Thinking about Enterprise Management from the Struggle with My Wife
Today on the high-speed train from Hangzhou to Shanghai, I received a call from a college friend. I got off near Hongqiao Station and finally put down my phone. In addition to feeling that Apple's battery is "really impatient", as a non phone Congee powder, I was also surprised that I would "mushroom" with a man for so long. The whole phone call can be summarized as that guy admitting to having been subjected to "inhuman" abuse by his wife, experiencing various confusions, hardships, and heartbreaks, to the point where he is now a "useless person" with nothing but despair. By the way, he also left behind a sentence with some philosophical significance: To know the cause of the past life, what is the recipient of this life.
As for me, listening to him speak, my mind suddenly jumped out and I thought about some recent events at work. I tried to relate them and share them with everyone.
My friend said, where does his wife's lack of reason manifest itself? That girl likes to play with LEGO (a type of plastic building block) and often uses children as an excuse to buy LEGO. On weekends, I would play with my child with LEGO. It was a dark day from morning till night, and finally all the flat surfaces in the house were set up with LEGO bricks. Then the girl started to buy glass cabinets to continue placing more LEGO bricks. In this way, my buddy is not willing anymore, so he said he should balance work and rest, and stop in moderation. Unexpectedly, before she could finish speaking, the girl jumped high and started pulling things up and down. In short, she just said, 'What's wrong with buying a toy?' and then burst into tears, tears streaming down her face.
My buddy summed up that after a few years of marriage, he found that no matter what happened, whenever there was an argument, his wife was the standard procedure - crying, arguing, and hanging (sometimes interpreted as running away from home). He also said that it wasn't like this at the beginning. I don't know when it started, but this state has become the norm. He feels very tired and now he's too lazy to ponder or persuade.
Parents don't mind briefly, let's ponder what that guy said. First, let's talk about the effectiveness and solidification mechanism of the process. For example, he said that his wife didn't react like this when she encountered problems at the beginning, and later she cried, made a scene, and hung herself without knowing when. What is this concept? After marriage, both parties are in a period of mutual exploration in the post romantic era, measuring the scale and tolerance of their life interactions. At this time, the woman discovers that every time she follows the process of crying, making noise, and hanging, the man compromises, and both husband and wife reach Pareto optimality, that is, the woman achieves her goal and the man is willing to compromise. This measurement process is the process of verifying the effectiveness of the "crying, making noise, and hanging" process. Once the effectiveness of the process is verified, with multiple implementations of the process, this routine (process) is solidified.
In recent years, I have communicated with friends multiple times about enterprise processes and found a strange phenomenon, which is that most of the processes mentioned in enterprises have become tools and channels for internal control and compliance in most people's understanding, especially for rapidly developing private enterprises and well-established Fortune 500 international enterprises. I can even make an arbitrary conclusion that the most frustrating thing for employees of many large enterprises is their own company's "so-called processes". In their minds, processes seem to have become the boundary between big and small enterprises. Companies with standardized processes are original high-end companies, while those without standardized processes are wild companies. Upon careful consideration, in this perception, processes represent review, control, and standardization, and this perception itself precisely represents the vast majority of business people's understanding of processes.
This is not right! I boldly believe, or rather, I would rather believe, that any company is born and solidified from the beginning due to business needs rather than compliance needs, development needs rather than prevention needs. For example, children's training institutions have found that the path of "trial courses - separating parents from children - persuading parents - pleasing children - sharing children's progress" can most effectively promote the signing rate and word-of-mouth dissemination. When this path becomes the enrollment management process of children's training institutions, having all course consultants proficiently execute this process is the most effective way to improve the institution's business performance. There are many examples like this, and I understand the aspect of requiring processes to solidify actions and using standard actions to promote business development as the original intention of setting processes, which is the positive aspect of processes. I can't say exactly when it started, but the original intention of this process gradually faded away. It seems that managers around the world are more concerned about the role of the other side of the process, emphasizing control and compliance, and then infusing this awareness into the core of the company's culture, making everyone feel that the process is a steel shield guarding the safety of the enterprise. Is there a suspicion of putting the cart before the horse?Process - in itself, it should be a spear first, and then a shield~
My friend said that his wife is unable to communicate, where is this reflected? That girl is a humanities student, and my buddy is a science student. Every time I ask for directions during a trip, the girl is always looking for iconic buildings, while my buddy always talks about east, south, and west. So, as long as they communicate with each other, it's basically like a chicken talking about different paths and different destinations. Encountering conflicts can be even more humorous. The girl is responsible for giving examples to illustrate what they mean, while the buddy is responsible for logical reasoning and understanding why something is happening; Then the girl asked if you had any feelings, and the buddy retorted whether you had any thoughts. In the standoff, the girl threw out her trump card, saying "You don't love me," decisively ending all the love in the world.
Regardless of who is right or wrong, logic comes first and emotions come first. Is it only at home that such things happen? I think this phenomenon is more vivid and lively in enterprises. Recently, I have summarized two classic insights. Firstly, anyone who has the ability is stubborn enough to form their own system; How far is the distance between humanities, physiology, and engineering students? Just four words, three lives and three generations.
Enterprises generally face external pressure and internal attraction. The external pressure is transmitted layer by layer internally, and the attraction helps the organization not to break links due to excessive pressure. However, the difference in channels among internal managers is a huge internal friction and resistance in the development process of the enterprise. It can affect the internal transmission of pressure, making the enterprise lack motivation for development. It can also consume the internal attraction of the enterprise, making it easier for the enterprise to break links.To reconcile the "three lives and three generations" within the enterprise, it is not to turn the three lives into a lifetime, nor is it to form a decision-making mechanism of one voice, but to adjust the channel frequency together, mainly the issue of consistent values and concepts.
For example, some companies actively support employees who have left before to return, while others do the opposite. It is difficult for us to judge who is right or wrong, but the differences in such strategies may reveal different value orientations between the two companies. No matter what kind of "life" they are, no matter how stubborn they are, the means and techniques may not be consistent, but the value orientation must be consistent within the company, otherwise the company will not develop quickly or well.
My friend said that his wife and he often argue over the child, why is that? Originally, my buddy was away from home all year round due to work, and the children at home relied on his wife to comfort and teach them, which can be considered as a healthy and chubby growth. Every time my buddy comes home on a day off, he occasionally takes an interest in putting on a strict father tiger father demeanor and preaching to the child. The child doesn't seem to buy it, either frowning or crying loudly, making the old father feel embarrassed. Well, just now his tiger eyes widened, and his wife always came as promised. So, how could it be peaceful?
As senior managers of the entire organization, this also requires reflection. On weekdays, leaders always think they are omnipotent. When something unexpected happens in the company, they hastily organize a special meeting. All relevant departments of ABCD are called together to report the situation and grasp information. They pick up a whiteboard pen and point out the situation in the meeting room, calling it "sorting and organizing". Actually, if we calm down and think about it, whether it's human resources, administration, finance, or procurement quality business, each department has its own operating logic. Compared to frontline department managers, as organizational managers, we must have limited knowledge and incomplete understanding of direct business. Our advantages lie in the three aspects, larger scope, longer duration, and deeper level. Only those that meet the requirements of the three aspects may give us some say.
When I was young, I didn't know what to worry about. I always felt that the leaders in the news network were amazing. They said nothing for half an hour. Only when the local accent remains unchanged and the hair on the temples fades, will we realize that this is the greatest way of management——If leaders come out to point fingers in all directions, it would be the most terrifying thing in management. Organizing a crazy grassroots organization would disrupt the daily operation logic of affairs, like changing fate and stirring up the power of the stars. A fraudulent corpse would bring endless harm.
After talking so much, I can't distinguish whether this is an essay or a diary, whether it's about marriage or management. Perhaps this world is inherently wonderful. I wanted to tell my friend that whether it's your wife playing LEGO with her child, arguing in the humanities and sciences, or dedicating herself day and night to her child, I think it's all for your own good. This shows that her original intention has not changed, which is valuable and the foundation.
So, love well.
Just like we entered the enterprise, let's work hard.
Article source: Xiao Xia, who sells scissors
