Guo Taiming and the post-90s employees explained each other.

Abstract: After 90 years of strong autonomy, it is very disgusting to militarization and obeying command-based management. The construction of corporate culture is even more important. Managers must change the image of traditionally compulsory leaders and manage them by means of humanization and scientific methods: the change of reprimanding is the communication, and the boss who gives orders is the spirit-led instructor. This is with 90. After the employees get along with each other to achieve a win-win situation. A video of "Guo Taiming angered employees", which was only 7 seconds long, was on the Internet. When Guo Taiming inspected the mainland factory, he saw that the employee smoked and went forward to stop it. Instead, he was criticized by the staff, "Who are you and your X thing?" Guo Taiming called the supervisor on the spot: "You don't fix him, I repair you, we don't want Foxconn to be such employees."

What should I do if I don’t buy the boss’s account after 90?
When this video came out, it quickly detonated the public opinion. "Remember that Guo Taiming looks very important." "The first article of employee training should be changed to recognize the boss." "Do not work hard, don't be lazy, don't play long eyes." For strangers, don't arbitrarily answer, shut you down." Even good people reminded us that "this thing tells us that we must first know all the superiors after finding a job!" There are also many netizens who are arrogant about the employees who are being opened, such as Foxconn, an authoritarian company that “does not do it”.
Supporting Guo Taiming's belief that a company's rules and regulations are rigid. What's more, in the aspect of corporate management, Guo Taiming has always emphasized that "governing a factory like a military", attaching importance to discipline, and paying attention to details is notorious. As a company employee, you should abide by the company's rules and regulations and not smoke in the danger zone of the factory. Whether Guo Taiming to discourage, or others to discourage, these two employees should not be embarrassed. This is not just a question of employees not knowing their bosses, but a performance of one's low quality.
Public opinion generally attributed the "Guo Taiming's beating incident" to the grassroots employees who did not know the big boss. In Chinese culture, there is an image of this kind of thing: there is no eye for Taishan; Dashui rushes to the Dragon King Temple... There is a legend about Lenin, which is different from that of Guo Taiming and the pride of Foxconn 90 employees. On one occasion, Lenin went to the Morni Palace for a meeting. When he was about to enter, he was stopped by the new soldier Lobanov who was standing guard and asked Lenin to take out the pass.
At this time, the comrades who came to the meeting saw this scene and angrily let Lobanov quickly release. However, Lobanov insisted that Lenin take out the pass. Lobanov delayed Lenin's time. Lenin was not angry. He was very pleased to praise Lobanov and stressed: "We need such a serious and responsible warrior. Revolutionary discipline is something everyone should abide by, and I also It is no exception.” The lower level adheres to the principle, and the superiors obey the law and discipline, and can work together to achieve a common cause. On the contrary, it is difficult for a good organization to grow up.
Looking at Foxconn again, the boss who does not know his own staff reflects that corporate culture propaganda has not been done. And Guo Taiming directly used hard power to open people, which also shows that Foxconn's corporate management is slightly rough. Nowadays, the 90s with distinct personality have become the main force in the workplace. They have not been used to obeying since childhood, and they have no fear of the big boss of the company. How to manage 90 is a new challenge for the bosses.

Have communication to cooperate
After 90 years of superior material conditions, most of them are only children. For things at work, after 90, if you feel unreasonable, you will be disgusted, or even expressly boycott. Foxconn's traditional management model is difficult to standardize and constrain the personality of the 90s. Judging from the "Guo Taiming's beating incident", there is a serious lack of effective communication between the company's senior managers and the post-90s.

Advance with the times, two-way communication
There is a small paragraph about the “anecdote” between the boss and the employee: there is a big boss who went to the branch to inspect and inspect, and when he entered the door, he found an employee leaning against the corridor, playing the phone very comfortably and walking him. There was no reaction around me. The boss then angered, how much is your monthly salary? The other party did not raise the head, said 5000. This time, the boss suddenly felt angry! Pulling out a stack of big bills, screaming sullenly, this is 6000, you will not use it in the future, and will disappear from here immediately. The guy was especially acquainted, and he ran away with the money. The boss who has not been angry has turned his head and asked the branch manager of the company. Who is that guy? How do you manage things? "He, he is a courier," the branch manager replied with fear.
Every generation has a workplace trouble for every generation. More than a decade ago, when he first entered the workplace after 80 years, the "secretary key door" incident was full of enthusiasm: a foreign company boss in Shanghai had to enter the office after work, and found that he had forgotten to bring the office key and called the female secretary to open the door. The result was a little e-mailed by the female secretary: the non-working time old lady is not waiting for you! The female secretary also sent the e-mail to the company's senior executives and copied them to the overseas headquarters. The general manager of Shanghai was stunned, but the female secretary’s career was ruined. No boss dared to hire the female secretary.
Regardless of post-80s or post-90s, dedication in the workplace is always more important than self-willedness. After becoming the backbone of the workplace, the 90s generally see life as more important than work. According to an online survey, if work wages, work atmosphere, career development, etc. are not in line with their expectations, nearly half of the 90s will choose to resign.
For a giant company with a large number of employees, in order to implement execution force on every employee, we must first unify values. For the post-90s, it is more important for the boss to become the spiritual leader of the company than to promote the authority of the manager. Imagine if Foxconn happened in Alibaba [microblogging] and Guo Taiming changed to Ma Yun [microblogging], it would become a very happy scene: the staff members will be chased by Ma Yun self-timer. Who knows Ma Yun in the world? Therefore, Guo Taiming should also review whether his personal brand is not loud enough?
After 90 years of strong autonomy, it is very disgusting to militarization and obeying command-based management. The construction of corporate culture is even more important. Managers must change the image of traditionally compulsory leaders and manage them by means of humanization and scientific methods: the change of reprimanding is the communication, and the boss who gives orders is the spirit-led instructor. This is with 90. After the employees get along with each other to achieve a win-win situation.
(The author of this article: the first person of Chinese brand, CCTV brand consultant, famous brand strategy expert, founder of brand competitiveness school, founder of Huasheng Zhiye • Li Guangdou brand marketing agency.)

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