Recently, I saw a netizen posted on the Internet saying: The company has 100 people working for 50 people. After cutting half of them, the remaining 50 people work for 25 people. The work efficiency has not improved 。 The CEO means that after 50 people are cut off, he wants the remaining 50 people to continue the work of 50 people, but it does not achieve the desired effect.
For the boss, such cognitive differences are particularly normal.
First of all: the boss himself is not an executor of specific affairs, but looks at work from the perspective of leaders. He believes that there are differences in the cognition of 100 people doing 50 people's work. Maybe these 100 people are doing full load work? The boss subconsciously believes that 100 people should do 200 things. Therefore, the original logic should be to recruit 100 people, Layoff , which will only reduce the efficiency of work.
Second: In general, if the boss wants to lay off employees, he or she can either issue layoff instructions or do it himself. If he or she is more scientific, he or she may develop a OKR The system comes out. But whether it is using people or systems, people are essentially responsible for promoting this matter. As long as it is promoted by personnel, there are countless possibilities. So, as a boss, how to ensure that those who are laid off will not work? Of course, the premise of this assumption is that there are 50 people who do not work.
If we can make accurate layoffs, there will be no hot topic like Zhihu's hot topic "What is the experience of layoffs to the main artery".
Of course, for technology companies or certain posts, OKR or KPI tools can also be used to judge the value of posts and confirm whether a post needs to be optimized. However, if the cognition is enough, there will be no such doubt.
Original article, author: Love Operation, if reproduced, please indicate the source: https://www.iyunying.org/news/331882.html
