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The problems that arose in the group were due to its rapid expansion, weak foundation, and imperfect systems. However, as the president of the company, Wu Xinyu failed to discover the problem in time and bears the unshirkable responsibility.
If he was punished, he would feel better. Yi Xiaohai did not blame him, but Wu Xinyu felt even more guilty.
"Boss, no matter what, it was my fault at work, and I request punishment."
Yi Xiaohai looked at Wu Xinyu¡¯s firm expression and nodded:
"As the president of the group, you failed to discover the problem and prevent the situation from escalating. You cannot shirk your responsibility. Now I am announcing that all senior leaders of the group will be demoted by one level and all salaries for this year will be deducted as punishment."
Wu Xinyu really hoped that Yi Xiaohai could punish him, but he didn't say that he would drag everyone else in.
He wanted to plead for others, but found that there seemed to be no reason. Yi Xiaohai also saw his thoughts and blocked the road directly:
"As the president of the group, you are responsible for the overall situation. As your deputy, they are more responsible than you for failing to discover the problem. You accept the punishment, and they must accept it too."
"But¡¡"
"Stop it, I didn't come to you to plead for them. The group has serious problems and must make changes. Do you have any ideas?"
Wu Xinyu still wanted to fight for those subordinates, but seeing Yi Xiaohai's determined attitude, he still didn't speak.
"Yi Xiaohai is right. He is the president of the group. He cannot pay attention to every detail. He has responsibilities, and those at the top have even greater responsibilities.
¡°And Yi Xiaohai¡¯s punishment may seem severe, but it actually means more of a warning.
Because the demotion started with him, his position remained unchanged. Yi Xiaohai did not rearrange his work, which meant that it remained unchanged.
As for salary, it doesn¡¯t matter to them whether it hurts or not.
Wu Xinyu put aside those distracting thoughts, what he should do most now is how to remedy the situation.
¡°Boss, how about setting up a supervision department in the group?¡±
The Jingnan Group¡¯s incident is so big, and there are loopholes in the system. The most critical thing is that even if some employees find that their leaders are using power for personal gain, they have no reporting channels.
A similar thing happened at Hantang Hotel Group, but the problem only occurred on a small scale. The big reason was the intimidation of the Ministry of Supervision.
If there is an inspection department, the number of people in the group who are corrupted will be much smaller.
"Actually, I had planned to establish a supervision department a long time ago, but considering the actual situation within Jingnan, it was not implemented. Now it seems necessary."
Yi Xiaohai has the same plan. The establishment of the Supervision Department can greatly limit the occurrence of false public benefit for personal gain.
"I plan to put Zhang Wen in charge of the Supervision Department, and people from outside Jingnan will be transferred at that time. You only need to cooperate with Zhang Wen's work."
¡°Boss, when manager Zhang Wen comes to my place, what should I do at the hotel?¡±
"You don't have to worry about that."
The Supervision Department of Hantang Hotel Group has been stabilized. Although Zhang Jing is immature, with Yang Jian cooperating with her, there is basically no big problem.
"Also, the establishment of the Supervision Department only allows employees to have a channel to respond to the situation. It is passive. There is no proactive way. It is best to prevent it."
"Actually, I have thought recently that job rotation might be useful."
Yi Xiaohai nodded. Wu Xinyu's thoughts coincided with his.
As the group gets bigger, management problems will become more and more serious. The retail industry itself has a large geographical span and the problem of difficult management is even more serious. ,
To prevent similar incidents from happening to the greatest extent, the job rotation system is more in line with the current actual situation
There are many benefits to the job rotation system.
Some managers will easily develop inertia after staying in a certain position for a long time. Job rotation can improve employees' enthusiasm and creativity to a certain extent.
Let the management work in different positions, master the specific operations of the department, and promote the management's comprehensive understanding of the group's work processes.
The flow of management between different departments can promote communication, mutual understanding between departments, and improve work collaboration and cooperation.
The most critical point is to reduce corporate risks.
Because management has been in a certain position for a long time, they may be self-respecting, tie up their subordinates, and turn personal interests into departmental interests.
¡°Similar to Lei Ming¡¯s situation, he began to figure out the operation of the department, recruit confidants, and dig into the foundation of the company.
There is also a situation where the resignation of a senior executive may take away the entire department, causing a certain department to fall into chaos in a short period of time and affecting the work of the group
Therefore, the job rotation system is very suitable for Jingnan¡¯s current needs.
But the job rotation system also has shortcomings. It increases the operating costs of the company, the cost of learning and training, creates low work efficiency in the short term, and affects the overall work progress.
The most important task of Jingnan Group at present is to expand and occupy more markets. If the job rotation system is implemented, it will inevitably affect the overall work of the group.
"If we implement the job rotation system now, how much impact will it have on the work of the group?"
"I estimate that the first cycle will require at least a one-month transition period. The store should be slightly better. After all, changing stores is just a change of environment. Work matters are the same."
"Then start making a plan."
Yi Xiaohai is not the kind of indecisive person.
The slow expansion of Jingnan Group is only a short-term disadvantage. In the long run, job rotation is still beneficial to the group.
"The situation in the store is very serious. Before implementing the job rotation system, I hope you will issue an internal notice and tell all employees to follow Lei Ming as a warning and not to make similar mistakes."
"At the same time, we strictly require store work standards, gifts, points, including those gray incomes. Anyone who dares to reach out will be put in jail."
Yi Xiaohai wanted to be ruthless and would not tolerate anything that was not in line with the rules, but Wu Xinyu made a small suggestion.
Gray income is a must. Sometimes it is difficult to eliminate gifts and points, especially the issue of points.
Some customers don¡¯t like to apply for membership cards and want to enjoy membership prices. If the employees don¡¯t help, they are likely to lose customers.
Yi Xiaohai has no room for negotiation on these points and must fulfill the company's regulations to the letter.
¡°The treatment the group gives them is better than that of most companies. The most ordinary employees earn more than 30,000 yuan a year. If they can¡¯t do it, there are plenty of people who can do it.¡±
"Also, membership cards are a way for the group to increase consumer loyalty. If guests want to enjoy membership prices, they must apply for a membership card. This is the rule!"
When Jingnan Group opens its doors for business, customers are God, but customers must also abide by the rules of the game when enjoying discounts.
There is no such thing as wanting benefits and not paying for them.
Wu Xinyu thought about it, and what Yi Xiaohai said made sense. The membership price is what attracts members.
If you don¡¯t even want to be a member and still want to get benefits, it¡¯s really not appropriate
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