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US Group COO Gan Jiawei

2014/7/22 14:02:00 37

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US Mission COO Gan Jiawei

the United States really touches me in September 2011.

In Hangzhou, the US group held a regional exchange meeting. I told Wang Xing that I wanted to go and have a look.

When I got there, I felt that the American regiment was very similar to Ali ten years ago.

I feel this group of people doing things and basic values are very Match with me.

I have a desire to join in my side to share my more than 10 years of experience. This is a self actualization impulse.

frankly speaking, I choose a company to focus only on two points: first, whether the industry has prospects; second, is the company's core management team, motivation and mindset to do things that I recognize?

At that time, although the US regiment was not good at managing large teams, the genes were very healthy.

I have managed more than 7000 people in Ali, so I feel good even if there are more problems.

In other words, because of the problem, Wang asked me not to ask me so many questions.

When p finally made a decision, I asked my wife's advice. She said, respect me and support me.

Finally, I said to myself, if I don't go, will I regret it in a few years? If I think about it, I will regret it.

Even if the last American team fails, I can show some experiences that I have accumulated in the past.

management, to put it plainly, trust is very important.

just arrived in the US, how can I establish trust with the original team of the US group? First of all, you have to understand this industry very well and you are an expert. This is the premise, otherwise you will have more auras and no one will believe you.

Secondly, you have to interact with the team in an appropriate way, because everything is not done by yourself, but by others.

How a manager can quickly make your people feel your real side is also a reflection of leadership in some way.

of course, I will also use some necessary means, such as visiting cities, face-to-face exchanges.

In Beijing, we have a training session every week. I will take two to three hours to meet with you. There is no theme. Everyone raises their hands to ask any questions. I may not tell all the truth, but what I said is true.

P, what kind of person you are, and what kind of person you will use.

In fact, employing people is the biggest politics. If you choose a person of this style, it will decide the style of the following group of people.

I still very much agree with Ali's fair, open and pparent management mode, so the managers I choose in the US group are also such people, the employees they choose will also be such people.

In this way, the pmission of many things will be relatively smooth.

in the past few years, I have spit out a lot of experience, but I also learn much.

Before Ali, a lot of things were logical, but for the US group, when I came in, it was almost the lowest tide of group buying market. In recent years, the market environment has undergone tremendous changes, and the challenges have also increased a lot.

You will encounter many situations that you haven't met before, think, learn and grow.

I know that there is a great difference between what I really know and /p >

local life (service) has the characteristics of non standardization. This determines that it can't develop the < a href= "http:// www.sjfzxm.com/news/index_c.asp" > Customer /a by way of UGC mode, just like Taobao.

Local businesses have weak Internet awareness and poor capability. IT needs a large offline team or a push team to develop and maintain.

because group buying business is developing very fast, so it needs a standardized modeling process.

This is like the army. It starts at the beginning and starts beating up, but if you want to become a regular army, you need to drill and practice assassination, and a basic action is practiced many times.

after I came to the US regiment, I first made a standardized dismantling and Analysis on the business skill level, and then set up the model.

We want the result, but only if we manage the process well can we get the result.

You can only get E by doing A, B, C and D well.

In fact, the process of management is to split A, B, C and D, and then tell you how you can do all these things to get the results.

This is called standard operating procedure (SOP).

This is no longer done in industrial enterprises.

but the huge offline team has very high requirements for management.

There is a big difference between people and machines: people are emotional and thoughtful. As long as you make up the process, they will operate according to regulations.

When putting SOP on different people, it will produce different results, sometimes even the opposite result.

at this time, you need to talk with < a href= "http:// www.sjfzxm.com/news/index_c.asp" > team < /a >: what is management, including management objectives and some basic operations management, SOP management and so on.

To some extent, you can think of business and management as plants on Soil and soil. Only if the soil is good soil, good soil, plus correct business strategy, can we get good results.

your team is positive, but there is no way to win in business.

Like Earth eight, you are brave again, but without training, you rush or hang up.

But if you train well and well equipped, if the soil is not good, you will not get good results.

I feel that after I came to the US regiment, it was mainly from the two aspects of business and team management, according to the characteristics of the business, to summarize these standard management processes, and then continue to strengthen and operate through appropriate management means.

Let these two aspects cooperate more and more tacit understanding.

business strategy is not too complicated. It is nothing more than grasping the amount of visits first, then grasping effective visits.

Every morning we take half an hour to set up morning meetings, and then we call them back in the evening. We will solve your second day problems with your manager one by one.

Many companies are doing these things, but the quality and persistence of them are different.

I often tell the team that there are many people doing the same job in the world, but the practice is very similar, but there are few real experts.

What is a real expert? First of all, he has a strong will and ability to explore the truth, that is, the so-called "casserole".

In addition, he succeeded in doing so, and he failed to do so.

Boasting everyone will listen to two sentences in the East and two sentences in the West.

real experts, even if faced with great difficulties, have more objections and think that they must do so.

Everyone knows what to call, but many people do not do well. What is the reason? Because this is not his belief. When he meets some difficulties, he will go around.

For example, some employees would say, "I am good at calling, still faster, and call on the house. If the boss is absent, he may run in white. Is it better to call at this time?" many times, if you are not a real expert, you will be confused by this confusion and the management action will go out of shape.

I know there is a big difference between what I really know and what I really know.

< a > href= > http:// > www.sjfzxm.com/news/index_c.asp > Management > /a > road connection > /strong > /p >

there may be different schools of management for different companies.

Even if the same company, different managers, how many will have his own style and characteristics.

From a deeper perspective, I think the main road is connected.

I divide all my management into four levels:

the first level is the most primitive management, almost no management or spontaneous management.

In the age of planned economy, we can not talk about any management. After the reform and opening up, we really introduced western modern enterprise management. That is also the next thirty years.

The management level of Chinese enterprises is relatively low, and most of them are still at the first level, which is an instinctive and spontaneous management.

second levels, the introduction of relatively scientific management methods, such as target management, performance appraisal and so on.

In my view, the management of most of the world's top 500 branches of China is at this level. They are more concerned with goals, results and numbers than private and state-run enterprises, and are more aware of rewards and punishments.

third levels, the introduction of a relatively perfect process management.

I think the third level can do a good job of decomposing business logic, and then through the management system to grasp the key process indicators, through the process control to achieve controllable results.

Because only the process can be pursued, and the result is impossible to pursue.

Fourth levels, that is what I often talk about in the US regiment is the so-called "training people" or "borrowing the truth".

What is false? The results we speak, the process indicators, and some of these figures are false to some extent.

What is true? The development of talent and organization is true.

Again, a brilliant manager runs to the third level, what can he do? It's like installing a sensor for him, monitoring everything he does, every process, and finally I come to get the result, so it is more traditional process management.

But what is the real effective management? It is you who turn the lower level into yourself and let him work voluntarily and voluntarily, which is truly effective management.

in other words, process indicators and result indicators are only a means, and the purpose is to cultivate and copy yourself through these unreliable people.

In this way, you cultivate people who are full of flesh and blood. He is willing to do this thing on his own initiative, not just because your management is very thin.

What is a good manager? After he left, the company or business is still growing healthily.

On the surface of P, managers are looking at indicators and data, but in fact, our starting point and guiding ideology are different and different.

wait until the fourth level, you need to do two things: first, recruit and train subordinates.

I often tell colleagues in the US group that managing a company is essentially the same as managing a country.

The state must focus on education, and the enterprise is recruiting and training employees.

Second, do top-level design, or system design.

In this design, good money drives out bad money, so that those who are capable and willing will get everything they deserve and encourage everyone to work hard.

The United States is the most developed country in the world because it has the best educational system in the world, and the so-called American dream is real, encouraging American citizens to strive for progress.

what is human nature? Everyone wants to live and be relaxed, free and free.

When we manage, we must aim at the characteristics of human nature, design a good system, make those behaviors you want to happen continuously, and the people you approve of get everything he gets, even get more than he thinks, so everyone will go in this direction, so that your management will become more and more voluntary.