Business Management Differences Caused By Fried Eggs

< p > a company is a growth enterprise with nearly 1000 employees and annual total revenue exceeding one billion yuan. After several years' development of < a href= > http://www.91se91.com/business/ > entrepreneurship stage < /a >, enterprises accumulated a certain fortune and began to expand. After that, enterprises were trapped in financial difficulties due to seed production.

So an uneasy feeling began to spread, and to make matters worse, one day, the fried egg in the breakfast of the employee disappeared.

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< p > the cost of an omelette is about one yuan, so the company's investment in this fried egg is a lot less than twenty-five thousand yuan a month, and the company can't even get the money. It can be imagined that this must be the view of most employees.

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< p > the company's parking space is free for everyone to use. The standard company with a lunch fee of nearly twenty yuan per person is also provided free of charge. There are also training expenses, birthday activities fees, and staff development activities cost per department allocated by the number of people per year. In fact, the company has paid a lot of attention to human development and humanized management. Why do you only see that fried egg? Obviously, the staff's argument also makes a href= "http://www.91se91.com/news/index_q.asp" > enterprise management < /a > injured.

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< p > is such a contradiction, whether it is the employee's fault or the manager's fault? < /p >

< p > let's analyze the incident.

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< p > first, who has moved the fried eggs of the employees? The standard of breakfast fees has not changed. The loss of fried eggs is due to the rising prices, which is not related to the financial difficulties that the company is currently in.

In order to deal with the impact of price rise on employees' < a href= > http://sjfzxm.com/DESIGN/designer/index.asp > happiness /a >, the company has considered and reflected in the process of < a href= http://zs.sjfzxm.com/ > salary adjustment /a >.

As a part of the employee welfare, the staff meal is a gratuitous expenditure. Taking into account the long-term price rise, if the company's leadership is forced to intervene in the existing employee welfare program, then the adjustment will inevitably lead to the Domino effect and the butterfly effect in the long run. The existing company's < a href= "http://www.91se91.com/news/index_s.asp" > welfare /a < framework and accounting system will be affected, which will lead to an additional increase in the administrative cost of the company.

So strictly speaking, the company's practice is not wrong in itself.

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< p > 2, is it just an omelette? There is such a classic marketing case - the two candy stalls, the kinds of candy sold and the unit price are the same, but the business at A stalls is always unusually hot and the B stalls are always cold. Why? The reason is that the salesmen call the candy way: the vendor at B stalls is always putting a lot of them in a single time, then they take out the weight of the candy one by one from the customer's bag, while the salesperson of the A booth Xiao Zhang first puts it in less, and if the weight is not enough, then add it to the customer's bag again.

So although customers spend the same amount of money buying the same weight candy at the end, the psychological added value of the two is quite different.

The same is true for business management. The welfare of fried eggs can not be seen from beginning to end. But if there is no one at the beginning, fried eggs are not just an omelette, but a negative psychological added value.

From this point of view, employees' dissatisfaction is also reasonable.

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< p > Third, is the root of the contradiction really the fried egg? The answer is obviously negative.

In such a very difficult period when enterprises are in financial difficulties, managers tend to adopt a low-key attitude to avoid unnecessary panic. Employees are extremely sensitive to the unknown situation. At this time, any detail changes are easily understood as a negative hint, which will aggravate employees' concerns about the future development of enterprises.

But at this time, if managers again come out to emphasize that this change has nothing to do with the current predicament of enterprises or to restore the supply of breakfast frying eggs, it will often be interpreted as "no silver three hundred and twenty here", which is more likely to cause panic.

So the decision to cancel fried eggs is doomed to be difficult to reconcile with employees.

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< p > so if there are such incidents, are there any better choices for business managers? Of course there are.

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< p > 28 rule tells us that in any group of things, the most important part is only a small part, about 20%, while the remaining 80% is the majority, but it is secondary.

In the public relations crisis of fried eggs, it is not difficult to understand that about 20% of employees will have the strongest dissatisfaction with the decision making plan to cancel breakfast frying eggs.

In view of this, enterprises can adjust the daily unlimited breakfast frying egg supply to a daily limited supply of 200~300 (the early bird catches the worm) instead of completely stopping the supply.

Such a compromise solution can not only minimize the risk of confrontation between employees and managers, but also be more in line with the principle of rational and optimal allocation of resources, and to a certain extent, mobilize the enthusiasm of employees to get up and go to work early.

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