Talk about the relationship between wallpaper enterprise development and grass-roots staff

China Paint Network
News: In recent years, wallpaper enterprises due to poor management and eventually closed down the event one after another, people regret, but also let people start to think about the wallpaper industry and wallpaper enterprises survival and development issues. When everyone is still immersed in this sunrise industry is thriving, this one by one the collapse of the event how to happen?
say the failed companies must have strayed from market demand in product design and development. In fact, many of us in the industry are aware of the current domestic many wallpaper enterprises research and development can be said to be "a big copy of the world", product homogenization is very serious, what is popular in the market what good to sell, immediately imitate what, but people can survive or even live well, how partial to the closure is you? Product development is clearly not a key issue in the collapse of enterprises.
also said that these enterprises may be the market mode of operation does not cause failure, this may not be the core problem of business failure. Because the current domestic market operation mode is also eight cents across the sea, each show god, agent mode, straight shop mode, brand mode, sweep the street mode, at least at present each model industry has done success.
Of course, when we analyze the reasons for the collapse of enterprises, we must understand that the collapse of these enterprises can not be a single problem directly caused, is certainly large and small, a lot of problems formed by the combined force and then slowly put down the enterprise. But among the many problems there must be fatal core problems, and absolutely internal problems.
I think that most of the poorly run enterprises are certainly high cost, high loss, low efficiency, low output of the operating state, in the long run, I believe that any one enterprise is not quite able to stand. So why are these companies doing so badly? Speaking of which, one of the core questions about corporate failures may have surfaced: the answer is that "people" have a problem.
an enterprise regardless of size have to do high-level people, do middle-level people, as well as the vast number of people to do grass-roots, about "people" what is the problem? What is the impact on the development of the enterprise? Here I would like to focus on the grass-roots staff, because whether the grass-roots staff can do a good job is not a technical problem, but an attitude problem.
Wallpaper enterprises are most of the grass-roots work is low-tech or even non-technical, grass-roots staff are divided into skilled workers and nods, it can be said that most of the grass-roots work as long as the staff are skilled in operation, serious attitude, a strong sense of responsibility, you can do a good job. But why do many enterprises in the grass-roots staff work efficiency headache, helpless? Grass-roots staff do not have corporate loyalty and sense of responsibility, this is not willing to do, that also do not want to do, can casually do never seriously, can do less will never do more, can do not do, do not find a better place to do when mixed, once found a good place to say do not do. Many enterprises every year just because of such high-cost, inefficient grass-roots work state, light loss of hundreds of thousands or even millions, heavy business can not go on or even close down.
this happens, I think the main reason lies in the enterprise itself, in the decision-makers of the enterprise. As a grass-roots staff is passive idle, no sense of responsibility, no loyalty, according to Alibaba Jack Ma's words, the reason why employees do not want to do, nothing but feel that the money earned less, work unhappy, living environment is too poor.
some business owners say, if the requirements of the grass-roots staff constantly meet that when is a head? In the long run, the grass-roots staff has not climbed into the sky? Here are two things I would like to say:
first, it is impossible for companies to worry that employee demands will intensify and become endless. Grass-roots staff to make any request, at best with the industry's better enterprises to do comparison, there is a reference standard, is set a ceiling. After all, grass-roots workers are recognized as vulnerable groups in the conventional social environment, they are not likely to exceed the industry's highest standards, they do not have this bottom, unless they want to climb to higher positions rather than grass-roots positions. On the other hand, some business owners often do not set a ceiling on the requirements of employees, if employees do achieve a better level in the industry, the possibility that business owners will continue to make higher demands is very large, because the boss of enterprises in the face of grass-roots staff is the courage to raise higher requirements, not completely refer to industry standards. In fact, many enterprises should consider from their own point of view, why the grass-roots staff will be dissatisfied with the enterprise, put forward a lot of requirements, the enterprise itself in many aspects to do a bit? Employees in the work there is no place to do, the enterprise will not be the same a lot of requirements? Why do employees become "endless" when they ask for a business?
Second, some enterprises seem to control and compress the pay and benefits of grass-roots employees from the beginning as the most important to control the operating costs of enterprises, which is a directional error, is the end of the inverted thinking. Enterprise management has such a sentence: "A core competitiveness of the enterprise, when the highest salary, is precisely the lowest cost." "As long as the market positioning of an enterprise is no problem, innovation and research and development is no problem, the operating system is no problem, management process is no problem, this enterprise is core competitiveness, as long as the enterprise can make people up and down the active work, employees have loyalty, responsibility, assessment, reduce wear and tear, improve efficiency, quality, excellent service, then this enterprise will be recognized by the market, accepted by customers, will also have the pricing power of the product." This cost of employee treatment, can be passed on to the market, customers, even if can not be completely transferred out, the overall operation of the enterprise is good, to create more profits, this employee's input is not a cost, after all, the enterprise was not created to blindly control costs, should be created to create profits. And the treatment costs of grass-roots employees will only affect those who do not have core competitiveness of enterprises. Of course, if an enterprise does not have core competitiveness, it will affect the enterprise is not only the cost of treatment of employees, it will be affected by many problems, because it does not have core competitiveness.
some business owners say that they do not want to improve the treatment of grass-roots employees, if enterprises make money, naturally is not a problem. In fact, this view is problematic, "only pay, only return" I believe that every enterprise will recognize these eight words, will spare no effort to instill in employees, hope that employees have to pay first and then to return. And when these eight words applied to the enterprise itself, some business owners always want to wait for the first profit and then improve the treatment of employees, it seems that this time do not recognize these eight words, the enterprise this double standard approach is very contradictory. There are even a few bad enterprises even "and so on have profits to improve the treatment of employees" this sentence is just shouting slogans, fooling employees just nonsense. These business owners should think, even if they do not recognize, do not believe, how can let employees to recognize, to believe it?
An enterprise can be in the sea of commerce to prepare the curtain, the final victory, absolutely need the decision-making level of the enterprise in the implementation of any matter has a forward-looking and proactive, including the treatment of grass-roots staff is the same. It is an indisputable fact that human resource costs will continue to rise now and in the near future (the state has also set out in its economic plan to double the average wage of urban workers by 2020 from current levels). Some enterprises want to buck the trend to control labor costs is impossible, the final result of hard control is the continuous loss of good employees, leaving behind some temporary transition in the enterprise and mixed days of poor staff, the company's operating conditions will continue to deteriorate. And those who review the situation, adapt to the development of the market has the core competitiveness of the enterprise, will continue to absorb good employees, and constantly eliminate poor staff, so that the team continues to optimize, and ultimately smoothly adapt to and through the market changes and shuffle, to achieve higher, faster and more sustainable development.
the treatment of grass-roots employees, enterprise decision-making level must master the initiative. Take the matter of wage increases, in recent years, our wallpaper industry overall wage level is rising year after year, whether willing to rise or unwilling to rise, to the end are up, but the initiative to rise first and passive after the rise is absolutely two effects.
The initiative to raise the enterprise in a certain period of time, its wage level in the industry is higher or even the highest, then in this time period, other enterprises are dissatisfied with the treatment of employees who want to change jobs will certainly be high salary level of enterprises absorbed in the past, while the first wage increase of the enterprise internal employees also because of horizontal comparison in the industry or feel that their own enterprise wages are good, will also try to stay in this enterprise. In this way, the first pay increase of the enterprise side can absorb more excellent employees to come in, on the other side of the internal staff stability is also better, and then can optimize the internal management of the enterprise, improve the work standards of employees, the implementation of performance appraisal. Employees because they do not want to leave this well-treated enterprise, will also take the initiative to bear and adapt to the performance appraisal brought about by the work pressure, so that the operating efficiency of enterprises gradually optimize and improve.
passively after the rise of the enterprise, when it drags on, and finally because of poor staff stability, serious staff turnover, forced to helplessly raise wages, can not change the state of enterprise distress. Because when the enterprise to raise wages, the industry is generally the same wage level, in the wage level or no advantage, can not absorb new employees to come in. And because of the serious loss of personnel before the enterprise, the overall staffing compression, the old staff left behind the workload is too heavy, but also complain that the road can not go on, once found a good place, ready to resign. More enterprises because they can not change the bad business status, the disease rush to invest in medicine, in the case of shortage of personnel, people scattered, but also the implementation of performance appraisal, the result is that the number of employees less assessment, enterprise management is also the more assessment more dead. Imagine, when your employees don't want to do it, you ask him to increase the pressure of the job, can he cooperate with you? Can he not go?
in the past two years by the overall economic situation and wallpaper industry oversupply and other factors, wallpaper enterprises are facing increasingly fierce competition and challenges, but also on the internal human resources management work put forward higher requirements. Enterprises should pay attention to the development and management of human resources, to maintain the consistency of staff needs and enterprise development goals, only in this way can the challenge into an opportunity!
, to quote the two words of enterprise human resources management and everyone community meeting -
the 21st century is the most lacking, the most expensive is talent.
employees first, customers second.