https://mp.weixin.qq.com/s/ztYd4wY5JSW4wwH7Sz6l4Q
Over the past 10 years, the rapid development of the Internet, people remember, but also to China embarked on the road of Internet innovation,
Data show that as of September 18, 2018, the global total of 272 home "unicorn" company, the total valuation of $ 8,640 million. 272 in the world, "unicorn" companies, there are 79 House (29 percent) from China, the total valuation of 33% .
Over the past decade it can be regarded as a blowout era of the Internet in China.
Technology blowout technology, to bring more people a good experience, but for practitioners, but not friendly. Early in the second industrial revolution, scholars have predicted:
Future work a day just four hours.
Today, Ma is still an interview, he said the future with artificial intelligence, people need to work one day only four hours.
Is it really?
So why now clearly a technologically advanced, Internet companies, but firms now have 996 (9:00 am to 21:00 six days one week)?
01
Righteous 996
Most of the multinational companies and social point of integration in these areas:
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client
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shareholder
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user
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Employee
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Community returns, environmental protection, etc.
In my opinion, a lot of Internet companies, has the benefit of customers, shareholders, communities, and even environmental protection has also made many contributions. such as:
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Customer: millet commitment hardware net profit margin of less than 5%;
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Shareholders: US group listed, shareholder upfront investment of significant benefits;
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User: I know almost content platform, to help readers access to quality content;
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Social: Google launched Project Loon plans to help the hurricane swept through Puerto Rico restore the network connection
But the only thing more embarrassing is that employees and relationships.
In recent years the rise of Internet companies, labor conflicts seem more serious.
On wages and benefits point of view, Internet companies provide their employees with money for salaries, excellent service, there are options.
However, enterprises in the employment strategy, is still dry Ze and fishing. The most notable feature is:
Overtime, overtime normalization.
such as:
Before the rise of the Internet, there are also private enterprises will be required to work overtime, they would not give overtime.
But most of the time, these companies are still consciously wrong.
Only in the Internet industry, it should be more efficient high-tech industries, openly launched 996 normality overtime.
Workplace people suddenly discovered that overtime is no longer the wrong company, and become righteous .
If you refuse to work overtime this norm, that Dingding hat buckle over:
The going gets tough, the lack of resilience and work less active, there is no team spirit of entrepreneurship
996, this belongs to China Internet term, now also known overseas (notorious) a.
Source: BBC News
02
996 is a work-lose
Many people think: 996 pairs of great harm to employees, but the company has interests, so companies have an incentive to squeeze employees.
In actual fact, this way of working of the enterprise is also a lot of damage.
I was in the previous article, " boss: do not accept 996 overtime system? Now employees could eat so much suffering , "shared the scientific work 996 system is questionable.
Psychologist Robert M. Yerkes and JD Dodson based discussion of biological psychology and neuroscience in 1908, tinker with a " leaf Duer Shi law (Yerkes-Dodson Law)".
Pressure and results are inverted U-shaped relationship, moderate pressure level sufficient to achieve peak performance state, too small or too much pressure will reduce the operating efficiency. The efficiency of ordinary people and not because of the extension of time and upgrade, on the contrary will be after the critical point, the efficiency plummeted.
Normal staff work and rest, it has been able to concentrate at work, because it is a good adjustment in the personal time, efficiency will be high.
And if you paid any attention to long-term employees to work overtime, they are not efficient at all.
Long-term continuous work overtime, it is easy because the spirit has been in a state of tension, mistakes frequently occur after fatigue, reduced efficiency and even lead to serious physical and mental illness.
The annual two-eleven, the hospital will receive a large number of patients with lumbar disc herniation, most of them are ready to double eleven while fighting in the front of the computer 2-3 weeks of the electricity business talent.
A foreign electricity supplier executives to me Tucao, 200-person team, during the two-eleven, after five 90 employees because of disc herniation hospital.
有没有长期加班，但应对“自如”的员工？
有，他们被马云称之为兔子。
兔子深谙职场潜规则，老板发言他鼓掌，老板发票圈他点赞，老板提要求他表决心……
但是，全力干活，不存在的。兔子上班出工不出力，看起来很努力，但是根本没成果。到了晚上不回家，在公司加班，装作非常努力的样子，甚至还会时不时发一些励志的朋友圈。比如这样的：
老板是个矛盾体。
他很痛恨兔子（出工不出力的员工）。
马云对史玉柱说，兔子虽然认同企业价值观，但是没有能力，兔子如果混得好，会带坏很多普通员工，对企业危害很大。
但企业往往又很喜欢拼命加班的员工，《为什么人人都恨阿里钉钉？》里也分享过：钉钉有一个「下班后哪个员工最先走」的排序功能，很受企业老板喜欢。
长此以往，优秀的员工效率不断下滑，无法持续为公司创造出价值。
而兔子们却凭借善用规则为自己省力，在企业里得到了更多资源，活得更舒坦。
普通员工都不是傻子。
如果优秀人才都加薪晋升了，他们就会努力把自己变得优秀。
如果兔子升职加薪，小白兔活成大白兔了。那普通员工也做兔子呗。
讲道理，变得优秀很难，但成为小白兔的门槛却很低，只要听话就行了。
温和听话的兔子，更容易得到管理层的关照，会进一步挑战优秀员工的生存空间，抢走优秀员工的晋升机会。
优秀员工一瞅，我去，我这么努力这么高效，升职加薪的机会却被兔子给拿走了，那我有什么必要在贵司继续待下去呢？
03
996的本质
首先要正名，996（据说最近还衍生出十十七）这一人力资源领域的“创新”之举，其实并不来源于人力资源专家。
有正常思维（要脸）的人力资源专家，是不会研发出这种不合乎情理的产品的。
为什么要搞这种工作方式？
最重要的原因，说起来很讽刺，恰恰是公司人力资源水平的低下。
老板不知道：
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如何分配工作才合理；
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不知道如何评估员工的效率；
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不知道用目标去管理员工。
古代带兵打仗的将军们，可不是只懂得排兵布阵，或者大喝一声万千军中取上将首级。
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敌人会出现在哪里？
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行军路线如何安排？
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行军时间需要几天？
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粮草够吃几天？
做将军的都应该了然于胸。
举个如今工作的例子，我安排小伙伴帮我设计公众号的排版，2个小时后就会催稿。因为我自己做过，清楚2个小时绰绰有余。
如果老板很了解项目，应该安排3个人做两天，能出效果ABC。
那他完全没必要让员工加班，甚至可以告诉员工，如果能提前做好，效果不打折的话，剩下的时间，员工可以去自学一些技能，或者早点下班回家休息。
有些老板会说，我懂一部分工作，我又不可能懂所有工作咯。的确如此，所以需要企业在人力资源上投入更多。
第一次排班3人计划5天，发现3天做完了，那下次项目规划中就应该标注好3人3天是常规量。
利用精细化的管理手段，出工不出力的兔子们根本无处遁形。
此外，企业可以用目标和激励手段来管理员工，可以是期权，也可以是奖金、福利，甚至可以是公司内的表彰，来鼓励员工尽快完成手头工作，或者在本职工作外拓展新的成就。
可惜的是，如今的领导们和老板们对于人力资源的重视程度太低。
不会精细化管理，那只好粗暴的来一招996。最终让员工为老板在战略上的无能买单，缓解自身的焦虑。
这就叫做「老板偷懒，员工买单」。
04
996没有未来
粗放型经济发展的时代已经过了。
如今已经是互联网下半场，争夺存量生意，未来比拼的是精细化管理的能力。
我们简单看几个未来十年的人力资源趋势：
1.人口红利消失
中国的人口红利，薛定谔的猫。
十年前就有人说人口红利消失，到了如今各方的口径仍不相同，似乎承认人口红利消失，是一件很可怕的事情。
但事实上，对于用人企业来说，招到合适的人才，相比十年前20年前的难度，明显越来越大了。
2.人才崛起
30-40年前，工业时代，人才依附企业。
企业提供工作机会，保障人才的生存，而离开企业，人才的日子也会很难过。
工业时代的分工细化，让工人在一段生产线上成为熟练工，但他们也只是这段生产线的主人，离开这段生产线，就算是心若在，梦也在，但生存压力依然会很大。
互联网时代，人才愈发独立，罗振宇提出过人才的“U盘式生存方式”：
自带信息，不装系统，随时插拔，自由协作
过往，无论是人才，还是庸才，都是企业的螺丝钉；都需要按资排辈，逐级汇报。
一个优秀人才的未来往往会掌握在他的上司手里，而这位上司可能就是比他早个3-5年加入公司的人，到底这位领导，是人才还是庸才？是愿意帮助下属心胸豁达，还是不肯帮助下属，甚至提防下属的狭隘之辈，只有看缘分。
如今，在新的网格模式下，人才会有足够的发挥空间，企业组织架构扁平化的同时，把自己变身成平台，提供给优秀的人才，供他们施展才华。
996的工作方式，从来没有把员工当成人才，只是把员工当成劳动力。
最终的结果只能是，真正的人才逐渐流失。
3.个性化时代
随着90后职场人成为职场的主角，年轻的一代逐渐意识到他们想从职场中收获的不仅是钱，不仅是股权，也包括幸福的生活，也包括健康的心态。
如今在职场上，能看到70后-80后-90后，未来还有00后，员工的分布越来越多样化，对薪酬福利职业发展的需求也会多样化。
企业需要聆听人才的声音，接受他们的个性，满足他们的需求。
写在最后：
未来十年，我认为科技公司需要花更多的精力去解决人才效率的问题。单纯使用996提升效率，是管理层偷懒的表现。
过去10年，互联网企业都是在粗放发展，太精细化反而会被竞争对手在体量上甩开。
但未来10年，互联网企业需要走向精细化管理，在每一个细节提升企业的产出，而非用996的加班模式来自我麻醉。