The most valuable thing for an employee is his enthusiasm and creativity, not his physical strength and apparent attendance. The value of getting something for nothing is very limited for any enterprise. Using the standard of good people is the embodiment of employee performance. The creativity of employees in an enterprise comes more from their subjective initiative, and the stimulation of subjective initiative depends on the boss and his enterprise environment. Teacher Tan Xiaofang shares the following case with you-

Haidilao Hotpot, the first brand of catering service in China, has more than half of its employees who are young people born in the 1990s or 1980s. It is the spontaneous creativity of these young people that makes Haidilao considerate in its service. But it is not only employees who enter Haidilao who have this high-level work consciousness. Haidilao's corporate culture, working atmosphere and working environment have shaped these young people. Zhang Yong, chairman of Haidilao, has long advocated the employment concept of "people are born unequal, and their fate can be changed by their hands" and the employment concept of "employees can only treat their work with care", which is the driving force for forming good team execution and cohesion. Haidilao is engaged in a completely open traditional industry, and the competition in the hot pot industry is no less than that in any fast-moving consumer goods industry. Therefore, the employment method of Haidilao is worth learning from all enterprises, especially the dealer enterprises in the fast-moving consumer industry.

After 90, I don't like monotonous work and lifestyle. Therefore, it is very important to grasp the degree of work arrangement for young people, which should be clear and organized, but not too rigid. The post-90s generation likes direct communication, so it will be more efficient and easier to be accepted by them if they try to reduce some traditional reserved and circuitous China style and adopt a simpler, clearer and even straightforward leadership style. After 90, they are more eager for youth and personality. Therefore, we can't generalize their organizational arrangements and control methods. Create a relaxed atmosphere, leaving appropriate relaxation space, and it is more difficult to make a one-size-fits-all mistake.

In a word, Mr. Tan Xiaofang believes that the management of post-90s employees is a science, but also an art, and successful management is not only tangible, but also vivid. Form is methodology, while spirit studies the essence of situation and human nature. Only by having both form and spirit can we talk about scientific management, and so can the management of post-90 s groups.