China's "Buffett" Zhang Lei once revealed: You don't want to be deceived, the success of Haidilao does not depend on service, but its business model, in just a few years, more than 5,000 global expansion chain stores are "for a reason", all rely on this "master-apprentice" fission model!
Many people think that the success of Haidilao is because of its good service, which is just a demonstration of "kung fu", after in-depth understanding of its business, you will suddenly understand, and even call out: master!
The biggest core of Haidilao's business thinking is talent fission and easy expansion of stores.
First, if you want to achieve easy expansion of stores, you can't do without this "721 incentive model".
Every time Haidilao expands a chain store, the headquarters will hold 70% of the equity, the remaining 20% to the store manager to hold shares, 10% to motivate the old store manager to lead the new store manager.
That is to say, every chain store, Haidilao headquarters is a store with the store manager to fund the expansion of the store, the store manager's monthly income is closely related to the store performance. This reduces capital outflows from Headquarters and enables easy management. After all, the store manager's income is linked to the store, and he will naturally take the initiative to worry about the performance of the store and achieve self-management.
At the same time, if the old store manager can cultivate new people, wait until the new person has the ability to operate a new store, then the old store manager can enjoy 10% of the profit dividend of the new store. This trick can not only reduce the company's labor training costs, but also achieve internal talent fission, so that stores can easily expand.
Second, the store manager has two sets of salary system options when he enters the job. 1, the store manager can get 2.8% of the store's profit dividend; 2, the store manager can get 0.4% of his store + 3.1% of the apprentice + 1.5% of the apprentice...
It is not difficult to find that the second set of salary system has no upper limit, that is to say, how much you can train for the new store manager, you can enjoy the profit dividends of how many stores.
This is also the reason why Haidilao's internal employees are always full of fighting spirit, after all, Haidilao has launched an incentive mechanism that employees can see and touch, and realized the self-"fighting chicken blood" of employees.
So from Haidilao, we can see the following points:
1, in today's Internet digital era, the boss must know how to go with the flow. Because today is no longer the "working era", any employee is full of ideals, and the ideal is to make money, not to talk to you about the pattern.
Therefore, the boss must know how to use skills to stimulate the morale of employees and stimulate the ambitions of employees, and then take the initiative to worry about the company's performance.
Ren Zhengfei once said: If there is no talent, then put the money in place, as long as it is in place, not only talents will become talents.
What is said here is not that the boss should simply raise the salary of employees, but use the incentive mechanism to stimulate the morale of employees.
2, the boss should innovate business thinking, improve the level of cognition and thinking concepts.
Ma Yun once said: The next ten years is a critical moment for the transformation of traditional enterprises, if you have not yet transformed digital transformation, then ten years later you will become the object of digital support.
That said, business thinking a decade ago is not feasible in today's day and age. But in fact, there are still many bosses who are still standing still, keeping the old thinking in operation.
When others talk about e-commerce, you don't believe it, so you are eliminated; when others talk about equity incentives, you don't believe it, and as a result, you are left behind in the industry; when others talk about digitalization, you are hesitating to wait and see, waiting for the inevitable elimination of the times.
The most obvious example is Yang Guofu's spicy hot. What used to be just a street snack bar, but now it can achieve more than 5,500 chain stores across the country, with an annual profit of up to 1.16 billion, and even cash out 100 million before listing, how to achieve wealth freedom?
Behind this is also inseparable from the innovative transformation thinking of Yang Guofu's founder.
First, adopt a new business thinking, learn from the Internet big data to analyze consumers' hobbies and tastes, and launch new tastes and dishes.
Second, drawing on Haidilao's "partner model", the chain stores can achieve easy expansion, and employees show the greatest fighting spirit.
Third, the talent incentive mechanism. If you want to retain talent, you need to decentralize profits. Especially in today's era, if you don't want the talents you have worked hard to cultivate for several years to jump to your competitors, you need to introduce an equity incentive mechanism.
Because equity incentives can not only refine the company's internal management, but also stimulate the enthusiasm of the team, make talents loyal to the enterprise, and attract more talents to settle in.
Fourth, the fission mechanism and equity binding of stores. The store manager of the chain store not only becomes an "entrepreneurial platform", but also gets the empowerment of the company, including talent training, store decoration, management system, business model, logistics supply, etc., and can also get the equity dividend given by the company, and at the end of the year, he can also get the performance reward of over-completion. In this way, not only the store manager, but even the staff who serve food in the store are always motivated.
In today's rapidly developing era, bosses must understand that anyone has their own independent thinking. Don't try to use the "pattern" and "dream" to let employees work for themselves.
In order to enable the company to achieve automated operation and steady development, it is necessary to refine the company's internal management mechanism, integrate the symbiotic thinking concept of organizational structure, and design scientific and perfect equity incentives, so that the company can improve its competitiveness in the industry and let the boss release more management pressure.
Instead of polishing in place, learn from good people.
To this end, I highly recommend that you study this set of "Corporate Incentive Mechanism Courses", learn how to transform and change through mechanisms, let the company achieve automatic operation, let talents achieve self-management, and let stores achieve easy expansion.
At the same time, the teacher also analyzed the rigid thinking of traditional enterprise transformation in the form of video, taught you how to make talents loyal to the enterprise, teach you how to do light capital, do explosive products + traffic, and do fan effect. At the same time, it also describes the three major sectors of employee compensation + partner model + equity incentive.
Thinking changes, the market is one piece. Click on the link below to get in!
Corporate Incentives Course
