Layoffs are cut to the main artery, emergency recall, and employees are treated ideally

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2024-06-09 23:39Posted in Guangdong science and technology creators

After the failure of the Ideal MEGA project caused the company to suffer huge losses, Ideal started a "storm of layoffs". However, after cutting 5,600 people quickly, Li Auto quickly launched a round of "recall action", because Li Auto found that a considerable number of the people who were laid off were the core backbone of the company, and they undertook the most critical work. The ideal tries to redeem those who have been injured by mistake "people who really do the work".

"Now that they're all gone, our operations are almost paralyzed."

After the layoffs, it was found that the real work was laid off, and the main artery of the company was laid off - it has reached the point of affecting product development and testing! Therefore, Ideal urgently recalled some employees who were laid off in key positions, resumed the normal operation of R&D, testing and other departments, and ensured the quality and market competitiveness of the company's products. It's a bit unbelievable that such an oolong incident would happen to the ideal.

As the saying goes, a good horse doesn't eat back grass. After layoffs and recalls, the recall comes and goes, what will employees think, and how much loyalty will be?

As the saying goes, business is not good for the whole counter, and it needs to be understood. However, as a car company that benchmarks Huawei, Ideal began to lay off employees on a large scale to reduce costs and increase efficiency after the sales of a model fell short of expectations, and even laid off employees to the extent that it affected product development and testing, and laid off all R&D talents. This is essentially a manifestation of the lack of a long-term strategy.

Now the competition in the new energy vehicle market is very fierce, and in today's industry situation, the knockout competition has actually begun. As the leading car company in the industry, at least among the new power car companies, Ideal is the top one. If one or two of the new forces can survive, the probability of the ideal survival is very high.

Judging from the current domestic situation, most people firmly believe that new energy vehicles are the future trend, if new energy vehicles are the future trend, for the head manufacturers, all your strategies and goals should be aimed at the long-term planning in the next 5~10 years. Including how much market share you can occupy in the next 10 years, how many can you rank in the industry, whether your technology, brand and product power are competitive enough, and how to achieve your 5-year and 10-year strategic goals. So to achieve such a long-term strategic goal, the premise is that there is enough talent reserve, and it is not appropriate to focus too much on short-term sales, but also to spend a lot of money to promote research and development, strengthen their own technical labels, and use technology to shape brand power.

Last year, Ideal said that in terms of intelligent driving, the gap with Huawei's intelligent driving is half a year, and it is confident that it will catch up with Huawei in the next few years. But now, has the gap between Ideal and Huawei's intelligent driving become wider, or has it narrowed?

You know, Huawei has a total of 207,000 employees worldwide, about 114,000 R&D employees, accounting for 55% of the total number of employees, in the automotive business, Huawei has been spending a lot of money on research and development in the early stage, not afraid of early losses, and increased investment for long-term strategies.

In those three years, due to the bad environment, many major Internet companies were laying off employees on a large scale, but we did not see the news of Huawei's large-scale layoffs. At that time, many people were analyzing that other companies were laying off employees, why didn't Huawei start laying off employees? Later, in 2022, we saw that Huawei was raising salaries and dividends, with dividends of 61.4 billion yuan in 2021, 470,000 yuan per capita, and 71.955 billion yuan in 2022, 500,000 yuan per capita.

According to the data, as early as 2019, the 8 doctors recruited by Huawei had an annual salary of between 100 and 2 million yuan after graduation, which also sparked widespread discussion.

According to the Blues, Huawei is a typical overpay for the employees it hires. It is a talent that could have been hired with a salary of 20,000 yuan a month in the talent market, and Huawei insisted on paying 30,000 or 40,000 yuan to this person.

In the case of extremely high employee costs, Huawei's R&D investment ranked fourth in the world in the most difficult situation in 2022, which also aroused doubts in the industry at that time, believing that Huawei was retiring with high salaries, and pointed out that for Huawei, which was in a period of instability and risk at that time, Huawei did not lay off employees, but overpaid high salaries, which put great pressure on Huawei's operating costs and would crush Huawei.

But now we look back, Huawei is now in the field of smart phones, new energy vehicles in an all-round rise, all of this is inseparable from its long-term strategy, if Huawei in the face of difficulties, when encountering comprehensive sanctions, choose to lay off employees and reduce costs, Huawei may not be able to go today.

Why does Huawei regard Xiaomi as a competitor, because Xiaomi has never been a car company that focuses on the short term, Lei Jun made cars, set a goal at the beginning, through 15 to 20 years of efforts, to become the world's top 5 car manufacturers, such an important goal to achieve, inseparable from long-term R&D investment and long-term talent strategic reserves.

The same is true of BYD, BYD has come to this day, the same is a long-term R & D investment belief sticks, some industry insiders pointed out that Wang Chuanfu is a total of no more than 3 digits in the world of entrepreneurs of the probability of success, people today may not be able to imagine BYD in the early days of the profit of only 1.9 billion, four or five times the profit of the big price to maintain research and development, when the stock price plummeted, investors withdrew, the secondary market was in a mess, Musk taunted across the ocean, Peers are so crowded that they don't even give tickets for the development of engines, and even new energy vehicles have encountered local protectionism, but in this case, BYD has come to this day step by step. If BYD chooses to reduce R&D investment and lay off employees on a large scale when it encounters unprecedented difficulties, then people's ridicule may have come true.

When the sales of a model are poor, layoffs have affected R&D and testing, this is not to reduce costs and increase efficiency, this is to cut off the arm, the ideal is the first manufacturer to achieve profitability among the new power car companies, and it is also the first manufacturer to stand firm in the high-end market, facing a much better market environment than BYD and Huawei, and the operating pressure is much smaller.

Whether it is BYD, Huawei, Xiaomi and other car companies, their business ideas are a long-term thinking.

Ideal benchmarked with Huawei in high-end models, but the sales failure of one of MEGA's products started large-scale layoffs, and injured the core backbone and affected the company's operations, revealing the strategic vision of Ideal's lack of long-term talent reserves. In terms of attitude towards employees and long-term strategy, Huawei's ideals are far inferior to those of Huawei.

This farce of "laying off first and then calling" has undoubtedly hurt the backbone of the enterprise, the combat effectiveness within the ideal and the employees' sense of identity and loyalty to the enterprise. Because from the ideal practice of arbitrary layoffs, employees are not regarded as valuable assets of the enterprise.

But for tech companies, big decisions like layoffs need to be especially cautious, because you need your team to have enough faith and loyalty to fight a long-term battle with you.

Therefore, in the treatment of employees and long-term strategy, pay attention to short-term ideals want Huawei and BYD to learn, talent reserve is the most critical asset to win the long-term war, Nvidia founder and CEO Huang Jenxun also recently said that he would rather torture rather "torture" employees than lay off employees, and vigorously promote the lifelong position system! To some extent, these excellent and competitive companies have seen the importance of employees to the development of enterprises.

If the ideal does not have a long-term ideal, not to mention competing with BYD and Huawei, how far can it go in the future, in the future new energy knockout competition, the ideal minimum goal may be to survive, which requires the ideal to have a sense of crisis, and what can help the ideal resist the crisis is the ideal employee, the internal talent reserve, the talent is regarded as the company's core asset, rather than just staring at short-term profit sales, this is the ideal should really benchmark Huawei.

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