Ren Zhengfei: There are technicians who ask me for 1 million, and I directly give 2 million, but I told him that the money can be given in place, but if the work is not up to standard, I will let him clean up his things immediately

Ren Zhengfei: There are technicians who ask me for 1 million, and I directly gave 2 million, but I told him that the money can be given in place, but if the work is not up to standard, I will let him immediately pack up his things and leave!

"Military orders" are not uncommon within Huawei, because in Ren Zhengfei's view, money is the most capable tool to test talents, as long as employees dare to ask for it, then employees must be capable.

In 1993, Ren Zhengfei "went north" to Visit his peers in Zhongguancun, and someone asked him what he thought of Founder Company, and Ren Zhengfei said bluntly: the technology is very strong, but the management is very weak.

The other person asked: Then how do you think of Lenovo?

Ren Zhengfei: Management is very strong, but the technology is not as good as Huawei.

The other party asked: Since this is the case, how do you view Huawei's position in the industry?

Ren Zhengfei: Huawei has neither technology nor management, so I will go north to learn.

It can be seen that Ren Zhengfei is very eager for Huawei's internal management reform and transformation, and even in the introduction of internal management and talents, Ren Zhengfei will never skimp on funds.

When Li Yinan joined Huawei, he was just a "fledgling" intern, but not long after joining Huawei, he was promoted to the third level, and even became the general manager of the Research Department a year later.

In the second year of joining Huawei, Li Yinan has become Huawei's youngest vice president, and behind the rapid promotion, he revealed that Ren Zhengfei has cultivated and respected talents. This is also the "free range" talent he has talked about many times in public.

On another occasion, Huawei recruited a Russian "genius teenager", but the teenager played with the computer in the office all day, and no one knew what he was doing.

Suddenly, one day, the teenager told Ren Zhengfei that he broke through technology and helped Huawei lead Ericsson and Nokia from 2G to 3G, and walked in the forefront of the world in one fell swoop. Even this technology later helped Huawei win the European market.

Ren Zhengfei once said: If a company wants to stand out in the industry and become a leader, it must innovate from the inside out, improve its competitiveness, and make things that others do not have, even if it starts from imitation, it must also embark on the road of innovation.

Therefore, in 2016, in order to improve the internal management mechanism, Ren Zhengfei deliberately designed six major cadre selection criteria within the company:

First, there must be a sense of social responsibility, which is a necessary factor for promoting management.

Second, we must let ambitious people become front-line "commanders."

Third, managers must have down-to-earth experience, put an end to office command thinking, and resolutely not engage in paper talk.

Fourth, dedication must be prepared to "be in danger and be ordained."

Fifth, no discrimination is made, whether it is cadres or low-level employees, they are equal in front of the incentive mechanism, and those who have the ability live in it.

Sixth, the spirit of innovation is fundamental, and down-to-earth is necessary.

Although Ren Zhengfei understands that "there must be brave men under the heavy reward", the company's internal management mechanism must be scientifically improved, and to let employees experience the company's rules and regulations, the whole enterprise seems to have "rules to follow", rather than being lazy into sand.

At the same time, it is also necessary to have a perfect incentive mechanism to stimulate the "wolf spirit" of employees, so that employees can always maintain enthusiasm, achieve self-management, and automate the operation of the company.

This is also the reason why so many companies today learn from Huawei, and Huawei's pipeline mechanism behind this must have superiority.

At the beginning, Gree Dong Mingzhu publicly stated: Ren Zhengfei is my idol, and Huawei is the object of gree learning. If Huawei becomes the world's first, Then Gree will become the world's second.

Dong Mingzhu's admiration for Ren Zhengfei is distributed from the inside out, and even many times in public to talk about Huawei's management mechanism, talk about Ren Zhengfei's management thinking, are what many entrepreneurs need to learn today.

For example, Huawei's "last-place elimination" mechanism, which is a management mechanism that activates the enthusiasm of employees within the company; such as "organizational structure symbiosis", which is the organizational structure theory system obtained after Ren Zhengfei and Chen Chunhua exchanged; such as equity incentives, which is Ren Zhengfei's use of "small shares to control the power" thinking, using equity to stimulate the morale of employees, while also ensuring his control of the company...

Although today's Huawei is deeply "quagmire" by Western resistance, Huawei not only did not fall, but became more and more courageous, behind which in addition to Huawei's strong internal management system support, more importantly, 180,000 Huawei people have a sense of identity with the internal corporate culture.

Whether a company can go a long way depends on whether employees agree with and maintain the corporate culture. Many people do not understand why huawei's internal high-intensity work system of "996" and "001" is still willing to implement or even have no complaints.

Behind this, in addition to Huawei's salary system in place, what is more important is the spirit of corporate culture.

This is also Ren Zhengfei's shrewdness in management, many people do not understand how these entrepreneurs manage such a large enterprise, how to manage so many employees, and do not know how they go from the bottom to subversion.

Because all they see is the surface of the bright, but if you open the autobiography of these entrepreneurs, you may find the answer from it.

Many people are complaining that their fate is not good, their origins are not good, and they do not have noble people to help... As everyone knows, behind this is from their own growth, if you do not have excellent strength, then no matter how many noble people help you, you can't fly.

To this end, if you are still confused, the company is in urgent need of transformation and change, or ready to start a business, I strongly recommend that you start this set of "Ren Zhengfei Biography", "Buffett Biography", "Li Ka Shing Biography", "Jobs Biography" ... The autobiographies of many big coffee have been of great help to their life experience, life experience, way of dealing with the world, management methods, business skills, etc.

Instead of blindly groping, you may wish to learn from excellent people, appreciate the wisdom of successful people, improve your cognitive level, and open up the past vision pattern, in order to get out of the predicament and embark on the road to success!

Famous and silent as a mystery - Ren Zhengfei Biography [Leader Bookstore]