No Longer An Employment Relationship. Xu Wei Is Talking About Business.

More and more people become practitioners under the tide of shared economy. They even form their own.

A key link, they are non enterprise employees, but platform partners.

But the reality is that most traditional enterprises still focus on employment relationship and will maintain this pattern for a long time in the future.

However, this does not mean that the organizational form of enterprises can continue to follow the beaten track.

For traditional enterprises, the new form of employment brings an important inspiration -- to break the traditional hierarchical structure, eliminate the information asymmetry, and create an open platform for employees to provide support and services.

This is especially true for external forces from enterprises.

The driving force for its growth is coming from the value created by all online and online employees after the new organizational system has been pformed.

Behind the management reform is the profound thinking of Xu Weihong, general manager of the children.

Breaking the traditional hierarchical management

The Internet is an important driving force for sharing the economy and sharing the new situation of employees.

"The growth of employees in the Internet age has not only made information sources more diverse, but also the emergence of various tools.

If the enterprise is still dominated by traditional hierarchical management, employees may not buy it. "

Xu Weihong said.

Xu Weihong, who has been in the retail industry for more than ten years, has realized the urgency of change.

He believes that in the traditional enterprise management framework of thinking, if the enterprise is a house, the roof is KPI, and the two pillars supporting the house are operation and management.

KPI is decomposed to employees on the basis of "authorization, process and system" according to the elements of operation and management.

However, there are two problems in the traditional distribution mode.

First, when employees execute the rules set up by enterprises from top to bottom, new changes have taken place in the market. Employees are sandwiched between backward value pmission and real consumer demand.

Two, resources are allocated according to the management level, and the employees who are most familiar with the market and consumers get the least resources, and the individual value is not fully displayed.

In Xu Weihong's view, the change in the form of employee management represents only one phenomenon, whose essence lies in the change of production mode.

Under the background of the Internet era, the management mode of enterprises based on themselves is replaced by the user centered value creation mode.

"He said.

In fact, Dulake has long predicted that the sole purpose of enterprises is to create customers.

The profit distribution pattern of traditional enterprises is the distribution of price difference, and the distribution between enterprises and suppliers, employees and consumers is based on competition.

In a relatively fixed profit margin, who has the right to speak can get more.

Why can't we share resources so that we can create more new values together?

With these thoughts, Xu Weihong set up a children's king in 2009, which is different from other mother and child stores. It not only provides mother and child products, but also provides one-stop service for children and mothers to provide training, education and entertainment.

At the same time, a strong membership system has been accumulated to enable all employees to share the information of millions of members of their children.

At the very beginning, Xu Weihong defined the direction of management change as: breaking the distribution pattern under competition and creating a value sharing platform based on customers.

Create a resource sharing platform for "integration of people and guests"

Xu Weihong, who has deep thought on management, realizes that under the "creative mode", the three elements of the original business management "authorization, process and system" should be replaced by "goal, resource allocation and staff motivation".

At the same time, data has become the first production material in the Internet era, and the corresponding digital tools are particularly important.

Under the condition of shared economy, the partners are often given sufficient resources and tools on the platform, which gives them great autonomy and convenience.

But in the internal sense of the enterprise, employees usually get the resources and jobs to match. Employees at the grassroots level want to create value, but they often fail to achieve them because of the lack of resources.

Inspired by the shared economy, Xu Weihong ponder whether he can create a sharing platform so that all employees can equally enjoy the resources of the company so as to stimulate their value creation ability.

With the accumulation of 10 years of retail thinking, Xu Weihong and hundreds of people's Internet technology team have been grinding for three years, and finally developed a "people to one" platform.

Through this platform, 3000 employees can share their children's members, commodities, supply chain resources and so on.

Take marketing resources as an example, in traditional sense, the marketing expenses of enterprises are allocated to the market department according to the percentage of sales, such as 1%, and the managers of the market share their control and decision power.

But in child king, every front line employee has the right to control 1% of the cost.

Children's 1/3 shop assistants usually appear in hospitals and communities where pregnant women, babies and mothers haunt.

As long as they reach potential customers, they can issue coupons to each other through "APP", thus facilitated consumption.

In Xu Weihong's view, this not only allows employees to enjoy more autonomy, but more importantly, allows the original flow based distribution of one-way flow of resources is always in the flow, where customers need to flow to where.

In addition, employees can benefit from the analysis of the entire platform data.

Based on the analysis of big data, child king will automatically push the service demand of point-to-point service to each corresponding employee's APP, and the staff will perform daily member management tasks accordingly.

For example, whether a member reaches the expected purchase value of the month, and the amount of consumption is ranked in the whole child care consultant system.

If a customer has not consumed the child for a long time, he will also push the message to tell the staff when to call her.

On the platform of "integration of people and customers", employees can not only share all kinds of resources of their children, but also have a clear and timely understanding of their performance, bonuses and members' information.

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"Value interaction" with members

While building a resource sharing platform,

It is also pforming the form of organization into a hierarchical and hierarchical one.

In 2012, the child Wang carried out a large organizational restructuring. The boundary between departments was broken. The whole company was divided into three parts: customer research, customer support and customer management.

On top of that, Xu Weihong introduced the product manager system of Internet Co.

In child king, product managers are fully responsible for the value of goals and creativity.

The company has a team called the pregnant women research group.

They made a special pregnancy Expo and left a deep impression on Xu Weihong.

In the pregnancy Expo, there is a "one parent experience Museum", which allows parents and fathers to experience all the experiences of children on the day they are born. This project is very popular.

According to Xu Weihong, these are the results of a long discussion between pregnant women and pregnant women.

Xu Weihong knows that as a manager of an enterprise, the higher the company's rank is, the farther away from the customer.

Each product group is gathered in a fixed value field, and only through one product group can the child king be more flexible in innovating and better serving members.

Introducing social forces in suitable positions

Now, Xu Weihong sees the importance of external forces under the trend of shared economy, and begins to introduce social forces to form a symbiotic state with internal employees.

Xu Weihong divides his employees into employees and online employees. In his view, too many employees will make the company very heavy, and the appropriate introduction of online employees at some posts can not only serve the members better, but also enable the company to become more open.

For children Wang, what kind of post is suitable for opening to outside employees? The answer is: more needs to be close to customers, and has unique and irreplaceable value.

For example, "director of childcare" is a post opened by the child king to an incumbent doctor.

In the minds of mothers, the most authoritative child care knowledge comes from the doctors, especially those who have worked for many years and have experienced experience.

The doctor's duty is to see a doctor to save people, but most of them do not want to leave the hospital and choose other non hospital jobs.

At the same time, for the mother, a working doctor is more right to speak than a doctor who has retired for many years.

However, it is impossible for the child king to bring these people into the system of child king.

In 2016, Xu Weihong issued an important task for every store to find the right child care director.

The main task of the director of child care is to answer questions and answers to members of mothers.

At the same time, doctors can also independently teach children's knowledge at weekends.

In addition to doctors, the children also provide a full-time mother with a platform for social contact and self realization.

Taking advantage of the mother's ability to share, the kid opens the public number to full-time mothers. In fact, many full-time mothers have rich experience in child rearing. They will share their experience and experience in childcare without reservation.

In Xu Weihong's opinion, online workers such as doctors, full-time mothers, etc. belong to the high net worth group. Many times they do not take this job as the main source of income. Their children are satisfied with their material needs, such as being respected by others, and being difficult to achieve autonomy in their original work.

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Under the trend, employees have been separated from inside and outside, but opening jobs to external forces is still a question worth considering.

For most enterprises, more important than the introduction of social forces is to break the traditional organizational structure and allow enterprises to pform themselves into open platforms.