Liu Qiangdong once said: In the coming years, JD.com will fully transform into a technology company. The number of employees in JD.com will be reduced by half in the future. It only takes 2-3 hours to work every day. It will fully realize 'no one'.
In the selection of talent standards, Liu Qiangdong has his own opinion on how to build his own elite team. In Liu Qiangdong's statement: My business model, Liu Qiangdong mentioned: These four types of employees must be cleared as soon as possible. .
1, People who have strong abilities, but whose values are not 'positive'
People's values are always the first ones, and the matching of values can take into account his abilities. If one's abilities are strong and the values do not conform to Jingdong, such people are 'rust' and must be eliminated immediately. His harmfulness To be much larger than a person whose values are consistent with JD.com but lacks capacity.
We quantify the metrics through the capability/performance and value system and divide all employees into five categories: gold, steel, iron, scrap iron and rust.
People with good values and good performance are gold;
Most of the employees are competent, perform well, and have good values. They are steel;
The values are good, but the ones with less ability are iron;
No ability, no values, is scrap iron;
The ability is strong, but the values are not related, but it is rust. This is what we are determined to remove.
Jingdong's values are summed up in one word as 'positive'. I believe many people today have a certain understanding of Jingdong, such as products. At the earliest time we emphasized authentic licensed products. Consumers would not even issue invoices when they bought goods. They have invoices. Someone asked if they could give them a cheaper point, save some tax money, I'm sorry, no, Jingdong does not provide this service.
Our company once had a vice president fired. In fact, he took a box from the supplier. His annual salary is 1.5 million yuan in cash. He can cash it every year, and I give him stock.
The cause of the incident was a box of about 300 yuan. The supplier said that the box had been given to him. He took it home and was later reported by others. Once the matter was verified, we fired him. This is very The thing that makes people regret is that he has strong ability but touches the bottom line of JD. It may be because of inconsistent values. Because he doesn't think that this 300 yuan is corruption, if it is 300,000, 3 million, he will certainly not dare to Take, but this box is worth only 300 yuan, and he did not feel like he was the vice president of the company.
2, People who don't have teamwork, often complain
Many companies in the world are advocating teamwork. In JD we also advocate teamwork. So what is teamwork? Its essence is to give up and adapt to others.
Complaining is the biggest enemy of team spirit. Please keep in mind the following two points:
First, people who are themselves as the center must have no teamwork. When they encounter problems, they do not say themselves. They only say that they are others. They complain that their superiors are stupid and they do not cooperate with their colleagues. How does he cooperate?
Secondly, people who complain regularly are definitely not team-oriented. Some people use 90% of their time to complain and 10% of their time to work. They are not teamwork and must be eliminated.
3, often say 'No', shoving people
In the past few years, what people complained about most was cross-departmental coordination. You went to the Legal Department to do something, you went to the Finance Department to do something, you got something to do with the human resources, the shoes were rancid, and they were endless. In accordance with the rules, it does not comply with the rules, and tells you a lot of 'nothing'.
Why do managers always say 'No'? Because 'No' is actually the easiest way to say a word, 'No', nothing left to do. When saying 'Yes', it may be busy for months. .
This manager who often says 'No' is actually a lazy person. He is not qualified to be a manager of Jingdong Group. These people must be eliminated.
4, Semi-retired, Half-employed old employee
Since the establishment of Jingdong, we have rarely fired exorbitants, including senior executives. If performance assessment is not successful, as long as you don’t have any principled mistakes, that is basically rotation, and once or twice, then it should be rotated three times four times. In many job conversions, such employees are basically in a semi-retirement and semi-pensioning state.
With the development of the company and the transformation of management thinking, I gradually realized the drawbacks of this approach. This is an irresponsible approach, irresponsible to the company, and equally irresponsible to the employees. Just like the boiled frog, There is always a day when the water is open, but the frog can't jump anymore.
Jingdong is very important to the old employees. We will give them a lot of equity. For them, 'being taken away' means to abandon a lot of upcoming wealth, and thus tangled up to stay, but in reality the performance is not Ideal, it can't create much value for JD.
Everyone is actually worthwhile. If this employee still cannot find a suitable position after several rotations in Jingdong, it is probably because Jingdong is not suitable for him, or he does not meet the needs of Jingdong’s current development stage. To other companies, he may perform very well and his performance will be very prominent.
After considering the trade-offs, we reached an agreement internally that instead of allowing these semi-retired and half-employed employees to continue to meddle in the business, it would be better to just be a bit decisive and take them out of Jingdong as soon as possible. Of course, they had previously considered the equity issue. The company also honored them in advance.
In fact, the reason why a company makes such a decision is not only because of the poor performance of such employees themselves, but also because of the negative impact they have on the morale of the entire team. Imagine that everyone is working hard and earning money. Overtime to 10 o'clock, 11 o'clock, they hold equity, but in the business hours do not work, one to six to leave work, this will have an extremely bad influence on the mentality and atmosphere of the entire team, from the company's From an angle, letting them leave is almost an inevitable choice.