Chapter 6921 Brother-in-Law

Many CEOs looked at Lin Feng with resentment.

You let the daughter of the President of the United States be your front desk receptionist, this is too high.

"Don't look at me, this is her own will, she doesn't want to go to college, she wants to make some money and buy some things by her own ability, so she came to me!" Lin Feng shrugged.

Many CEOs looked unconvinced.

Although this second daughter of Donald is not as beautiful and charming as Ivanka, she is also a beauty. She can also start as a model. With her identity as the daughter of the president, it is enough to sign a good modeling contract.

But in the end, she came to you as a front desk receptionist, and the weekly salary is only 850 US dollars, which is too low. This is the salary of ordinary people.

"She doesn't like to walk on the catwalk, so she came to me." Lin Feng said with a smile, "Don't look at this as just a receptionist, in fact, there is a lot of knowledge, not to mention that she is still young, doing more of this kind of thing will also be beneficial to her future studies and work!"

Many CEOs thought about it and found that this reason was indeed acceptable.

After all, being a front desk receptionist looks simple and easy, but it is not easy to do it well. After all, you don't know what kind of people you will meet, and you don't know what you will encounter.

This is a place that trains people.

Of course, it is still surprising that the President of the United States came to be your receptionist.

If this gets out, it will be too high-profile.

This will give Lin Feng a face!

"Brother-in-law, is there anything else?" Tiffany asked.

"No, but you performed very well today, so in order to express your appreciation for the employees, the entire front desk who worked today will be rewarded with 1 million US dollars!" Lin Feng said with a smile, "Although it is not as much as 10 million US dollars, this is also the performance that all of you front desk employees deserve!"

"Then I will thank the boss on behalf of the front desk!" Tiffany smiled like a flower.

Although there are eight people at the front desk, each person only gets about 100,000 US dollars, but compared to their salary, it is enough. This is equivalent to two years' salary.

Soon, the news spread, and the entire front desk was overjoyed.

An extra income,

This is enough to make them happy.

"Mr. Lin, we didn't lose unfairly, it really wasn't unfair!" Many CEOs sighed, "We didn't lose to the daughter of the President of the United States. But your way of handling things is really good! It's worth learning from."

Many CEOs also thought deeply.

Thinking deeply about Lin Feng's collective reward to the front desk, rather than rewarding individuals.

Although this incident happened because the Indian Indian picked Tiffany, the daughter of the President of the United States, so it failed. Logically, it should only reward her.

But if you only reward Tiffany, the atmosphere of the entire front desk will be broken, especially it will cause remarks that she was treated like this just because she was the daughter of the president. This will cause psychological imbalance among many receptionists at the front desk. It will break the harmonious atmosphere of a company.

This will have a bad impact in the long run.

Although you can fire employees to avoid this bad impact, in fact, this approach is the worst.

There used to be a last-place elimination system in the United States.

Many Fortune 500 companies, including Microsoft, have adopted it. The so-called last-place elimination system means that the last 10% of employees in the monthly evaluation will be warned by the company. If they fail three times in a row, they will be eliminated by the company.

This method is intended to promote competition and ensure the vitality of the company. But what is the result? The actual result is that due to the last-place elimination system, the internal competition is too fierce, and this fierceness often presents an unhealthy state, resulting in increased internal friction.

In the end, instead of forming a positive side, the intrigue within the company has increased, and at the same time, employees are in a state of panic. You keep firing employees and recruiting employees, which eventually leads to excellent talents jumping ship and working in more stable companies.

Therefore, in the end, most Western companies have abandoned this last-place elimination system. Because the disadvantages outweigh the advantages. In the short term, it can have a positive effect. But in the long run, it affects the unity and harmony of the company. It is not conducive to the long-term development of the company.

As for the last-in-first-out system that has been popular in China in recent years, people have learned it hastily, or read the introduction in a less rigorous business magazine. Once they see it, they think it is feasible, so they copy it and even deliberately come up with new ideas to punish or even fine employees.

The result is that such companies can only exist for a while, but not for a long time. The final result is either change or be eliminated by the times.

Managers often blame employees for not working hard enough, not being motivated enough, and scold employees for being lazy. In fact, this system itself is against human nature. Everyone wants to be stable, secure, and at ease.

If you make everyone worry about whether they will be punished or fined all day long, the result will naturally be bad.

Nowadays, most of the top 500 companies in the West adopt the efficiency of leading by example. Basically, the presidents of most Western companies work very early and leave very late, and their personal time is all given to work. This way of leading by example can drive the enthusiasm of employees.

As a result, it is better than the corporal punishment of last-in-first-out.

Especially in China, bosses or managers go to get off work and leave on time, and then ask employees to work overtime every day. If they fail to complete the task, they will find ways to punish employees. This kind of inequality and imbalance will result in employees switching jobs without any regrets once they have a better job, and even collectively switching jobs at the critical stage of your company's development.

This can only be said to be self-inflicted.

And Lin Feng's approach of rewarding the collective at this moment is very smart.

Because the front desk receptionists represent the image of the company. And they should be regarded as a whole, not just one individual. Today's reward for a single individual ignores the efforts of others and also despises the sense of collective honor.

Perhaps others will choose to accept the $10 million check, but today's reward will remind them that they are always part of this group and enhance the collective sense of honor of employees.

This is the most brilliant.

Lin Feng's reward method is also for these presidents to learn.

Sometimes, it is not the individual reward that is best.

$1 million is worth buying a sense of collective honor!

(Today's two updates are over, and we will continue tomorrow! Thank you for your support!)