The core function of future enterprises is not management, but empowerment.

The traditional company based on management will give way to the future organizational model with authorization and innovation as its core functions.

The core function of future enterprises is not management, but empowerment.

Management is out of date because it can't drive creativity. Creativity is the most important factor of production in the future, and the only way to enhance creativity is empowerment.

? Forget management and embrace Binneng.

The creativity revolution is coming, the organization is being redefined, and the organizational principles certainly need to be adjusted accordingly. So, next, I want to discuss with you an important topic-what is the leading principle of innovative organizations in the future.

In fact, as early as 2008, when Alibaba Group first put forward the concept of "new commercial civilization", I realized it. At that time, we tried to replace industrial civilization by building a new business model of the Internet, but our own organization was still the most traditional corporate system in the industrial era, or a bureaucratic top-down and relatively rigid and slow management decision-making mechanism.

So, what are the principles and modes of innovation organization suitable for creative revolution? This is a question that I have been exploring. In the past ten years, Alibaba has made many attempts, from building an internal platform to innovating horse racing mechanism, and then replacing traditional ERP software with its own web-based internal collaboration software. Although we have accumulated a lot of experience through these attempts, I always feel that we have not really found a clear direction for the future. Answering this indirect question is obviously much more difficult than we thought.

Recently, some leading Internet companies began to share more experiences.

20 15 Google CEO Eric? Schmidt published a book "How Google Works-How Google Works", in which he explained the internal operation mechanism of Google in detail. Similarly, Facebook has many such experiences, which are gradually becoming familiar to everyone.

Although it is still too early to say what the future organization will look like, the most important principle of the future organization has become increasingly clear-embrace authorization and forget traditional management or encouragement.

"Authorization" is a new word I coined. Fu is fu, and energy is ability.

The core idea it conveys is how to make others have greater ability to accomplish what they want to accomplish.

What is the difference between management and authorization? Let me give you an example that everyone is familiar with.

The child explained. In the classic management theory, there is a famous conclusion: a person's management radius should not exceed 7 people, that is, his direct subordinates should not exceed 7 people. However, this is not the case in Google. The management radius of leaders in Google is usually more than 20 people, sometimes even reaching 30 to 40 people. From the management point of view, this arrangement of Google is undoubtedly extremely out of line, which often leads to inefficient team and poor communication. Is this because Google doesn't understand the theory of traditional management radius? There is no doubt about the answer. In fact, the logic behind Google's arrangement is empowerment. There are many internal reasons, the most important of which are the following two.

At Google, leaders provide innovative support and various services to all members of the team.

Resource integration to help subordinates achieve greater results. The purpose of a leader is not to manage, but to support, which is very different from the general management practice. When Google realizes this, it even intends to give leaders more reporting routes to break their normal management radius and adapt them to a new way of operation. Ma Yun often uses this method in Alibaba. For some people who are used to inheriting management methods

He sometimes gives them jobs that are far beyond their management ability, so that they have to.

Give up old habits and try new authorization methods.

The driving force of team members is not the traditional labor remuneration, but the sense of accomplishment and social value.

The purpose of management is to let employees work according to the requirements of the company, but in the era of creative revolution, the main motivation of Google employees comes from the sense of accomplishment and social value brought by creation.

Self-motivation is their typical feature, and what they need most is not external material and

Spiritual encouragement, but empowerment, is to provide them with an environment and work that can be created more efficiently.

With. This is essentially different from traditional manual workers and even ordinary knowledge workers.

The traditional organizational principle characterized by bureaucracy and with management as its core function is facing unprecedented challenges. The most important function of future organizations should be to improve the success probability of overall creativity, and empowering creators is the only way to achieve this goal.

In addition to the above two points, there are many differences between traditional management organizations and enabling organizations like Google.

What is certain is that today, when the creativity revolution has arrived, the future organizations will be bound.

Structure must aim at innovation, perceive customers in real time, and inspire creators through aggregation.

Pursuing the evolution of collaborative ecosystem to maximize innovation efficiency. Empowerment organizations exist.

It is because it can internalize the resources needed by creators and encourage and reconcile them through the cooperative mechanism.

Multiply its innovation ability, and then produce higher efficiency and value. Or, empowering groups.

The core value of weaving lies in empowerment, which enables a group of creators to better connect by providing a platform.

Play a greater role.

Create a brand-new authorization organization

Now that we have determined that the principle of future organization is authorization, not traditional management or encouragement.

So how should we understand the new concept of "empowerment"? I refined

A basic principle for your reference.

Match the creator's interests, motives and appropriate challenges.

Typical incentive mechanisms, such as option rewards, tend to be profitable after work.

Benefit sharing assumes that if there is not enough long-term incentive, employees will not take the initiative to exert pressure.

If the company wants to work hard in the direction, it must use material rewards afterwards to let employees and company leaders.

Interests tend to be consistent. But in the creative era, employees are often self-motivated, so

The focus of authorization is to give them

I once read a report that Jane is more beautiful than Xiaomi, and the article tells the story of Xiaomi.

A year's harvest

A long journey, including many interviews with grassroots employees. What impressed me the most was Xiaomi.

There are many engineers from well-known companies such as Google and Microsoft in the company, and they are willing to.

Want to join Xiaomi, the salary is relatively low, and I am willing to accept the "996" working system (going to work at 9 am and leaving work at 9 pm, working six days a week, as many Internet companies do.

The main reason is that they can really feel that they are creating brand-new products and changing the world in Xiaomi.

This kind of self-motivation and self-drive has made them determined in the development of Xiaomi in recent years.

After several crises, it has created many miracles that shocked the industry.

Create an environment and atmosphere jointly created by employees.

In today's highly mobile and fierce competition, creative talents will not only

Satisfied with material incentives, they are more concerned about what kind of organizations can help them better.

Show your dreams and values. For creators who are driven by values and pursue self-realization.

Only organizations with the same mission and vision can attract them and make them willing.

Willing to support and pay, stimulate a steady stream of innovation power.

Therefore, empowerment depends more on corporate culture than motivation, and only corporate culture can achieve ambition.

Like-minded people come together. Organizations can no longer use traditional methods to evaluate and encourage creativity.

The cultural atmosphere of the company is an invisible reward for them-they all have the same aspirations.

It's amazing to think that people can create products that can change the world together.

Something exciting. A culture consistent with creators' values and mission can enable them to

Come here to make progress, then the core functions of the organization will evolve into culture and values.

build

Different from the previous corporate culture that constantly adjusts with the market competition environment, * * * is the same.

Life, vision and values are the kindling that unites the founders of the organization from the beginning (organizational values

Matching is the collective value of the founder), and it has become the spirit of long-term persistence and strengthening of the organization.

Kernel. Values will not change easily, and it is this core that attracts like-minded creations.

Participating in * * * innovation is the most important step for an organization to achieve empowerment in the future. along with

Traditional groups cultivate talents in enterprises on a large scale through "management trainees" (management trainees)

In recent years, both the attraction to top talents and the ability of continuous innovation are very

There is nothing to say.

The most cutting-edge innovative enterprises all have distinctive cultures and values. From Google

Admiration for top talents and a culture of not doing evil, geek culture for Facebook and connection with the world.

Feeling, and then to Uber's sharing economic concept and the vitality and domineering of the traditional model, it is precisely

These cultural incentives have brought the best talents in Silicon Valley and the world. exist

In the era of industrial revolution, the mission, vision and values of Datong are only the luxury pursuit of the best enterprises.

Seeking, and in the era of creative revolution, like-minded is the basic requirement of enabling enterprises.

Therefore, the founders of these innovative leading enterprises naturally have the temperament of evangelists.

Whether Mark set up Facebook. Zuckerberg, Ma Yun, the helm of Alibaba, or

People call elon musk "Iron Man in Silicon Valley", their courage to change the world and

The initial intention to promote the progress of human society is the real reason to help them unite top figures.

It is worth mentioning that the road of like-minded creation corresponds to a brand-new cooperative relationship.

In traditional enterprises such as Wal-Mart or Starbucks, employees are called partners.

(associate), and in an enabling organization, there are creators who share the same vision and values.

It's called a partner. Take a capable, experienced and well-connected consulting company as the core.

Or the qualifications of law firms are different, and the new partnership gives creativity and

Higher value weight.

Intelligent commerce

In the contemporary era

There are more and more people studying and researching.

Integrate status into empowerment organizations.

higher

Dangerous books and other four machine learning meetings.

group

Yann Lecun, and Sebastian Te, the father of Google's driverless car.

first

Sebastian thrun. It is these abilities that attract these top creative talents.

Rich R&D investment and unparalleled enterprise technology (data) platform. Through this

Can help them realize their dreams.

The place is to vote for the people and.

This partnership

There is no need for organizations to protect and define things.

wonderful

Scientists often wander freely between enterprises and universities and have firm and persistent values.

In fact, these themes

Looking forward to and pursuing innovation are the only motivation to unite and inspire them.

Stimulate effective interaction between people through organizational design.

Motivation focuses on individuals, while authorization emphasizes the design of the organization itself, as well as people and harmony.

Interaction between people. With the continuous development of Internet technology, people in organizations

The connection is also closer. The research points out that the design of interaction mechanism between people is very important to the development of human society.

The effective role of organizations may be far greater than the encouragement to individuals.

Google's well-known free service not only provides employee benefits.

More importantly, increase opportunities for mutual communication, and then

Improve the possibility of * * *. When I visited Google in 2009, I noticed such a

Details: Google employees generally wait less than 4 minutes for meals, which is positive.

Let people simply greet and communicate; If the waiting time exceeds 4 minutes, people will go.

Take out your mobile phone and do your own thing when you go. Google's good intentions can be seen.

Creation needs inspiration and it is difficult to plan in detail. What division can do is.

The door provides resources and environment that can't be obtained when you are independent. The most important thing is to let them

Get the chance of full interaction, and there is more possibility of spontaneous collision. Only in this way can we.

Create greater value.

Take Google as an example. Five Google employees happened to meet Founder while playing billiards.

People are dissatisfied with the promotion of the company's advertising quality? They met one in the chat.

A new way of thinking. Everyone was very excited and spontaneously used the weekend time to make original products.

Type. Lenovo was born, and on this basis, developed one of Google's most important revenue products.

Adwords (keyword bidding advertisement) What's more interesting is that none of these five people have it.

One of them is an employee of the advertising department.

Behind the legend is still the design of a series of supporting mechanisms: it was very long in the early days of Google.

For a while, in Larry? Page himself presides over the staff meeting held every Friday afternoon.

All the ongoing projects of the company will be announced, and employees can challenge and discuss; Employees have

High autonomy, can mobilize resources across departments; Wait a minute. Therefore, the mechanism to promote synergy

System design is an important field of organizational innovation in the future.

How do these three basic empowerment principles land and become the original DNA of your enterprise?

And then what? According to my previous work experience, I also refined the application method of empowerment into three points.

First, the construction of culture. From the perspective of synergy, organization must be a kind of value.

* * * Homomorphism. Only local innovation efforts and overall prices in individuals, teams or organizations.

Only when the value goals are consistent can we achieve the greatest innovation efficiency and value realization. For an enterprise,

Generally speaking, the importance of culture is beyond doubt. In this era of great change, do you firmly believe?

Your own corporate culture, even with a missionary mentality, spreads and attracts real kindred spirits.

After Alibaba introduced the partner system, many companies followed suit, but I noticed that

Close people come together.

Intelligent commerce

It is understood that there are many phenomena of "learning from the East". The essence of the partnership system is like-minded,

Partners need to have the same ideals and visions, and many companies have a partner system.

In fact, like-minded teams have become profit distribution gangs and are completely withdrawing from the South.

Second, talent recruitment. It is precisely because management is no longer important that self-motivation becomes a creator.

Typical characteristics, so it is particularly important to find the right person, and so is talent recruitment.

It has become a link that cannot be ignored in enterprises. Whether it's Google or Facebook,

Not only willing to express sincerity to candidates with the most competitive salary and benefits, but also willing to recruit.

More resources and time are invested in the process and ability, so is the evaluation of each applicant.

Based on full interaction and understanding with the team.

A long time, Larry? Page insisted on interviewing every project in person.

Later, with the expansion of the company's scale, the work was too heavy to continue.

But he insisted on reviewing the recruitment contract himself for a long time. On Facebook, mark zuckerberg.

The same is true of the story that Ge personally called to urge an ordinary engineer or data scientist to join.

This is not uncommon.

Finding the right person is more important than changing people. Only when the right people join in can we attract more companies.

It is a very wise and vital choice to take the time to find the right person.

Third, great efforts. Times have changed, and the management responsibilities of the top management team of enterprises have also changed.

Great changes have also taken place. In traditional corporate governance, most of the energy of executives is in

Used in the supervision and management of employees, how to provide a platform for creators?

There can be more interaction between them, even cross-border communication, which can be owned by the whole team.

Better creativity is a very important new topic in the field of organizational innovation, which needs a lot.

Economists spend more time exploring and thinking. This will open the gap between enterprises and distinguish them.

The watershed of competitiveness.

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