In the company, how to avoid pseudo democracy and eliminate strong players?

Do not decide the players' stay by the amount of support, but speak by the results, the good ones will stay, the bad ones will be eliminated, and there will be no democracy. Especially those companies that need to rely on performance and project profitability to survive.

As a company itself, the purpose of business should be to make a profit, not to embody democracy.

If there are several newcomers in the company department at the same time, then it is necessary to eliminate those who are not strong, have poor ability, or have bad quality according to their strength.

Generally, the system of inspection is used to evaluate newcomers, and it has nothing to do with democracy.

For example, the design of a certain product, from the appearance design of the product, whether it can meet the needs of customers, whether it can reflect personal professional skills and literacy, these can actually be judged without democratic opinions, especially the manager in charge of the entire department project, for these things should be clear.

Indeed, it is possible to speak democratically at the beginning of a product requirements discussion or design. Everyone has their own opinions, and then brainstorms to see what kind of ideas and ideas can be used.

Finally, in the assignment of work, the design is carried out in different directions, with the winner as the final plan.

But you should know that opinions can be democratic, but the final effect can make customers satisfied, there is only one. Therefore, in the end, it is definitely not the opinion of the insiders, but the ...... of the customer's acceptance of the decision

Engage in democratic elimination? I'm sorry, this is not a brain-dead talent show, this is a workplace fight, and it is a commercial operation ......

Under normal circumstances, during the probationary period, there will be a master who will take these newcomers and arrange tasks for them.

It was also the master who led them through the door and told them what they should do and what they needed to do well. In the process of actual contact, everyone's ability, quality, and personal character, the master will more or less experience, this master is the person who can give them a score during the probationary period, and the score of this part is generally about 50%.

If the master thinks that you are not a good employee and are not suitable for work in terms of skills, character, communication, etc., he will naturally give a low score. And if the ability is good and the work is good, the score will naturally be higher.

In addition, there will be personnel from the personnel department to score, from the resume of the newcomer will have relevant information, personnel in the personnel department, according to different information, focus on different weights for scoring. This part generally accounts for 20-30%.

And the last part is in the hands of a higher level of leadership. They will have the right to approve, and generally if they have no opinion, they will agree with the judgment of the master, the supervisor and the personnel department.

This is also a certain degree of democracy. Moreover, if you really have strength, you won't be eliminated......