This is How To Build Good Corporate Culture

The famous Professor W. James of Harvard University in the United States said: The salary system can enable employees to exert 20%-30% of their abilities; a good corporate culture (working atmosphere, management philosophy, etc.), employees can exert 80%-90% of their abilities.

First, let's take a cultural case of the famous enterprise 3M company:

3M's corporate core values are to encourage innovation.

Based on the premise of this value, they proposed four systems.

System 1: "15% free time" encourages technicians to spend 15% of their working time on plans they choose and propose.

• Change the mentality of employees, so that they can do what they choose in the company, and fundamentally improve the enthusiasm of employees.

System 2: "30% rule" that the revenue generated by the products and services launched by each department in the first 4 years should account for more than 30% of the annual receivables.

• Continuous innovation, constantly taking new products and new services as the main assessment criteria.

System 3: Internal venture capital economy "Event Bonus" is allocated to researchers who develop prototypes and conduct marketing, with a maximum of 50,000 US dollars.

• Supports intrapreneurship and experimentation with new ideas from the most direct financial incentives.

System 4: The "Technology Sharing Award" is awarded to those who have developed technology and successfully shared it with other departments.

• Promote the dissemination of technology and innovation.

The above four systems can directly and reasonably ensure that the values "encouraging innovation" can be implemented, and make the values deeply rooted in the hearts of the people, and the corporate culture is effectively reflected in every employee.

At the same time, sufficient reward mechanism and sharing mechanism can greatly strengthen employees' sense of identity with the company and the relationship between employees.

Here, let's talk about Haidilao's emotional culture.

I've heard jokes like that "A friend said that he wanted to open a hot pot restaurant, and he really appreciated Haidilao's service model, so he went to Haidilao as a waiter to understand and learn about their staff training and management. Two months later, I called him. to ask if he knew that he was going to open a shop, who would have thought he would repay me - no, I can't leave my family"

This directly illustrates the core of Haidilao's emotional culture: creating a big family atmosphere.

To achieve this core idea, they have created the following mechanism:

1. Mentoring mechanism step, new employees will be led by a master.
2. Refuse “airborne troops”, except for financial and engineering positions, all other management positions need to start from the grassroots level.
3. Delegating authority to employees, each employee has a certain authority to decide whether to give certain preferential benefits to customers during the service period.
4. Employee satisfaction, in addition to customer satisfaction, the store also assesses employee satisfaction.

For such an emotional corporate culture, the core is to sort out the gratitude mentality between people, and Haidilao has chosen to "fully empower" employees in terms of the enterprise. This is also in a big family. There should be a certain right to speak, so that employees have a stronger sense of belonging.

The income of Haidilao employees is likely to be lower than that of "996 and Fubao", but Haidilao's authorization to employees makes employees feel the happiness of being trusted, and the feeling of family is multiplied with half the effort.

In today's relationship between enterprises and people in the workplace, not only the corporate culture can be summed up in one word, but also more practical policies and methods are needed.

If your business has relevant needs, please contact us, and our senior consultant team will provide you with practical solutions to help your business achieve value enhancement!

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