How to understand Ren Zhengfei s 10 last elimination ?

On the evening of April 20, Huawei's Voice Community released Ren Zhengfei's speech at the Strategic Reserve Symposium. Taking advantage of the United Airlines incident, Ren Zhengfei warned Huawei people to always be customer-centric and not to be lazy when they get rich.

In order to ensure the concrete implementation of customer awareness, Ren Zhengfei also made a point to say that those who are not willing to serve customers well should be wary of Huawei's 10% elimination system for the last management positions set every year, "but elimination is not dismissal, he can enter the strategic reserve team to compete for other positions again." By eliminating the chief officer, the pressure is passed on. ”

He said that cadres should not take the company as a favor, and for the chief officials who cannot make achievements and dare not eliminate and demote unqualified employees, they must insist on eliminating 10% of the last position every year.

Moreover, Ren Zhengfei proposed that this year we should continue to carry out exceptional promotions, with 3,000 people at the level, 2,000 people at the level, and 1,000 people at other levels, which is to widen the gap in talent and let these negative entropy factors activate the organization.

For the outstanding talents among the fresh graduates, Ren Zhengfei believes that it is possible to give a 2%-5% index first, set a higher salary, and directly set a salary like Google, Samsung, and Apple interviews, so as to increase the attraction of the best talents. For external high-end experts, it is necessary to introduce a differentiated management mechanism and use special methods to manage; Whether the strategic reserve team can face a little bigger, the focus of training can be placed in difficult positions and challenging positions to exercise, so that the new seedlings grow faster, when he is no longer a seedling stopped at a certain layer, and a batch of new seedlings into the company's vision.

The remarks came a month after Huawei was added to the "Entity List" by the United States. In his speech, Ren Zhengfei said that it is necessary to boldly select cadres in the line of fire, promote cadres, experts, and professionals in the trenches, and let some outstanding personnel directly cross over to activate cadre groups and organizations. "It shows that competition is there all the time.

Cadres can not take the company as a favor, for the failure to make achievements, for the failure to eliminate and demote unqualified employees of the chief officer, adhere to the annual 10% of the last elimination.

If I use this ranking system of survival of the fittest to motivate employees to be strong and make them work harder.

Ren Zhengfei is the president of Huawei, and his management of Huawei is also very good, and the last performance must be eliminated.

It is to improve the company's talent echelon and become stronger and stronger to eliminate the final one.

Even if you don't do it well, you will be eliminated, even if it is an old employee, and the competition will be accelerated.

It's the so-called survival of the fittest, which is actually paper-based potential things.

This is only a way to motivate employees to work hard, and it doesn't mean that those who are at the bottom will be fired.

It's the same as survival of the fittest, choose those who have good ability to stay.

This thing is to tell us to keep working hard and constantly improve ourselves.

Capable talents in Huawei's organs must quit if they are lazy and do not contribute

Huawei's head Huawei's leading brother, Ren Zhengfei, began to attack Huawei's senior cadres and experts who did not contribute. As Huawei's management level gets higher and higher, there is no need for so many so-called capable people to stay in the agencyEven if you are really capable, you have to be eliminated from the bottom of 10%. The agency has eliminated mediocre personnel, and there are other outstanding talents on the front line who can come up.

For the first time, Ren Zhengfei opened his knife to Huawei's senior cadres, and he was more strict with the chief officer, and the more difficult it was, the more efficient he became

The human brain is like a field of crops, and grass grows without food! For those who love meetings, PPT to fight the world, who see the wind and rudder in all directions, and dare not offend people, all rush to the internal talent market, or directly eliminate. Huawei is facing a war that has never been seen before in history, and it needs to compete for the commanding heights of the world, and it will never allow cadres to be sparsely arranged.

Huawei's chief officers and supervisors must implement a 10% elimination of the last position every year, forcing self-learning and scientific struggle. Laid-off management cadres are all going to the internal talent market to find new job opportunities。If it is really necessary to arrange a post downward, it must be lowered to the rank of the post first, and continue to be assessed without relaxation;

Eliminate one Huawei executive and save the incentives of several outstanding Huawei employees

In the past, Huawei rarely eliminated high-level cadres, but this time it is of great significance for Huawei to institutionalize it. Ren Zhengfei, Huawei's leading brother, said that Huawei should seize the time to streamline its administration and reduce the number of officers, supervisors and executives who have not contributed much. Under the current situation, Huawei is in the stage of strategic contraction and consolidation, and the target of streamlining can also be senior cadres, so what can senior cadres not be eliminated?

When mediocre, lazy, and backward officers, supervisors, and senior executives are eliminated, the outstanding grassroots employees below can be promoted to become senior cadres, forming a virtuous circle.

This is to make the leadership more frequent and make the employees have a certain motivation to work.

Because this can give young people a platform to play, elimination is for better development.

Because you can't spend money and don't work, on the other hand, it should be the age of the employee.

Because many people in high positions will eat and wait for death, and will no longer do things for the company.

It may be that there are no people who do not work hard, and Huawei's system is fair.

This should be for the sake of fresh blood to get a chance to get on top.

This is a unique competition mechanism of Huawei, which makes talents more elite.

Let the people who sit on high places all day and do less work will be eliminated.

Encourage the people below to also have a chance to appreciate, and tell the people above that you may go down at any time.

Huawei's last-place elimination system refers to a kind of strong management, which aims to put pressure on employees, stimulate their enthusiasm and work efficiency, and put the whole team in an upward state through strong competition, thereby improving the efficiency of the enterprise. Ren Zhengfei, CEO of Huawei, once said: "Huawei will maintain a natural elimination rate of 5% every year.

In fact, Huawei is not the only one who implements the last elimination system, and now many companies have the last elimination system, Amazon, which has a market value of just over one trillion yuan a while ago, has 200,000 employees in every performance appraisal, and the last 10% of people may be eliminated.

I still agree with this sentence. Young people have short working hours, less work experience, and are not as good as leaders in terms of ability, so obeying leaders is a correct work attitude.

I agree with it, because young people have little experience, and there are still limitations in looking at problems, and they can only talk about their ideas on paper, which is not realistic at all.

Agree, because many young people are more proud, easy to be ambitious, or in the workplace or obey the work arrangement is more secure.

We must have the courage to unite people with different opinions, and we should regard all cadres and employees as comrades-in-arms and partners to achieve our own or the organization's goals. It is necessary to treat employees and cadres well, and establish a united and fighting group where people die as confidants. Give full play to the subjective initiative and creative spirit of employees and cadres on the main channel.

Adhere to the striver-oriented. The company should unite employees who are willing, capable and able to do things, rather than unite for the sake of unity. For employees who do not want to work and cannot do things, continue to implement incompetent adjustment and elimination.

The sea is inclusive, tolerant is great, and the inclusiveness of culture and system is strengthened. It is necessary to be open-minded, expand horizons, empathize, learn from good practices in the industry, and appropriately take into account personal wishes through job arrangements for different groups of people, as well as combine the use of various material incentives and non-material incentive tools, so as to unite outstanding employee groups to work together for a long time.

Any black or white point of view is easy to stir people's hearts, and we just don't need black or white. What we need is a gray perspective. The grayscale, which is between black and white, is very difficult to master, and this is the level of leaders and mentors.

"World Finance" reported that Ren Zhengfei, president of Huawei Technologies, recently said such a sentence. "If one day the employees don't need me anymore and join forces to overthrow me, I think it's a good thing. I think that's just a sign of the maturity of the business. ”

What kind of person is Ren Zhengfei? To what extent has the business at his helm grown today? When he utters such a sentence, isn't he really worried that this sentence will one day become true?

Before starting a business, Ren Zhengfei already had everything he needed to start a business, and all he was waiting for was a challenge or "awakening".

Why did he have what he needed to start a business before starting a business, it started with his parents, Ren Zhengfei said that he had never seen his father in a hurry. It is said that it is difficult for a good woman to cook without rice, but Ren Zhengfei's mother Cheng Yuanzhao can also cook without rice. She doesn't talk much, she does everything wholeheartedly.

Ren Zhengfei said that his mother gave him a strong inspiration: the heart is not empty when there is nothing, the heart is not chaotic when there is something, the heart is not afraid of big things, and the heart is not slow about small things. This gives Ren Zhengfei a unique tranquility in his character.

In his view, talking too much is often a distraction, interfering with the meditation that is needed to do great things.

Ren Zhengfei's parents gave him endless love, so much so that Ren Zhengfei put filial piety in the first place in the later evaluation criteria for employees. Ren Zhengfei's success today is due to his respect for his employees. Ren Zhengfei's all-employee stock ownership plan at Huawei has been truly rewarded to every employee who has contributed to Huawei's development.

When Duan Yongji, co-founder of Sitong Group, visited Huawei, Duan Yongji asked Ren Zhengfei how much equity he had, and Ren Zhengfei replied: "My stake is very small, less than 1%. The top level adds up to 3%.

If they can band together to get rid of me, I think that's just a sign of the maturity of the business. If one day they don't need me anymore and join forces to overthrow me, I think it's a good thing. ”

News person: Ren Zhengfei, born on October 25, 1944 in Zhenning County, Anshun District, Guizhou Province, is the eldest of seven siblings. After graduating from middle school, he studied HVAC at Chongqing Institute of Architecture and Engineering (now merged into Chongqing University).

After graduation, he joined the army and engaged in military science and technology research and development. Later, he founded Huawei Technologies and is now the President of Huawei Technologies. In 2011, Ren Zhengfei entered the Forbes rich list for the first time with $1.1 billion, ranking 1056th in the world and 92nd in China.

In the seventh release of the Chinese edition of Fortune, it topped the list of "China's Most Influential Business Leaders".

Are you tech-savvy? Do you understand the market? Do you know how to operate?

I shouldn't be good at it. But Ren Zhengfei is willing to give money, and may inadvertently secretly make a benevolent invincible. In this way, there is a saying that righteousness does not control wealth, and this person may become benevolent and righteous.

Benevolence can put oneself in the shoes of others and think about problems, which gives you the ability to absorb other people's opinions. Benevolence and righteousness will be in a situation where you will be in a situation where you will receive much help. Righteous people, on the other hand, usually have a sense of the big picture and a big vision.

As the founder of Huawei, Ren Zhengfei has always been very low-key, he doesn't like to accept public interviews, and he doesn't like to participate in various occasions. But all that changed came after the U.S. openly cracked down on Huawei. Ren Zhengfei is often active in interviews with major **.

So how should we understand Ren Zhengfei's concern that Huawei will still be ahead of the world in five years? <>

The "entropy increase" theory addresses concerns. Ren Zhengfei said when talking about Huawei's future development, although Huawei can survive the temporary crisis through its own parts and systems, it cannot guarantee that it will always remain leading and advanced on the road of self-reliance, and it is necessary to develop partners to globalization in order to be continuously advanced and bring more and better services and experiences to users. <>

Huawei's Level 6 technology will not be put into use anytime soon. This is also what Ren Zhengfei is really worried about, although Huawei has been going further and further on the road of independent innovation, although the research of mobile phone 6G is ahead of other countries in the world, but it will take 10 years to really put it into use. <>

Ren Zhengfei's real concern is the advancement of globalization. Huawei's first mobile phone is equipped with the Harmony system's Glory smart screen,Since its release,Mainly used as a system for the Internet of Things,But the mobile phone still gives priority to the use of Android。 This also shows that he is not willing to rashly use the Hongmeng system on the mobile phone.

At the same time, if you want to go global, you can only keep up with the trend of the times, so this is a contradiction.

But in any case, Ren Zhengfei said in a public interview that Huawei will always maintain its youthful vitality and innovation, and believes that Huawei will eventually find its own path to globalization.

Because the development of science and technology is really too fast now, after all, there is more than one mobile phone brand, and now Xiaomi and OPPO are following closely behind, so it is not certain whether Huawei can lead in 5 years.

Because science and technology are constantly advancing, mobile phones are constantly developing, and they are updated very quickly every year.