Startups Must Find A Good Assistant For Themselves.

Zhao Peng is the founder of BOSS, with 12 years of experience.

Service experience.

A few days ago, at the annual meeting of fast law, Zhao Peng summed up eight moves to share with entrepreneurs.

Looking for a person: look at six achievements

When a salted egg yolk rises, we will say that the sun is coming out.

This is actually a matter of finding out when to find a person. People often let people go away in the process.

So, when you look at a person about 60%, start quickly.

This is my interview with some successful experiences and failures in the process of robbing people.

Another extreme case is that I feel very excited after watching two or three achievements. I think this person is definitely Kongming. I think Kongming is like a duck to water and will live happily ever after.

4 months later, I found it totally wrong, and then I made a mess there, and I didn't know what to do.

On the important people, I recommend to see 56% of the appearance.

Good people will not wait for you to choose every day.

When we small companies and others to grab people, what do we take to grab? I think there is only one way is to take life to grab.

I see a lot of start-up companies, small boss is very good at grabbing people, because in addition to taking the life to grab, other are nonsense.

Do you think humming can hump the man? Unless he is a fool, he is so silly, what do you want him to do?

So, how to rush to start up a startup company is pretty good. We advertised that we should wear thin skins and get rid of meat.

Why do we lose meat? Because we really want to take heart, we really have sincerity, we will wait for that person for 13 months.

When other companies have brand names, the boss of the start-up company says that I am here; they send a HR to the family, and the start-up company is the boss; when they say, "how are we getting paid?"

You find your little partner to see his skills and your post. At this time, do not misunderstand skills as title or resume, which is wrong.

What are the skills you want to see? Actually what he has done, and what he has done in the process.

Do not look at skills resume, or title, or who comes from, this is not the most important.

The most important thing is what he has done and what he has done in the process of making things. Only this is really related to his skills. His birth, skills and mentors are often not related to you.

Looking for four types of people: just look for the director.

That's right. What kind of people are you going to need at the stage of development?

For example, the director level of a large company is cost-effective when it comes to the role of a large company.

What is the ability of a boss in a big company to use such a director? A kind of ability is a decision-making ability. He often needs to know that it is not necessary to do this thing.

The director level of a large company is that he has the ability to make quick decisions in a relatively short time.

The second is coordination and cooperation.

There are all kinds of balance and collaboration between the big companies.

But you are a small company, and what you need is that the buddy can't point out the question in a word, and it's wrong to get the ability of the chief executive to find a person.

Looking for five types: upper and lower match correctly

We often accuse a classmate, or try hard to persuade a person. Why can't you play with him? He can play with anyone. How can he not join you?

There is a particularly important match between the upper and lower levels.

Some people follow this boss every day, and every day they are very luster. For another reason, he doesn't know why.

This kind of match between people is especially important, even more important than anything else.

We often forget this, treat people as a product and treat it as a tool.

When people are put together with people, they burst into power in an instant.

Many young men here have met this situation with a young woman. Something has struck you.

It is very important for anyone to play with anyone. The essence of changing jobs is changing BOSS frequently.

Recall our past growth process and the people we know. Many people went to a place because of a company, but they left the place because of a supervisor.

To pick a job is actually to pick BOSS.

Chinese people like to say that men are afraid of going wrong. Women are afraid of marrying the wrong man. We call them in the right line, enter the company, and the right people.

Find six people: find someone at the right time.

One of the users told me that he had been waiting for a month for 13 months.

He sees a product manager who is the co founder and chief product officer of a start-up company.

He said he had been waiting for him for 13 months.

I was inspired by the fact that 13 months later it was really time for both of you.

No one can force anyone to make a choice, not to force others, to seduce others to make a choice, or else you have to pay the bill.

The Chinese partners who really should be together and have a good time must be related to time.

Looking for seven types: fireproof, burglar proof and anti spray

What is the biggest lesson for an entrepreneurial company to find people? It is to cherish life and prevent spray.

In some areas you don't know, you can't wait for two people to fall asleep. They don't know what the other person is saying.

You must be careful when you meet someone who can spray especially, because you really need everyone to pull together and share hardships and hardships, and have a chance to live a good life.

Of course, some positions need these sprout, which is related to posts.

However, I always encounter small partners of start-up companies. When he is in trouble, there are some key positions that can not be solved. At this time, he met with a special shot of this guy.

Therefore, I said today, because we are not easy, so fire, anti-theft, anti spray.

Looking for eight types of people: how to manage airborne troops

Many people have a little money in the middle period, get a A, get a A+, get a B, this time, they need airborne troops, even to the title and the treatment of the co founders.

After coming to this person, you can not imagine that once you find this person, you will live happily ever after. There is no such person in the world.

Here are three points to note.

First, spend a lot of time with your new people, especially CEO.

Second, the new person you may have is very potential, but at the very beginning, try not to give him too many things to do. We call it a column model.

Let him have two advantages in one job. It is easy to make achievements, you earn, and you are easy to make achievements. Others will be convinced.

Third, you think this person is very capable of training, and he would like to give up CEO to him tomorrow morning.

When you want to train him at this level, don't be too anxious.

We see that many companies are actually fostering a promising prospect.

Because human nature is half human, half magic, putting humanity in the middle, and not half of a person.

Therefore, some medium-term executives who want to cultivate in particular should take small steps.