New Employees Must Learn To "Take Five Steps".

He has always been good at breaking the rules and thinking reversing. Jack Ma This time, the "unexpected" move was made again. He wrote an open letter, saying that the new employees who had been in the Alibaba for less than 3 years had to be "obedient". In 3 years, they needed to see, believe, think, act and share the five steps. Not only that, Ma Yun seems a little "unhappy" this time.

"You can have different views and opinions, we will listen carefully, but not necessarily to do what you say, and not always give you a face, because we are people, we will be angry, too..." In August 27th, Alibaba The chairman of the board and CEO Ma Yun wrote in the mail to the new employees. At the same time, I would like to warn employees who have been in the workforce for less than a year, "do not write to me (Alibaba Development) strategy report."

As Ali's leader, Ma Yun is so outspoken with his staff through e-mail that it is his "Mars style" management style. This time, he changed the past in the media to commend the 80 and post-90's "social progress is always dare to ask, dare to think" posture, want to give these young people a "shackle", and write the "five step behavior code" of the staff of nearly 1000 characters.

Ma Yun's abnormal behavior inevitably asked the media to question whether he was confident or a sense of crisis. "80, 90 after the dare and dare to suspend in the standardization process, too arbitrary, will no doubt give the enterprise trouble in the project operation." Gao Jianhua, a business management expert and former HP Chief Knowledge Officer (CKO), is right. IT Time Express.

In recent years, the management of employees after 80 or 90 years has been the focus of discussion among enterprises. The bold behaviors such as emphasizing individuality and daring to admonition are gradually becoming the dilemma of enterprise management from the initial advantages of being innovative and thoughtful. This time, Ma's preaching will inevitably cause the industry to worry about "just the opposite," and whether the regulatory framework will become a rein in the pursuit of innovation.

Enterprise values that cannot be touched

State owned laws and family rules. If Ma Yun wants to set rules, there must be a fuse.

Not long ago, Alibaba employees became the most enviable people. In the evening of August 16th, Alibaba group announced the launch of the $3 billion "iHome" home loan scheme and the 500 million yuan Education Fund staff welfare plan. This is followed by Tencent launched 1 billion yuan of interest free housing loans to employees, and another Internet giant expressed "love" to their employees.

Alibaba, which has been praised as the largest employee welfare program of China's private enterprises, has caused great waves inside the company. In Ali's intranet, some employees who are temporarily unable to enjoy the benefits raise strong doubts and suggestions such as "years need to be relaxed, the intensity needs to be increased".

Before that, Ma had always said, "appreciate the democratic atmosphere and pursue the establishment of a free and open environment." Taobao insiders also revealed that the atmosphere of discussions on democracy within the company was very good. Some of the 80 and post-90's had bold proposals and comments on values.

And "values" in Alibaba is the yardstick for deciding everything. Ma Yun believes that "Ali's position is Ali's own view of himself", even if "we are not perfect, it can not be completely correct", but Ali always uphold the values can not be shaken, Ma Yun strongly said, "what we want is the idea and principles when we set up the company."

Yang Yang, vice president of human resources at Ali group, said to IT Time, "values are not common in Ali, they are common links in the staff aggregation organization, and also the way to accomplish the mission of creating new business civilization."

The essence of enterprise value is the ultimate judgement of the meaning of an enterprise, which is agreed by the whole staff or the majority of employees. It is the basic belief and goal pursued in the process of pursuing the success of business. This is also the underlying reason why Ma stressed many times that "values must not be compromised".

Alibaba personage introduces, the training of values has been highly valued in Ali. According to statistics, the majority of Alibaba's 25 thousand employees are 26-27 years old. For many people, this may be the first job in life, and he will form his own values in this organization.

The new staff interviewed by reporters also revealed that Ali was chosen by the company's values. This kind of inspiration is not simply a recognition of the "six pulse sword". It comes from the enthusiasm, sincerity and devotion shown by Ali people. Thus, for these young people, Ali gave them some space to realize their dreams. Therefore, Ma Yun had to mention in his letter that the age of 26 is also "easy to err".

Mao Kankan, a young entrepreneur, said to IT Time that after 80, he agreed with Mr Ma's approach. He believes that the impetuous and self confident expansion of young people may be the main reason for their early introduction into the workplace and their assumption of strategists.

Chang Yang also revealed that excessive attention to personal feelings and lack of understanding and gratitude to others may be the cause of dissatisfaction among young employees. These people exist in the company, but the voice is greater than the number of individuals. To a certain extent, it is a reflection of social impetuosity. It is also a process of adaptation for young people to enter society.

In addition, it was also questioned that Ma wrote a letter to the "young alibaban" two times in a month to emphasize values. It was also based on Ma's "scrape wounds" in February of this year, which was related to supplier fraud. As well as the outbreak of the Alipay incident in May, all sectors pointed out that the management of Ma and Ali failed to abide by the spirit of contract.

Therefore, internal and external "denunciation" makes Ma firmly believe that "constructive destruction is much more meaningful to our society than destructive construction".

Hidden management problems

The rapid growth of China Internet Corporation is obvious to all. According to the China Internet Information Center, the number of Chinese netizens is the largest in the world. In 2011, it was 6% higher than that in 2010, reaching 485 million. The growing Internet Co, as Ma Yun said, whether "Alibaba, Taobao, Alipay" or "Tencent, Baidu are built by the post-80s".

"Ali is the world of young people", Chang Yang also said that the development of Ali today is rooted in the spirit of dare to think, dare to speak and practice.

It can be seen that the post-80s play an indispensable role in the history of Internet development in China. However, when the media is still asking why China's Internet can't get out of Mark Zuckerberg, many senior executives have begun to disclose their concerns. "80 after bringing innovative thinking and passion, it also brings many management challenges to enterprises."

Sociologists believe that, because this generation has received more diverse values and outlook on life education, in addition to displaying their talents, various norms and systems in the workplace have also made them feel depressed, impatient or dissatisfied. When they gradually took the place of 60 and 70 in enterprises, some of them went to management positions.

At the same time, China Internet Corporation will never stay in the "small and beautiful" stage. Alibaba from the initial "Eighteen Rohan" to more than 20000 employees now; Tencent "five tigers" also expanded to 10000 troops. In the face of continuous expansion and development of enterprises and staff management problems after 80 and 90, management is caught in a dilemma in advocating innovation and "prescribed actions".

"This is a time of separation, which is a difficult choice." In August 28th, Luo Jun, director and co chairman of CRIC, resigned to the board of directors of the company. According to industry analysis, Sina Locke has expanded from a small team of 42 people to more than 2000 people now. The expansion of the industry has not achieved good results. Instead, it brings complex management relationships and processes, and increases the difficulty and cost of management. This may be one of the reasons for his resignation.

In response to this problem, Gao Jianhua, a business management expert and former HP chief knowledge officer, told the IT Time that China's Internet companies entering the take-off stage must strengthen management systems and use institutional constraints to develop behavior. Until maturity, only corporate culture can work, that is, cohesion through faith.

Thus, to a certain extent, enterprises must give consideration to efficiency and stability, not sacrifice health for development, and straighten out the relationship between management and management.

In 2005, Alibaba was selected as the "best employer of CCTV in China" by the "happy work" index. Until now, Ma Yun wrote letters to employees two times a month, emphasizing the values of enterprises. This is Ma Yun's concern and also the problem of lagging management.

According to insiders, Internet companies are the most closely related to the management level of multinational corporations. They emphasize speed too much. In rush running, they believe that "fast fish eat slow fish", resulting in many management problems being covered up. If you want to be a world-class enterprise, you can't regard wealth as your goal in the stage of financial freedom.

Do not change "golden eggs" into "chicken ribs"

For Internet Co, innovation determines the speed of enterprises to take off. In the questionnaire survey of team creativity, people aged 26~30 accounted for 52.46% of the total number. That is to say, more than half of the creativity comes from this age group. There is no denying that 80 and 90 employees can create value in addition to making mistakes easily.

At the 2011 China Internet Conference, Qihoo chairman Zhou Hongyi said: "Internet Co has the responsibility to consider Internet innovation and new industrial chain, and only input fresh blood to succeed." He also expressed his concern.

"The young Internet heroes of the year are now forty but not confused, and become leaders. In the next ten years, a new generation of Internet heroes may be born in the United States. This is still a group of 50 year old Chinese cabbage supporters who continue to lead the Chinese Internet, which is definitely not a good thing. Thus, how to make good use of and manage the 80 and 90's is a pressing matter to be solved.

Chang Yang said, "as a Internet Co, Ali has its own mission and responsibilities, and also needs to turn idea into executive force. After all, a good general must be a good soldier first. It is our constant idea to find people with common ideals to create a good environment together, to grow together, to progress, and to share the wealth brought about by success.

As Chang Yang has said, soldiers who are skilled in battle must also meet the battlefield in an organized and disciplined army, so that they will be invincible. At the same time, Gao Jianhua also believes that the values of any enterprise must be transformed into specific norms of behavior, shaping operational values and corporate culture. It is the essence of management to link employees' interests to the interests of the company so that employees can work hard to realize their own interests.

It can be seen that if China's Internet companies want to become world-class enterprises, they need to refine their own management models. In any age, the dream of young people to pursue their career success is the same. Their impulses and enthusiasm are the same. Let employees see the dream that can be realized, and this dream is not only money, but also dignity and glory.

In addition, employees, such as parts, cooperate with the whole machine running, and have different functions in different locations, so that employees can find their own positions in order to operate healthily. Opinion is not a bad thing. Maybe it's a signal to adjust parts.