make the enterprises take precautions and ponder over how to balance the conflict between the desire and performance of the employees during the Olympic Games, and even through the special management of this period, the Olympic Games become a platform for promoting the communication between staff and departments.

For many enterprises, this is a new "problem sheet" with time constraints.

In fact, McKinsey did not have any plans for the work arrangements during the Olympic Games, but these rumors made the official feel that the Olympic Games were a special management period.

Wang Changguo, a science and technology management consultant of Tencent, believes that the management of the Olympic Games should not be ineffective. The more than 20 days of the Olympic Games are a time to be planned and used, especially for the fast developing enterprises which need to build enterprise culture and cohesiveness.

"Business executives must realize that shielding the internal network video during the Olympic Games is not only invalid, but also stupid, because the hot workers are you can't stop, and this will also hurt the firm's hard work relationship."

Wang Changguo suggested that R & D oriented enterprises could consider taking a vacation during the Olympic Games or adopting flexible working system, but the premise is to meet customer needs and not affect the overall performance of the company.

Lv Zhonggang, deputy director of human resources at A8 music group, said that no matter how to start from the human resources department, we should not forget to study the competition, especially the items we all prefer, such as volleyball, table tennis, football, basketball and so on.

During the competition of these projects, we will pay more attention to the enterprises.

Lv Zhonggang is ready to make full use of the Olympic Games to enhance the cohesion of enterprises.

"Because everyone will have a common topic and have enough communication on this topic.

In the past, people had a relationship because of work, but without working contact, the relationship was terminated.

The Olympic Games are undoubtedly a good opportunity for each other to have a younger and more active personality.

A8 the Ministry of human resources has started making small flags, encouraging the establishment of the Football Association, badminton association and Table Tennis Association.

In addition, some businesses that are closely related to the Olympic Games, such as Olympic sponsors or suppliers, should also pay attention to the Olympic Games with their employees, and even take some measures to encourage employees who are not interested in the Olympics to invest in the Olympic Games, which is very helpful for the Olympic marketing of enterprises.

In addition to focusing on the schedule of key events, the company's preparations include combing flexible jobs.

The solution given by Wang Changguo is: first, we should implement the task management system for non critical posts.

As long as employees ensure that tasks can be completed within the prescribed time, the specific working hours can be arranged more flexibly.

For some posts that can not flexibly arrange time, such as customer service, enterprises need to ensure timely pmission of event information, such as paste some reports on the results of the competition on the propaganda column, and organize everyone to watch several key matches.

In short, let employees know the Olympic information in time.

Wang Jian, who is doing quality management at a foreign cosmetics company, told reporters that the company had made it clear that 15 days off during the Olympic Games. She is now figuring out how to make use of the 15 days.

"Don't look at those 15 days, we have a rest, but we have to work overtime every day after the Olympics, even without the weekend, so we have to make up for the losses brought about by the shut-down."

Wang Jian told reporters.

During the week of the Olympic Games, the company encourages employees to take annual leave to watch events according to their personal preferences.

Ms. Chen of the Ministry of human resources said that the summer vacation of Nissan (China) has been going on for many years, and every year, only this year, taking the Olympic Games as an opportunity, the summer break of the third week of August will be pferred to second weeks.

Compared with the release of holidays, many enterprises are more worried about the "lax" and the performance indicators are affected during this period.

"There is a sales force of more than 100 people in the company, but there is a holiday on the other side of the customer. If sales targets remain unchanged, it is obviously too inhumane.

And, as far as I know, many customers will reduce advertising in other media during the Olympics.

Considering these two factors, Xiao Yan, HR manager of a video website, argued for the staff at the general manager meeting.

Zhao Xiaobing, director of HR, is also a problem in a multinational IT company. "Over the years, our performance has been oriented towards results. The formulation of performance goals will not change in general because of changes in external factors. Employees should learn to adapt to changes in the outside world.

For example, one of our employees has been following CTT, while another employee is moving in a merchandiser.

The telecom restructuring, obviously, the employees of the CTT have no customers, but his sales target remains unchanged. As for how to complete, it will depend on his own efforts.

"IT employees are very young and active. The company's business is very much tied to the Olympics."

According to Wang Changguo, he is currently cooperating with the Ministry of human resources to sort out employee posts, which can be roughly divided into three categories: the first category is the need to stay at home, such as customer service personnel, network acquisition and editing, technical support departments, etc.

The second category is suitable for flexible jobs, such as personnel, administration, finance and other integrated management positions.

The third category is fully flexible jobs, mainly for sales, marketing, product promotion, channels and other departments.

According to job classification, the human resources department is prepared to formulate a policy for each group of employees during the Olympic Games.

A8 music group is preparing to do more flexible work during the Olympic Games. First, the elastic time will be expanded, including working hours. It may advance to 8, and work hours will be correspondingly advanced. But this is only for general posts. Although special jobs such as customer service can not be done, they can flexibly arrange their working hours according to the arrangement of events, provided that there is a good task oriented.

During the Olympic Games, A8 will make the work objectives clearer, more specific and smaller.

Second, important events will be arranged for employees to watch together, or even organize themselves to play.

Like the Tencent, there are a lot of enterprises that want to carry out flexible working system. However, like the customer service staff of Tencent, there are not many enterprises and jobs that can not carry out flexible working system.

Huang Xiaoli, director of HR at a language center in TCFL, told reporters that during the summer vacation and the Olympic Games, teachers in the language center could not only afford to leave, but also had to work overtime.

But now, Huang Xiaoli has set out to display panels, scoreboards and other things.

During the Olympic Games, the language center will always update the latest Olympic Games, medal list and so on.

Huang Xiaoli also revealed that during the Olympic Games, they will launch a competitive guessing activity involving all staff and trainees, including basketball, soccer, volleyball, gymnastics, swimming, track and field, and other Chinese advantages to win the championship. In another way, everyone can participate in the Olympic Games and keep track of Olympic information.

"If you think of it, it will not be that difficult."

The most feared thing is that the Olympic Games are coming. The enterprises haven't thought about this. When they encounter special circumstances, they don't know how to deal with it.

In the process of dealing with this matter, I think there is another point: it is not for us to make decisions for employees to make their own decisions.

Lv Zhonggang introduced that the flexible attendance system like A8 music is what the employees themselves want to do.

If managers trust them, they will think about you too.

So let employees themselves think of ways to bring more inspiration to our management work.

In order to solve the problem of performance goals, we should adopt a flexible working system and have greater freedom of work.

Departmental managers need to cooperate with employees to decompose performance goals to weeks or even days, so as to urge employees to successfully complete performance indicators, and do not let the performance goals of enterprises be greatly reduced because of the Olympic Games.

There is not much concern about the indicators or jobs that can be quantified.

As for the quota or post that can not be quantified, will the work during the Olympic Games be "gone" and the quality will be greatly reduced.

During the 2004 Athens Olympic Games and the 2006 World Cup, Xiao Yan felt that the staff had been watching the games at night, and the performance of the second day's work was not good enough. The 2008 Olympic Games were held in China. There was no doubt that the staff were concerned about the events and the Olympic games. There were too many uncontrollable factors during the period. For example, during the Olympic Games, the company's buses could not operate normally, and the staff at home could not master the road conditions.

The exciting moments in the middle of the race will surely attract the attention of employees, and even some employees take leave to watch the games.

"It is estimated that the company's working atmosphere is certainly not as good as it is now, and the time that employees can concentrate on their work every day will also be shortened."

The performance management expert recommends that we should refine the goal of decomposing and assessing, and let employees know what they must do every day and what results they must achieve. This is very effective in this "extraordinary period".

When the effective working time is shortened, the work of the staff is likely to neglect the quality in order to pay attention to the time results, and the goal of the assessment will be clearer to the day. The goal of the staff will be clearer, and the best balance point can be found easily in time and quality.

Although many managers think that employees who can only do one thing can't accomplish great things, there are two kinds of things that are not as good as workers on the production line. But in the "extraordinary period" of the Olympic Games, when the external factors are not controllable and the effective working hours are shortened, it is not wrong to let employees do one thing every day.

The purpose of performance management is not to "assess" employees, but to continuously improve their work.

In this "extraordinary period", the objectives of performance appraisal have been refined, and managers are aware of the completion situation every day.

Taking advantage of some scattered time, managers and employees communicate well with performance goals and work, which is a great opportunity.

Bi Bo, director of human resources of the original Wei Group, believes that the "extraordinary period" has refined the decomposition of performance indicators, and the employees' disposable time is more. It can be said that "the pace has slowed down". With more time to think, managers have targeted guidance to employees to reflect on the past business, find problems, and further improve communication, which is very rare for future work.