In the process of communicating with enterprises, consulting or consulting, I often see such situations, including that some teams suddenly have conflicts between team members after a period of development. These contradictions may come from unfair salary levels, or from the great cultural differences among team members, and there may be a lack of motivation for sustainable development when the team develops to a certain stage.
In fact, in the development process of our team, if you don't realize many problems in the early stage of the team, then you need to spend a lot of money to make up for it in the later stage. I will tell you some points in advance. You can do some preparation and prevention.
The first very important point you need to prepare for the recruitment process here is that I hope that in the recruitment process of your early team, a very important point is to determine a unified recruitment standard.
Because we will often see that when your Latest Mailing Database team progresses to a certain period, the level of personnel in different departments will vary greatly. The level of the members of department A is determined by the leader of department A, and the level of the members of department B is determined by the leader of department B. When you develop to a certain process, the members of departments A and B may have different abilities. Very large, but their pay may be the same. In other words, they have the same ability, but their salaries are very different.
So in the early days, I suggest that you have a unified recruitment standard in the process of recruiting members.
We know that at Google, when they recruit all their employees, they have a recruiting committee called a unified recruiting committee. This recruiting committee comes from various departments, and they have a unified horizontal standard for new recruits in terms of ability, level, and values.
This ensures that although our personnel come from different channels and enter different departments, their final position and level in this company are consistent, so that ensures that all people have a certain degree of fairness in the end. sex.
But at the same time, the advantage of having a unified standard is that when we look at these talents, we can ensure that all their cultural values are unified, and we will not bring people with different cultural values into the team. So especially for many early-stage startup teams, my advice is, as the founder, or CEO of the company, each of the first 50 people must be interviewed and approved by you to join the team, which is to ensure that your The stability of the early part of the team, that's the first point.
The second problem we need to solve is that when the team develops to a certain level, there will be a ladder of members' abilities. When the ability reaches a certain time, it cannot achieve the ability that our team needs. What should we do at this time? One of the rules I w