How to open up a new pattern in the exploration of advertising companies - Nanchang Xinding Advertising Leng Zong

On July 7, 2021, the 199th issue of "Wednesday 8 p.m. - Yi Kai Has a Date" was shared live by Nanchang Xinding Advertising - Leng Zong in today's headline number "Yi Kai Software", sharing the theme: How advertising companies can create a new pattern in exploration.

Nanchang Xinding Advertising - Leng Zong

Nanchang Xinding Advertising Co., Ltd. was established in 2004, is a large-scale professional in logo engineering, large LED luminous characters, outdoor advertising steel structure, building lighting design and production integration advertising engineering company.

The company has a number of high-quality staff, technical personnel have more than five or six years of production experience, the company in line with the "quality assurance, integrity service" purpose; to "new, fine" as the development goal, Zhuoli to build their own brand! According to the needs of customers, we constantly apply new processes to develop new products to meet the needs of customers.

In the fierce market competition, our competitiveness is "integrity, scale, innovation", our quality from the input of materials to start, the selection of materials; because the whole process of the production process is operated by people, so we to strengthen the quality awareness of employees and technology to control the quality of production, to "Seiko meticulous work" as the standard. After several years of development, we have formed long-term fixed partners with many large domestic enterprises: Nanchang West Railway Station, Vanke, Shangcheng Phoenix Impression, Jingdezhen Baowang, Greenland Rose City, Ligao Binjiang International, etc.

Here's what the cold general section shares:

Good evening, I am very honored to have the opportunity to broadcast live, and I am very grateful to the Yikai platform for giving me this opportunity to meet you. Nanchang Xinding Logo Advertising Co., Ltd. was established in 2004, the predecessor is to do advertising luminous words, after 2013, we will transform into sheet metal logo processing. I've been in this industry for almost 20 years, I've been advertising since I got out of school, and I'm an old fritter. Our company is mainly based on processing units, to help the advertising design institute these companies processing, so many years has also experienced a lot of ups and downs, there are pains and happiness, in the advertising industry, what kind of things have been experienced, management personnel this piece is very painful.

In the past few years, we have been exposed to eKay software, and there are some kinds to learn management software, and constantly make progress. After the establishment of our company, we have always wanted to become an innovative enterprise in the advertising industry, and we also know that many advertising stores or advertising companies are small and complex, unlike those standard parts that are customized products. Because when making advertising words is also experienced such pain, the amount can not be calculated, the staff is not very easy to manage, sometimes worried about the business and worried about production, worried about production and worried about borrowing, are facing such pain, is not it?

After so many years of accumulation, I began to make a choice, began to do some luminous words, blisters, punching words, and then found that such a volume is not large, from 2013 began to transform into a logo, the luminous word this piece slowly eliminated. The production of luminous words is also to solve some of the needs of their own field, that is, there are not many people to raise. After the transformation to do logo in 2013, some new problems have been encountered, some professional positions are equipped with personnel, after all, from making words to doing logos, although it is a system, there are still some technologies, doing logos has a little more technology in it, more complicated than doing luminous words, the volume will be larger, and the requirements of the process with us will be higher.

Just in 2013, ushered in a peak period of real estate logo, we continued to go to the north, Shanghai and Guangzhou to learn, the introduction of talents, the introduction of equipment, in this area made a lot of investment. Like when we were doing shearing plates and throwing slot laser machines, this is all counted. When going to the technical aspect, it was found that the management was backward, there were not many personnel at that time, and it was found that if the management was slack, there would be many problems, so I continued to learn management knowledge and let my knowledge level continue to improve. Because the logo is also a systematic thing, it has a lot of processes to be continuously improved, so I feel that I lack some management knowledge, at this time I have contacted Yi Kai, as well as the integral system management.

Today to share with you some of the experience we have gained in management, our points system management starts from several major sectors, the first is from the business sector, the second is from sheet metal. Because we are divided into many departments here: business department, drawing decomposition department, luminous character department, UV department, sheet metal department, unloading department, and one is the paint department. When we did not contact these management knowledge, at that time the business department was not so active to work, although there was a basic salary + commission, but now the young people and our cognition is still very different, may have been before they want to make money mainly, but now the young people he not only want to make money, but also the company's recognition; the second to be happy, he will have motivation to work.

Sheet metal this piece is also the whole point of commuting, anyway, before there was a task issued, finished, not finished, it does not matter, the sense of responsibility will not be so strong. Sometimes make an order down, the material and sheet metal this piece of articulation, and there is no articulation, sometimes the finished material is thrown there, the board does not go to the connection, there will be mutual blame, paint quality control is not in place, after the introduction of the point system management, there have been some changes.

From the business side, we start to adjust from the code of conduct of the salesman, he does a good job, we give employees a plus: a software plus, a paper plus, and constantly accumulate. Then his management is separate from our wage system, why we have established the management system as a free currency of our company, and the currency is that we quantify these things.

You took a single payment today, I will add as much as you want, this single you have to follow, the copy is completed, I will add how many points I give you. If you don't do it, I won't add it to you, or I'll add some negative numbers, which we haven't done before. It is also a time to do these things, he did not have a cognition before, and now we are all managed by software, which is also a standard for assessment. You can do well, my data will come out in a month, you can't do well, your negative energy is more negative, and at the moment he also knows which aspect is insufficient. We set a target business volume this year (salesman and business goal), he achieved this goal, his value is not the same, before we issued the year-end award is very tangled, do not know how to send, because there is no data to quantify it, there is no standard.

At the beginning of this year, when the management method was implemented, we shaped the goals with him, reached the goals, how much the first place was issued, how much the second place was sent, and how much the third place was sent, and the management also distinguished it in this way. Everyone is working hard towards a goal, the business they also have goals, refine it every day: annual goals, monthly goals, quarterly goals, goals to be completed every week and what to be completed every day, he did not complete today, we continue to encourage him, to summarize what reasons he has today, where he encountered what problems, let him know where to improve.

There is also the person who decomposes the drawings is also quantified, and the more orders he places, the more points he gets. Each group has a pk for each person, there is a first person in the group, and we have a reward once a month. There are also happy meetings, people who do well, we publicly praise, the more drawings he lays down, the more he does things, the more rewards he will receive, and according to the clarity of his drawings and the depth of his decomposition, we give him different points. Then after adding points, each employee has more cognition, he knows which direction, which things are done well, which places are flawed, and constantly improve his own work, how to decompose the diagram, how to divide better.

Our administrative finance has done some quantification, our personnel and administration are linked together, but also done quantification, he is responsible for recruiting personnel, recruiting a number of rewards, but also belongs to this kind of how many points of the award. Give him some quantitative things every month, he has to do an administrative responsibility, what he can do well, we also give him some rewards, and if he doesn't do well, give him some negative things. We wrote a golden seed and a black seed, how many black seeds to give him a month, because before the administration we were fined and donated, we changed it here, and now we add how many black seeds are added to you, and this black seed is linked to the year-end award and each month. So some of the tasks given to the administrative part, like each group and each employee, are very mutually motivating.

In fact, the most critical thing for us to do the logo is two: one is whether the sheet metal is done well? One is whether your paint plating is a good thing. These two core aspects are the technical methods of personnel, and we have also done some quantification, because we do sheet metal is not a standard part, it is a customized part, not suitable for the way of counting pieces. If it is a standard piece, he can calculate how much money he can calculate. Like we used to do sheet metal is a big pot of rice, you a welder over how much a month, overtime how much an hour, now young people he does this piece, he is less active, he did not do well, you punish him for donating, he will immediately write you a resignation report.

Now sheet metal is also divided by the production supervisor, what you complete today, test the degree of your completion, you complete according to time and quality. We have a quantitative here that also does quantification, you have done it, I will add so many golden seeds to you, and then you don't finish, you finish 80% and we have 80% of the prize. This can be combined with Yikai software, the output value of this piece we are now also studying, exploring how to link, we are also constantly groping to change. Because we did a 3-5 year plan to let employees see what they were really doing. In the past, there may have been five or six people, and now there may be more than a dozen people, and we will formulate the refinement of the output value of personnel according to the year-end goal. In the past, if you want to go to a tour, you may have to organize the whole place to go, and before organizing the whole tour is complicated, the order may not be completed in time. Later, we did it through the points system, showing the top three every quarter every month, and the top three people could go out and travel. We plan a provincial tour (Jiangxi this piece), by the employees to choose which place to travel, and are paid, so that employees feel that the work is busy stealing pleasure.

We also did an environmental assessment for three months, divided into some levels: there are technicians, intermediate technicians, senior technicians, mutual assessment, mutual scoring, and then combined with these golden seed point system management to evaluate each other, and then at this time also quantified how much your intermediate technician's salary is, what kind of benefits, what kind of treatment it is subdivided. Reached a certain number of years, sheet metal this piece reached a certain number of years, reached some points, if it is done in my place for three years, if he wants to buy a car, our company will also do some subsidies; he wants to buy a house, the company can also give him some subsidies. In the past, I did not make this distinction, did not do quantification, also took a lot of detours, also did the joint-stock system, also did dividends, and there were how many people at the end of the year how much money, some issued differently, and lost a lot of employees.

We've had these issues for so many years, so we've made some major adjustments this year. First, sheet metal, or others, give them a tree goal first, how to divide the money after the tree goal, how to list the rules, this is our own continuous optimization. In these processes, we also encountered various difficulties, and we kept trying every day to learn what problems we encountered today. In the past, our system management model was determined by me or by the administration, and later when we did it, we found that this was a blind spot.

Why many times do not understand some of the voices of employees, do not know what employees want to do, what kind of way he wants. So where did the quantitative data we took come from? We organized the staff and asked them to write these quantitative data, what I should do, what I should not do, what I did, what rewards, what penalties I should not do. At this time, we got a lot of data, constantly optimizing, this is to hear the voice of an employee, because this rule is made by him, not by me, is what he wants, not what I want, not what I want, many times before I wanted, I want employees how, but employees he instead gave you the opposite tone, you want me like this, I am not like this, this is a relatively big gain this year.

Later we found a problem, may not be so detailed, we set up an employee management committee, just like a discipline committee, found how to fill the loopholes in these management regulations, so that every employee has the opportunity to participate, this employee management committee by 1 management plus 4 employees, once a month, so that constantly put forward a proposal, the company to implement the reward, continue to improve these data, step by step to implement.

Because many of our systems are managed by the system, but sometimes there are many loopholes in the system, and we are not in place for supervision, we have to rely on people to say, such as relying on administration to observe and assess, at this time we will share this piece of energy, by the employees themselves to improve it. Of course, in the process of realizing the points system management, there will also be a variety of unacceptable people, some people will be very positive, we will also summarize in the middle, so that everyone has the opportunity to participate in their scoring system, this extra point is also mutually added, not by me to add points, nor by the management to add points, management can also add points, employees can also write this golden seed, let them score each other, every day, we have a software, in the software they can all write, Because of this piece of their benefits, the end of the year, each of their excellent employees, the monthly performance is not linked to their salary system, there is not much conflict, they are willing to do these things. We want to do this, but also to constantly revise the code of conduct of employees.

Later to explore the output value, we give employees the biggest guarantee on the basis of the original is that you enter the salary does not move, if you do more this month, the company's business more, your income will be higher. There are these two major guarantees, of course, relying on these is to increase the pressure on our business team, there is an office and production side has a competitive pressure, this piece we are also constantly optimizing, refining.

Paint this piece we also put a lot of effort in refinement, but also do a more successful place, because paint it is just a fraction, we use personal performance and team performance and points system combined with his income this month, and then we are calculated in squares, such as how much he came to me to base, so it is tied to our company. You're guaranteeing my quality, guaranteeing my delivery time, and the more you do, the more you earn. We used the integral system to regulate his code of conduct, and we did some quantification. If you want to adjust the tone period in this way, you adjust more, and there is a direct link to your income. What you waste is wasting yourself, and maybe some of it is mine, and we often have some paint that is sprayed so thickly and oversprayed that every place in it is quantified. The quality is also based on the level of the welder, divided into several levels, there are 123 levels: synergy, middle worker, master and other levels to quantify, each level is different, his income is not the same, and some of his values are not the same.

We also did some quantification of the cutting material, in the past we often had the waste of cutting materials, especially the laser under the plate, before we were laser cutting, and engraving, it is not the same as the plate, its waste is greater, not arranged. Now we basically do some very small pieces of waste, before it was a waste of quite large, some half sheet half sheet waste, a large piece of acrylic, PVC, stainless steel are very wasteful, we also give these waste to the person who cut the material quantified.

The speed of the material, you are not timely delivery to the following work post, such a process, we also did the registration, every day the consumables table handed in, I give you how much gold seeds / points, this is fixed every day, when we find that there is waste, some unreasonable, you not only do not get the gold seed points, and there are some responsible things, especially wasteful, may have to bear some corresponding value, because there are some of them with your output value, we are now slowly implementing, Let employees form a community of destiny with us, this is one thing we are doing now.

Our company has a total of 40 people, small and micro enterprises like us, you say that it is really difficult to manage, because the current candidates do not do things like the people in the 70s and 80s before us, and the social pressure is also great. So we communicate with employees a lot of the time, through these management committees to listen to their voices, in the past we did by the factory director level by level of communication, but employees feel that it is a kind of oppressive management, now by the employees spontaneously to manage, their own monthly rotation. The management committee that attended our meeting tonight has fixed points, every employee has the opportunity to participate, they have the opportunity to express their hearts, they put forward a suggestion, put forward a question, we can all add points, so that some of the mental outlook of our employees this year and some aspects of business have improved.

I am now sitting in the office, and the factory below is still working overtime to catch up on the goods, and I may have been asked to go or tricked by the factory director to let the employees work overtime. Now we assign the tasks well, the time points are well explained, and they go to work overtime on their own. We have overtime pay in this area, this is not moving, in addition, when you work overtime, we also have some points of reward, may be your overtime time next month, with you to do a good or bad product, you may become an excellent employee this month. Not only do we reward you for production, but all codes of conduct are rewarded with you. You say hello to me today, polite, and I'll give the employee a point. The focus of our points is still on the task of producing products, and other behavior planning is lighter, and there may be no more rewards than those who produce to meet the requirements.

Job cleaning incorporates some of the 5S standards that were previously wanted to be enforced, but it is difficult, and employees rarely clean up unless they stop production to allow them to do it. Now they use their spare time to clean up by themselves, maybe this time after work is not busy, they themselves will actively sort out their posts, and then he himself to apply for extra points, and then the administrative audit can be, or their supervisor can review it.

And then share a little, the delivery driver, procurement has such a quantification to him, can participate in our entire company system, the driver delivery you safely delivered, we also have points plus. You don't necessarily say that you weld well, paint technology is good, those more relaxed positions will not have a chance, to our place is the same. You have the opportunity to do things first, you have no safety accidents, no violations, this is all rewarded, all rely on this point system to reward him. Maybe this driver is safe for a month, two months, three months, no violations, no red lights, no accidents, you may become our excellent employee, and in this regard there is also the opportunity to participate in our quarterly travel. We have one in six months, once every three quarters, and once a year. For half a year, we traveled out of the province, let the employees choose a place by themselves, and then we gave him a group. At the end of the year, our first and second places were arranged to travel abroad, all paid for by the company, and everyone could participate.

But colleagues and colleagues add points, write points, and at the same time get points themselves. If I am a driver and a colleague comes to load me and drop the goods with me, I will also give him a point, which is also a recognition between colleagues and a gratitude. Mainly to help each other add points, at the same time you can also get points, this is the entire management model of our company.

This is also my first live broadcast, which may be messy and not well organized. Thank you very much for listening to my nagging in your busy schedule, and thank you very much for giving me a chance to show it. Here my sharing is over, next time I have the opportunity to bring you more sharing, some of my new cognition to everyone to talk about, but also welcome to our Jiangxi Nanchang Xinding logo to visit the guidance, here very much thank you.