The departing Windows boss talks about why WP failed, and what did he really say?

He saidWindows failed because it missed the opportunity and struggled to catch up with its competitors.

Windows has always been the first choice for people to install computer systems, but it has since been overtaken by Android and Apple. I have to say that this is a very realistic and cruel problem, just as helpless as the fall of Nokia. The timing of the business is very important.

Seizing the moment can be said to ride the wind and waves.

For example, Lei Jun, the founder of Xiaomi, said that if you want to be a pig on the tuyere, as long as you wait for the right tuyere, the pig can also take off, which shows the importance of timing. Lei Jun just seized the opportunity to have today's Xiaomi develop so rapidly. But Windows didn't have such an awareness, and didn't realize that it was behind Android and Apple, so it failed.

Enterprise innovation is also very important, like Apple, every generation will have surprises, but Windows does not, he is not just not seizing the opportunity, he does not understand that innovation should be the root cause of their failure。Only innovative companies can stand in this cruel market competition. For example, in the case of fierce competition in the mobile phone market, Huawei can not forget its original intention, continue to innovate, and develop new products, which is very important.

The timing of the company's development can be said to be an acceleratorBut the most important thing is innovation, only these two points complement each other, in order to truly achieve the development of the enterprise. We should learn from the lessons of our predecessors and continue to improve to make our company develop better.

Because his opponent's steps were too fast, he couldn't catch up.

The opponent is too fast, and his own ability cannot catch up with them.

He said that it was difficult for him to catch up with the current trend right now.

It can only show that his appearance is no longer suitable for the current business.

The main reason is that the opponent is developing too fast, so it is also very helpless.

The main reason is that the opponent's pace is too fast, and he can't catch up at all and fails.

Mainly because the opponent is too fast, so he can't catch up.

System failures have nothing to do with departing executives.

Employee resignation is usually divided into the following types: voluntary resignation, dismissal, and resignation in accordance with the termination of the employment contract, such as retirement, non-renewal of the employment contract upon expiration, and disappearance or death of the employee.

1. Self-resignation:

According to the relevant provisions of Articles 36 and 37 of the Labor Contract Law, the employer and the employee may terminate the labor contract if they reach an agreement through consultation, but the employee shall notify the employer in writing 30 days in advance, and if the employee is on probation, 3 days in advance. Therefore, for those who resign on their own, attention should be paid to checking whether they submit the resignation within the time prescribed by law, and at the same time, they should be required to fill in the "Resignation Application Form", and the resignation procedures can be completed with the consent of the employer. Here, special attention should be paid to the fact that if the employee needs to compensate for the losses caused by the employer during his or her employment, the compensation should be settled together with the employee's resignation.

2. Dismissal or voluntary resignation

If an employee violates the relevant provisions of Article 39 of the Labor Contract Law, the employer may unilaterally terminate the labor contract. Article 43 stipulates that an employer shall notify the labor union of the reasons for unilateral termination of a labor contract in advance.

If the employer gives a dismissal sanction under the six circumstances specified in Article 39 of the Labor Contract Law, the employer shall first notify the trade union, and if the trade union agrees to the dismissal sanction, the personnel department shall make an Announcement on Employee Rewards and Punishments, which shall be effectively announced within the scope of the unit. On the effective date of the announcement, the personnel department shall make a notice of rewards and punishments for employees, and deliver it to the employees themselves, and the employees will directly handle the resignation and handover procedures with the notice.

If an employee does not leave without any resignation application, similar to an employee who has seriously violated discipline and rules and regulations and should be dismissed, or if an employee fails to submit a resignation application within the prescribed time, and the employee does not leave without saying goodbye within a certain reasonable period of time and complies with the dismissal circumstances stipulated in the rules and regulations of the employer, it may be regarded as a "serious violation of the rules and regulations", and the personnel department shall notify the trade union, and after the consent of the trade union, issue the "Employee Reward and Punishment Announcement", which shall be effective from the "Employee Reward and Punishment Announcement" On the effective date, the employment relationship between the two parties shall be terminated. At the same time, the employer shall urge the employee to go through the work handover formalities in the form of a Notice of Termination of the Labor Contract within a reasonable period of time. If the employee fails to come to handle it within the time limit after being reminded, it will be deemed that the employee has waived all his rights.

If any loss is caused to the employer, the employer has the right to claim compensation for the hardship.

3. Resignation in accordance with the termination of the labor contract

If an employee meets the requirements for termination of a labor contract as stipulated in Article 44 of the Labor Contract Law, the personnel department of the employer shall issue a Notice of Termination of Labor Contract and serve it on the employee within 30 days before the expiration of the termination circumstances, and the employee may go through the resignation formalities with the Notice of Termination of Labor Contract. If an employee disappears or dies for any reason, the resignation and handover procedures for the termination of the labor contract shall be handled by the department head with the Notice of Termination of the Labor Contract.