preface
Some time ago, Wahaha and Nongfu Spring were on the hot search, and Wahaha was well-known by the majority of netizens by virtue of its previous excellent products! Its unique corporate culture and management philosophy have also sparked a lot of discussions among netizens. Especially after Zong Fuli took office, the reform of the employee compensation system caused a lot of controversy, which made many old employees feel dissatisfied, believing that this change made their lives more stressful. This concept of "more work, more rewards" motivates employees, but also makes some people lose their sense of security. How do companies find a balance between efficiency and employee feelings?
It's not just money that's important
As the leader of the mainland beverage industry, Wahaha once became an invincible existence in the industry with a series of fist products such as Sprite and Master Kong.
Wahaha's position in the beverage industry, in addition to its fist products, is inseparable from Zong Qinghou's persistence at the beginning of his business, and also inseparable from the efforts of Zong Fuli's successors.
As the founder of Wahaha, Zong Qinghou is naturally the person with the most feelings for the company, but with the development of the company and the change of management methods, there seems to be some generation gap between Zong Qinghou and employees.
Zong Qinghou's management emphasizes human touch and likes to build relationships with employees, and this warm corporate culture has also penetrated into the genes of Wahaha.
As a new generation of managers, Zong Fuli hopes to bring the company better into the future, and what she represents is the spirit of Wahaha's new era.
In order to improve the efficiency of the company's operations, Zong Fuli has introduced a series of reform measures, including the reform of the wage system.
Under the original wage system, the salary of employees was directly linked to the sales volume of products, which meant that the income of salespeople would fluctuate greatly depending on the sales performance.
The original intention of this system is to give hard-working employees the opportunity to increase their income, and also to motivate employees to work harder to expand the market.
However, the actual effect is that some old employees complain that after the reform, wages fluctuate greatly, and income plummets in the off-season, making it impossible to maintain family life.
Zong Fuli's move is accused of ignoring the emotional needs of employees, and the change in corporate culture and management style may affect employee loyalty and enthusiasm for work.
This is actually a very delicate balance point in enterprise management, because in the highly competitive market, it is necessary to motivate employees' enthusiasm and creativity, but it is also necessary to have the basic living security of employees.
Wahaha has developed to the point where it is today, which is naturally inseparable from the hard work of every employee, but if you only focus on scale and profits, and ignore the feelings and interests of employees, it will be difficult to develop for a long time.
Whether Wahaha can continue to go further in the future may lie in how to find a balance between "more work and more rewards" and sophistication.
And such a question is not an immutable answer in Wahaha.
More work, more rewards
The idea of "more work and more reward" is actually a popular view in our society, which is mainly reflected in the distinction between diligence and laziness within the enterprise.
From this point of view, as long as you give more, you deserve more in return. In most enterprises, the promotion mechanism and salary system are indeed designed with this as the core.
The promotion mechanism is reflected in the achievement of heroes, in terms of performance must be the most intuitive salesperson.
Like many direct selling industries, if you have a good result in product sales, you can get a corresponding commission or bonus. This also prompts many people to risk their lives in order to fight for performance.
Wahaha once signed a large number of orders in a short period of time because the bonus was too attractive, resulting in the rupture of the capital chain. It is precisely because of this "dangerous" incentive method that you can get a high salary by "seizing the opportunity" and working hard in the company.
But as the company's management woke up, not everyone could become "opportunists", and most employees felt a lot of pressure under the original incentives.
Therefore, Zong Fuli hopes to reduce the pressure on employees and improve the efficiency of the company's internal operations by reforming the company's internal incentive mechanism.
corporate culture
Corporate culture is very important for a company, it can unite the centripetal force of employees, and affect the company's business development direction. As a giant enterprise that has not fallen for decades, Wahaha naturally has its own unique corporate culture and spirit.
Wahaha's initial corporate culture comes from Zong Qinghou's spirit of treating employees and pursuing dreams unremittingly at the beginning of the business. This spirit runs through the entire development history of Wahaha and has been deeply rooted in the hearts of every employee.
Zong Qinghou likes to run the company as a big family, and treats every employee as a relative. In the early days of the business, when he could not pay wages due to financial difficulties, Zong Qinghou personally went to the fields to buy vegetables from the farmers to solve the problem of the dinner table.
Zong Qinghou even washed the socks of the employees himself, and accidentally cut his fingers when washing the socks of the employees. Although in the end it was just a small accidental wound, it was full of Zong Qinghou's deep affection for employees.
It is precisely because of Zong Qinghou's style of caring for employees that the "family culture" has penetrated into every corner of Wahaha Company.
When any employee needs help, no matter how big or small the problem, as long as he or she reports the past to the leader, it can be solved. And many old employees still treat Wahaha as their own relatives.
Zong Fuli, on the other hand, hopes to make Wahaha more modern and efficient through reform. She believes that corporate culture can motivate employees to work harder, but over-exaggerating the "family culture" may make some employees dependent, and it is easy for leaders to lose objectivity!
Write at the end
The story of Wahaha shows us the importance of corporate culture and management philosophy. Although reform is necessary, if the basic feelings and livelihood security of employees are neglected, the development of enterprises will be at risk. As consumers and employees, should we also wonder whether companies should also take into account the voices of employees when pursuing profits? Everyone is welcome to share your views in the comment area, and liking is also a support for our discussion!
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