some people are lucky-they have joined an interesting startup and launched a good product.but most of the time, by the start-up companies play fast and loose narcissistic boss leadership, boss raises a number of silly employees.
companies those things we also hear many of the staff work hard, occasionally playing ping-pong--corporate income due to the explosive growth of employees to help; the importance of bosses love to"thought leaders", emphasizing how important their inspiration and value.it is true that such start-ups do exist, but the number is not much.as a matter of fact, more start-ups have organized chaos and employees confused-but we rarely hear it.
in the past five years, i have joined two start-up companies:one of them is still in business, and the other has been bought by multinational giants, and has just started making profits.in spite of the differences between the two companies, they are undoubtedly the latter.at the beginning of
, the rapid development of the company forced the founder to hire people urgently.in the general company, the human resources department will organize recruitment in accordance with the policy of the company; and at the beginning of the business, the number of people in the company is few, and the position of hr does not exist at all.as a result, the first few employees can easily recruit friends into the company.besides, there is no limit between the upper and lower levels.the manager goes out with his subordinates the night before, and the second day is going to assess the performance of the latter.
actually, even if is the successful start-up companies will inevitably be the peter principle:the principle that employees in the original position if the performance is good, it will be promoted to a higher position; however, if the employee can continue to do will be further promoted, until the arrival of his level of incompetence.in fact, fast growing businesses do not need employees to be smart, they only need employees to make mistakes.this company is like"rentier state(rentier state)"the government-as long as it is with a subordinate sihun or invade another country, must be able to get the money, don't worry about eating.
in the unreliable start-up companies, the founders, in order to reward senior employees, will enable these loyal veterans to be promoted quickly."when they come, we don't even have offices."
frankly, i used to be such an old man.in three years, i worked as a departmental supervisor from a job novice--i ran a team of over 40 people, and at the beginning, i finally made a look of"everything is under my control".of course, this is not to say that we have these veterans but we have true skill and genuine knowledge, was promoted because of seniority, rather than ability.
then, when the start-up company matures and begins to hire real talents, the new employees see a mess:the leader who has no talent leads the team to make a lot of erroneous and impossible decisions.in fact, people with children are usually reluctant to join a business-because they are too risky, but what if they are the founders themselves? they started to buy luxury goods, without exception, talk elon musk, enter the smug state.
actually, that's the second point i want to say to the tucking company-the founder.the startups that lack leadership are just a simple group of people-they are no different from a group of passengers waiting for the bus station.the founder must understand the company's products or services, and have a clear understanding of the company's goals and the strategy to achieve it.i don't know how to do this is how to get millions of dollars of investment, but i bet the company does exist.
normally, in order for the company to run smoothly, the boss often has little chance to show his personality.recall that most of the"violent temper"you know is not a leading position-even if it is done, the company is too large to go anywhere.
envisioned a scenario--ceo saw an advertisement on the way to work, was inspired by inspiration, and immediately decided the new market strategy, and immediately asked the employee to initiate action on the new plan after he arrived at the office.in normal circumstances, the probability of this kind of thing is very small.but if you like me, bad luck, met the founder is precisely a confidence, play fast and loose narcissism ghost, that such things are not.
, in fact, in many ways, we can see the founder's character flaw:lying in front of the interviewer and customer, making complete contradictory decisions, making absurd ideas and asking employees to provide solutions.because some of the ideas are unfeasible, employees tend to say"unworkable"-which leads to the boss's doubts about the level of staff.
took me to speak, two of his former club i often confuse things in order of priority--they just casually xiamang.they often stare at the computer pounding on the keyboard, like the table as a punching bag--so they give those sea mail staff issued also explains it.in order to coexist peacefully with such a divorced boss,
brings out superman's patience and toughness.in fact, we have to carry out"quality control"for the boss's empty ideas.employees should refuse their boss tactfully, and if they say"no"directly, they will be regarded as"obstacles"of their grand plan by the boss.actually, this is a group of people.