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"But in this way, how to stimulate employees' enthusiasm for work? What should we do if we encounter some employees who are not very motivated and fish in troubled waters?" Xiao Ma asked a question that he was more concerned about.

This is also a headache for many bosses, that is, how to motivate employees to work and create more value.

Each company has its own methods or corporate culture, but generally speaking, they are almost the same. It is nothing more than adding money or using some benefits to stimulate everyone's enthusiasm for work. For example, if you get up half an hour or an hour early in the morning, there will be a company bus to pick you up.

Or, if you work overtime until a certain time at night, you will get free dinner, late-night snacks, and reimbursement of the taxi fare home, etc.

These measures have only one purpose, which is to keep people in the company more time, so that they can always find something to do.

In addition, the performance bonus system is used to induce employees to work hard. After all, it is okay, so it is better to continue working.

In this way, more value will be created for the company invisibly. Compared with last time, the benefits, overtime pay, and performance bonuses that employees received were simply a drop in the bucket and not worth mentioning at all.

In this way, some companies still feel the pressure of employment costs, and even start to carry out related layoffs measures in order to reduce employment costs.

Similarly, the bosses present are also the same. Everyone has this problem. The companies where the CEOs are working have thousands to tens of thousands of people. The salaries of these people are very high. The total salary of everyone every month is not a small number.

This number may not be visible when the company's performance is good, but once the company's performance deteriorates and the company's development stops, this number suddenly becomes conspicuous.

So the solution these people can think of is to lay off employees, because this is the most immediate and direct solution.

So after everyone saw such a relaxed working environment and work system of Haoyu Technology, they were full of doubts. Doesn't Haoyu Technology require these?

In other words, Haoyu Technology's revenue is so sufficient that it has no requirements for employees' work. It's impossible. If such a large company had such a loose management system, wouldn't it have collapsed long ago? Why can it still operate well?

In response to everyone's doubts, Wu Hao smiled and said.

"You may have some misunderstandings. Although our company's working environment is relaxed, it does not mean that there are no requirements, let alone no expectations for everyone's work.

In fact, our company has clear responsibilities and task requirements for each employee, and we also have a complete evaluation system to evaluate employees' work performance. However, we pay more attention to result orientation rather than process control.

We encourage employees to complete their work at their own pace and in the specified time, rather than blindly working overtime or rushing work. We believe that only if employees can maintain physical and mental health can they reach their greatest potential and create more value for the company.

Of course, this does not mean that we will let go of those employees who are passive and fish in troubled waters. We will also take corresponding measures for those employees who are unable to perform their jobs or have bad attitudes, such as providing counseling, adjusting positions, or terminating labor contracts.

However, in most cases, we prefer to motivate employees through motivation and guidance. We have established a generous bonus and welfare system, and we will give more rewards and promotion opportunities to those employees who perform well.

In addition, we attach great importance to the personal growth and professional development of our employees. We provide a wealth of training and learning opportunities to help employees continuously improve their abilities and skills. At the same time, we also encourage employees to actively participate in the company's decision-making and management, so that they can feel their value and importance.

Through these measures, we have successfully stimulated employees' work enthusiasm and attracted a large number of outstanding talents to join our team. This is one of the reasons why we are able to maintain our leading position in a highly competitive market. "

After hearing Wu Hao's introduction, everyone nodded thoughtfully. It turns out that Haoyu Technology is not without requirements, but that they have higher requirements and pay more attention to results and the personal growth of employees.

This kind of corporate culture and management system not only allows employees to feel the respect and trust of the company, but also allows them to have more autonomy and room for performance. In this way, employees will naturally work harder and create more value for the company.

But soon, many people shook their heads and laughed bitterly, including Mr. Li, Mr. Zhou and the others.

This approach is good, but not necessarily suitable for every business. If their company is used rashly, I'm afraid it won't take long for their company to be completely overturned and bankrupt.

Of course, everyone is also curious about how Haoyu Technology can maintain such a system and allow all employees to cooperate willingly.

We must know that there are loopholes in any system. As the saying goes, there are policies from above and countermeasures from below. In any enterprise, there are those who take advantage of loopholes in the system and take advantage of the system. Therefore, in order to prevent this from happening, these companies have formulated many response regulations, which are what we call patches.

This is also why there are so many small items under the major items in the contract you sign. These are all explanations and supplementary clauses.

As these supplementary provisions increase, corporate systems and regulations are gradually changing, becoming more and more stringent, and even more demanding.

This is the so-called professionalization and formalization, using all terms to restrict the behavior of each employee, thereby controlling this person.

Doing so can generate more value for the company, but everyone knows that imposing so many terms on individuals is a restraint and kidnapping of individuals.

If this goes on for a long time, problems will arise, and only the enterprise will be responsible for the final consequences, while the bosses themselves will silently swallow it.

So what about Haoyu Technology? How do they avoid this situation? How can they maintain such a relaxed working environment under these regulations and systems? How do they manage it?

Facing everyone's gaze, Wu Hao smiled, then led everyone to an empty conference room, and waited for everyone to sit down.

He came to the big screen in front of the conference room, took out his transparent folding device, slid it a few times, and an interface appeared on the big screen.

As soon as this interface appeared, it quickly attracted everyone's attention.

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