1. Focus on participation and dare to challenge yourself
Ren Zhengfei warned employees that no matter whether you are successful or not, you must find your own feeling. As long as you have participated in and fought with it, you are successful.
2. Pay attention to learning from others and learn from each other's strengths
Ren Zhengfei said that a person should actively absorb the advantages of others, and actively point out his shortcomings to his partners. When others point out your shortcomings and criticize your shortcomings, they are actually helping you and wishing you to improve. If you give up this kind of help, it will be a big loss.
3. Be good at summarizing
Ren Zhengfei said in a discussion with employees, now give you a handful of silk thread, you can't catch the fish. You must tie this thread into a net, and this net has dots.
Life is to form a network one by one through continuous summarization, and then form a big network. If you are not good at summarizing, you will be like a monkey breaking corn, breaking one and throwing one, and you will have nothing to gain. Everyone usually needs to take more notes and write summaries. People who don’t want to improve will definitely not do this. We do not accept people who are not making progress, are restless, and are full of complaints. If you are not good at summarizing, you cannot move forward.
The history of mankind is the history of constantly moving from the kingdom of necessity to the kingdom of freedom. If there is no usual summary, forming a network of this kind of thinking, it will not be able to solve the problems that arise at any time. You can't move forward without generalization, and you can't go up the stairs without progress. People move forward step by step. You only need to take a small step forward. When you look back and summarize in a few years, you will find that you have made a big step forward.
4. Seek truth from facts to do career design
Emphasize that employees should "love one line and do it", if you don't love it, don't do it. At the same time, "love one line, do one line" should also seek truth from facts, and design one's own career based on one's own expertise and professionalism.
After employees have made a realistic career design for themselves, they must use the design goals to strictly require and restrain themselves, so that they can move towards the goal. For example, if you plan to be the president, then you have to use the president's standard to strictly demand yourself and pay attention to your words and deeds. Otherwise, people's words are terrifying, and they can't stand their attacks and expose the bottom line, and they will suffer very much.
5. Cultivate experts, not "universal generals"
Everyone is required to love, be proficient, and transcend the line of work they are engaged in. If conditions permit and have sufficient energy, they can learn more about the operation status and skills of other businesses related to their work. Huawei emphasizes that people without grass-roots work experience cannot be promoted. Educational qualifications are only a reference factor for selecting cadres, and cadres are mainly selected based on their actual talents. Huawei hopes that employees "love one line, do one line; do one line, specialize in one line".
Don't you see the user board test team, who has been staring at a board for several years, and has produced great results. Our age needs specialists, not panacea generalists. Welding experts, plug-in experts, cable and frame assembly experts, packaging experts, freight experts, warehouse experts, typing experts and other experts are combined together, which is a very powerful joint corps. Imagine an artillery regiment, everyone is well-rounded, the software can do it, the Internet can be a little bit, Jingyuan also understands the design, and the finance also understands. The entire regiment is such a highly educated person who understands everything except that no one can hit the "gun" accurately. What kind of combat effectiveness does the regiment have on the "battlefield", it must collapse. If it is really full of such "universal generals", Huawei must collapse. (1996)
6. Be tolerant of well-meaning employees who make mistakes
Ren Zhengfei believes that employees grow up by making mistakes, and they should be tolerant of employees who make mistakes due to inexperience, and encourage everyone to improve their work.
Thoughts are easily dulled without being tempered. Those who are good at using their brains are getting smarter and smarter. They may try themselves and cause some minor problems. Should leaders at all levels distinguish the diseases they cause to improve their work? Or is it a mistake made due to lack of responsibility? It is the former, you have to show mercy. We want to encourage employees to improve their work. (1996)
7. Employees should love their work
It is hoped that employees will regard work as a passion and a driving force for dedication. It is a rare opportunity and challenge that should be cherished. Every employee must do everything seriously, no matter it is big or small. Everyone should have a broad vision, an open mind, a sense of responsibility, and not care about personal gains and losses.
Only by devoting wholeheartedly and concentrating on research, can you achieve yourself. As long as people love it, they will eventually know it, and in rigorous and extensive practice, they will see flaws and make new breakthroughs. Inventions without practice are getting harder and harder. Long-term unremitting efforts will eventually create miracles. This is the revelation of history and the law of quantitative change to qualitative change. We must do something, and all those who are interested in devoting themselves to the cause should move forward without hesitation, regardless of the flowers and thorns on both sides. (1997)
8. Employees should start caring about others from the small
Train employees to care about others from the small. Huawei requires employees to respect their parents, help younger siblings, and be responsible to their loved ones. On this basis, I care about others, support the Hope Project, the underprivileged students, the Candlelight Project... and usually care about my colleagues and those in difficulties around them.
Encourage employees to do their jobs well, and when the company develops, their contributions to the country will become greater.
9. Pay attention to the professional development of grass-roots employees
Huawei implements a policy of relatively fixed positions for grass-roots supervisors, professionals, and operators, and advocates "love one line, work in one line; work in one line, dedicated line". The basis of "Love One Line" is to pass the recruitment examination. The condition for the employees who have been employed to continue this line is to undergo the screening of the post assessment.
Last year, we mobilized more than 200 masters to exercise in the after-sales service system. How do we mobilize? We said that the cross-century network marketing experts and technical experts should be selected from on-site engineers. In addition, the opportunities and treatment of those who come to the site may be better. A year later, some of them were diverted to various positions, and some stayed as maintenance experts. They have hands-on experience, progress quickly in a variety of roles, and push new employees into this cycle. This cycle of technology, business, and management has brought good things to the grassroots. (1998)
10. Advocate "do one line love one line"
Huawei allows employees to select jobs appropriately, but discourages employees from changing jobs frequently. Encourage employees to "do one line of work and love one line of work", gradually develop interest in the process of doing, and eventually grow into experts.
The company allows employees to have the opportunity to choose positions, but first of all, they must obey the assignments at work, run in as soon as possible, let the spark of ideas flash in their own work, and slowly fall in love with this position. If it is found to be inappropriate, there is an opportunity for exchange. But it is absolutely impossible to look at the high mountain from this mountain, and as a result, no mountain can be climbed, and finally it was eliminated by the company. "Do one line, love one line; love one line and do one line" is relative, and we cannot love indefinitely, nor can we change positions without limit. (Year 1999)
11. From "carrying stones" to "building churches"
Huawei requires employees to understand the company's major goals, and to guide their daily work with the company's major development goals. In this way, the meaning of work is different, and the quality of work is also higher.
I once told a story to the people in the marketing department: Fifty years ago, two young men were carrying stones to build a church. A wise man asked them, "What are you doing?" A young man told him, "I am carrying stones." A young man said, "I'm building a church." Fifty years later, everyone looks back and sees that the person who carried the stone is still carrying the stone, and that the person who builds the church has become a philosopher. Who told me this story? When a friend visited our company, he told me this story. He said that Huawei is now "building churches" every day. Why? We aim at a big development goal, and what we do is to "lift a stone" every day, but the overall goal is to improve the company's core competitiveness. So we are "building churches" every day, and in fifty years you may be done, and everyone can be a philosopher, an entrepreneur, or a good administrator and expert. Think about it, everyone, in the company your overall goal of work is to build a church, but isn't your life goal also changing? (Year 1999)
12. Employees should persist in self-criticism for a long time
Ren Zhengfei believes that young people must have a spirit of self-criticism for a long time. Only by insisting on self-criticism can one make continuous progress. Inside the company, we must get rid of the idea of good face.
Most people will become cautious people when they go to work. If you don't overcome that kind of cautiousness, not only will it not be a driving force for Huawei's development, but it may be a stumbling block. Not only can it not make the company grow, but it will weaken the company's development Competitiveness. What can really make Huawei develop faster and bigger is to rely on each employee to open themselves up and strengthen their self-criticism.
My only advantage is that I can correct my mistakes, and I don't have face value. Such people are easy to find in the future, so it is not difficult to take over. Never deify a person, otherwise it will distort Huawei's value creation system and the company will collapse. Because, if employees think that they are creating value, their enthusiasm will be very high. If employees think that only one person is creating value, their enthusiasm will be lost. (Year 1999)
13. Don't have a "worker" mentality
I hope employees don't think "this company has nothing to do with me, I just work part-time". If you always think about the problem with this "wage boy" concept, you will not have established a concept of life and death with the company. Huawei calls on employees to learn from others' meticulous and down-to-earth spirit of hard work.
14. Strengthen self-training and surpass yourself
Getting trained is important, but self-training is even more important. If you really want to become a senior person, you must train yourself, and only self-training can achieve transcendence. Life is short, youth is precious, don't waste time. If a dream becomes a big event, it must have the spirit of "head hanging on the beam and thorn in the head". Opportunities for self-training are available anytime and anywhere. Be open to yourself, absorb the nutrition of others widely, cherish time, cherish opportunities, find your own entry point in life, strengthen self-training, and surpass yourself.
Technical training mainly depends on one's own efforts, rather than listening to others' lectures every day. In fact, every position is receiving training every day, and training is everywhere and all the time. Successful people mainly rely on their own efforts to study and become effective learners, rather than passive indoctrination, they must continue to study hard to improve their level. Year 1999.
In a conversation with employees, Ren Zhengfei mentioned how he raced against time to learn by himself:
I don't know how many hours you study a day, can you show me your homework schedule for a day? I can tell you how I study, if it is a two and a half hour flight to Beijing, I will read books for at least two hours. I haven't played cards, danced, or sang at night in my life, and that's how I got better. (2000)
15. Give dedicated employees more opportunities
Responsible and effective employees are Huawei's greatest asset. Employees who respect knowledge, individuality, and collective struggle are the inherent requirements for the sustainable growth of the business.
Huawei hopes that every employee can make a difference based on his or her job. Employees who are bent on doing big things but don't do well at their jobs will be laid off. Give those dedicated employees more opportunities for growth and development.
We need to create more opportunities for those employees who are strict with themselves and lenient toward others; highly devoted to their work, pursue unremitting improvement, and sometimes make small mistakes and are not good at forgiving themselves. Only with a high degree of investment and dedication can we see through the "red dust", find opportunities for improvement, and find our own development. Dare to uphold the truth, dare to speak the truth, dare to self-criticize, do not speak indiscriminately when you do not have a deep understanding of things, and employees who are not grandstanding are the hope of our career. (Year 1999)
16. Dumplings that cannot be poured in the teapot are equal to no dumplings
Huawei does not use academic qualifications and knowledge as the criteria for determining income, but evaluates compensation based on contribution and performance. Having knowledge and no performance is like having dumplings in a teapot but not pouring them out. Failure to pour them out means that there are actually no dumplings.
I think it doesn't matter how a person's diploma is, it's important that a person strives to improve his basic knowledge and skills. Those with academic qualifications have received good basic training and are easy to absorb new technologies and management. But knowledgeable people don't necessarily have great skills. We need to evaluate compensation by contribution. If the person is very knowledgeable, "There are a lot of dumplings in it, and if they can't be poured out, it means that there are actually no dumplings". Enterprises do not determine income according to a person's knowledge, but determine the contribution of his knowledge. We emphasize that when using a cadre, do not consider his mark, and cannot use it according to his knowledge. We must evaluate cadres according to the quality of responsibility, his ability, and his contribution.