Unexpectedly, the "Haidilao", which is known as the legend of the catering industry, could not hold up!
On the evening of the 5th, Haidilao suddenly announced the closure of 300 stores, and the news immediately triggered the attention of the whole network. The topic of "Haidilao Guandian" once occupied the first place in the Weibo hot search list.
But just when everyone was thinking about estimating that another large number of Haidilao employees were going to be laid off, Haidilao announced a jaw-dropping decision: to close 300 stores, but not to lay off employees
This is not scientific, at this time, shouldn't we hurry up and lay off employees and stop losses in time? Why does Haidilao insist on not laying off employees in a maverick way, is this to market its image of "old good people"?
Everyone for poor management, cost savings and other company business philosophy or more one-sided ideas, sometimes, the company is not well managed, layoffs can reduce the burden of the company; but in fact, the cost of layoffs is higher.
Choosing layoffs saves labor costs, which will save the burden of enterprises and enhance competitiveness in the short term; in the long run, layoffs will discourage employee morale and loyalty to the company, curb employee enthusiasm and creativity;
In addition, the reputation of the company will decline, and lead to a higher customer churn rate, and the development of the company will be limited.
And Haidilao shut down more than 300 doors this time, but chose not to lay off employees, there is indeed a suspicion of maintaining his image of an old and good man, but it has to be said that he has been taking the road of employee affectionate management, so this decision, Xiaobian is not surprised, but think about his next deployment and how to solve these employees, how does the company survive the economic difficulties?
Tightening the cost and not letting go of employees is obviously a "slimming" rather than a "broken arm" for the company, and accumulating strength. Haidilao closed 300 stores, but made it clear that it would not lay off employees because they had "energy storage pools".
In the face of the economic crisis, layoffs are not the primary strategy. Employees themselves are not costs, but employees determine the cost of the enterprise, the quality of the products and the efficiency of the company. So in the midst of crisis, the key is to release the energy of employees, not layoffs.
It is understood that Haidilao will provide other development opportunities for store management, or incorporate into the "energy storage pool" as appropriate, carry out intensive training from business, management and other aspects, improve post management and operation level; internal deployment of ordinary employees, fully respect the wishes of employees, and let them choose to work in other stores. In this way, it will not cause a public opinion storm, but also cultivate a group of talents, which can be described as a win-win situation.
Haidilao's internal talent transfer can not be simply understood as: "Not in this position, just try another post." "But there are also certain requirements and restrictions, in general, only excellent people can enter the internal talent market." After all, the internal talent market is a place to find strivers, not the cradle of laggards.
For example, Huawei, which we are familiar with, today, the internal talent market has become an important source of talent for Huawei's new business, which allows all employees to clearly know all kinds of hr resources information related to work, so that the relevant information is symmetrical. After an employee enters the internal talent market and re-selects a position, he may be able to find a platform that is more suitable for him to play his strengths.
Of course, not all companies are suitable for building an internal talent market, Huawei, Haidilao is large enough, there are enough talents, and Huawei has established an "alternate team" mechanism in almost all positions, and any talent leaving the company immediately has a corresponding alternate talent replacement. At the same time, Huawei's qualification system provides a relatively scientific and reasonable standard and basis for matching talents and positions.
For large enterprises, there may be energy and strength to cultivate a group of "excellent talents" in their own reservoirs, but for small and medium-sized enterprises, building their own talent pool is undoubtedly an additional expense that cannot make ends meet, which makes it worse for families that are not rich already.
The transformation of business models brought about by technology has created a more open employment model. As the Internet has accelerated the efficiency of information circulation and become the foundation of society, many scholars advocate the use of flexible employment platforms as "reservoirs" to enhance the agility of human resource allocation. At a time when the pace of production and consumption is suddenly accelerating, the new employment form characterized by "employing unit - platform - individual" has undoubtedly become a just need for social development, and will gain greater development space in the foreseeable future.
Flexible employment is a low-cost and efficient employment method, which carries out a series of productive resources to effectively organize them to meet the needs of social development. As a new thing born under the change of social environment, flexible employment is entering a period of rapid development. Catalyzed by the new economy, flexible employment will significantly improve the welfare of the whole society and bring great benefits to social progress in the long run.
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