Rebirth of the Evil Life

Many CEOs looked at Lin Feng with resentment on their faces.

It's a bit too high of a standard for you to ask the daughter of the President of the United States to be your receptionist.

"Don't look at me. This is of her own free will. She doesn't want to go to college anymore. If she wants to rely on her own ability to make some money to buy something, she comes to me!" Lin Feng shrugged.

Many CEOs looked unbelieving.

Although this second daughter of Donald is not as beautiful and charming as Ivanka, she is still a beauty. You can also start your career as a model. Just by virtue of her status as the president's daughter, that is enough to sign a good modeling contract.

But as a result, I ended up working as a receptionist, and my weekly salary was only US$850, which was too low. This is the salary of ordinary people.

"She doesn't like to walk on the catwalk, so she comes to me." Lin Fengxiao said, "Even though this is just a front desk, she actually has a lot of knowledge. Besides, she is still young, so she should do more of this kind of thing." It will also benefit her future studies and work!”

Many CEOs thought about it and found that this reason was indeed acceptable.

After all, being a front desk receptionist seems simple and easy, but if you want to do it well, it is not easy. After all, you don't know what kind of people you will meet, and you don't know what will happen to you.

This is a very training place.

Of course, it's still surprising to have the President of the United States come to the stage for you.

This spread is too high.

This is to give Lin Feng a face!

"Brother-in-law, is there anything else?" Tiffany asked.

"No, but you performed very well today, so in order to reward the employees, the entire front desk working today will be rewarded with 1 million US dollars!" Lin Fengxiao said, "Although it is not as much as 10 million US dollars, it is still Well deserved performance from all you front desk staff!”

"Then on behalf of the front desk, I would like to thank the boss!" Tiffany smiled as charmingly as a flower.

Although there are eight people at the front desk, each person only earns about 100,000 US dollars, but compared to their salary, it is still enough. This is equivalent to two years' salary.

Soon, word spread and the whole front desk was overjoyed.

An extra income,

This is enough to make them happy.

"Mr. Lin, it's not unfair for us to lose, it's really not unfair!" Many CEOs sighed, "It's really not unfair to lose to the daughter of the President of the United States. But your way of handling things is really good! It's worth learning from us."

Many CEOs are also thinking deeply.

Think deeply about Lam Feng's collective reward for the front desk, rather than rewarding individuals.

Although it is said that this incident failed because Indian Asan happened to pick Tiffany, the daughter of the US President. Logically speaking, she should only be rewarded.

However, if you only reward Tiffany alone, then the entire atmosphere at the front desk will be broken, especially the statement that she is treated in this way just because she is the daughter of the president. This will lead to an imbalance in the hearts of many receptionists at the front desk. It will break the harmonious atmosphere of a company.

This will have adverse effects in the long run.

Although you can avoid this negative impact by firing employees, in reality, this approach is the worst option.

Once upon a time, there was a last-place elimination system in the United States.

Many Fortune 500 companies, including Microsoft, have adopted it. The so-called bottom elimination system means that the bottom 10% of employees who are evaluated every month will be warned by the company. If they are eliminated three times in a row, they will be eliminated by the company.

The original intention of this approach is to promote the company's competition and ensure its vitality. But what about the result? The actual result is that due to the elimination system for employees at the bottom, internal competition has become too fierce, and this fierceness often presents an unhealthy state, leading to increased internal friction.

In the end, waiting did not create a positive side. Instead, the intrigues within the company increased. At the same time, employees were in panic all day long. You keep firing employees and recruiting employees, which eventually leads to outstanding talents switching jobs to work in more stable companies.

Therefore, in the end, most companies in the West abandoned this last-place elimination system. Because it does more harm than good. In the short term, it can have a positive effect. But in the long run, it will affect the company's unity and harmonious atmosphere. It is not conducive to the long-term stable development of the company.

As for the domestic elimination system that has emerged in the past few years, it is all a matter of learning it in a hurry, or reading the introduction in a business magazine that is not rigorous enough. After reading it, I think it is feasible, and then copy it. , and even deliberately went out of their way to impose corporal punishment or even fines on employees.

The result is that usually such companies can only exist for a short time, but not for a long time. The final result is either change or being eliminated by the great era in disgrace.

Managers often blame employees for not working hard enough and being motivated enough, and accuse employees of being lazy. In fact, this system itself is contrary to human nature. Everyone hopes to be safe, secure and at ease.

If you make everyone worry about whether they will be corporally punished or fined, the consequences will naturally be bad.

Today, most of the Fortune 500 companies in the West adopt the efficiency of leading by example. Basically, the presidents of most companies in the West work very early and get off work very late. All their personal time is given to work. This way of leading by example can motivate employees.

In the end, it was better than the corporal punishment of the last-place elimination system.

Especially in China, bosses or managers come to and from get off work on time, and then make employees work overtime every day. If they cannot finish the work, they will try their best to punish them. This kind of inequality and imbalance will result in that once employees have better jobs, they will not be able to work overtime. Job-hopping without hesitation, and even collective job-hopping at a critical stage of your company's development.

This can only be said to be self-inflicted.

As for Lin Feng, this method of rewarding the collective at this moment is very clever.

Because, receptionists, they represent the company's image. And they need to be seen as a whole, not as individuals. In today's case, rewarding a single individual ignores the efforts of others and despises the collective sense of honor.

Perhaps others will choose to accept the $10 million check, but today's reward will remind them that they are a member of this group and enhance the employees' collective sense of honor.

This is the most brilliant thing.

Lin Feng's reward method is also for these CEOs to learn from.

Sometimes, it is not the reward alone that is best.

One million U.S. dollars buys a collective sense of honor. It’s worth it!

(The two updates are over today and will continue tomorrow! Thank you for your support!)