Làm thế nào để nhân sự có ý thức tự giác trong công việc ? | Phạm Thành Long

They will be more disciplined if they know what they need to accomplish. So, those are the five steps for us to have a process for everyone to follow. And when everyone follows this process, they will work more autonomously. I have a question for you. How can our staff be more self-aware in their work? Thank you, Mr. Khai. Please take a seat. How can our staff be more self-aware in their work? The answer is very short. Sang Hai. You can't send ducks to the school for the big table. Many years ago, I was taught by a teacher. I was like you. I had to find a question. How can our staff be more self-aware? He taught me two things. First, if you want to have a great team, you have to become great. If you don't become great, you can't attract great people to you. And the question is, how can we know where the great people are? So you have to realize where your qualities are to attract great people to you. So to have a great team, you have to become great. If you want people to be self-aware in their work, you have to keep that first rule. And the second thing is to find people with the same qualities as you. Let's review the following things. Maybe you don't have children yet. But if you have children, look at your children. Children are the reflection of parents. Look at your children. How do you know they are your parents? Look at your soldiers. How do you know they are your generals? The story of Sang Hai is about how to have a self-aware team. There are many factors here. Let's go back to point A, they are not self-aware. Point B, they are self-aware. What are the factors that make them not self-aware in their work? Maybe one of the factors that make them not self-aware in their work, we have to find and overcome these factors. The first factor is maybe the environment does not create self-awareness. In business, there are three groups of people. The first group is the experts. Their job is to work. Create value for customers. The second group is the managers. The people who create an environment for the experts to work. The third group is the business owners. They are the ones who give money and resources to the managers to create an environment for the experts to work. So here, maybe what Mr. Khai is asking, we are working with experts who create value for customers. So what is the need that makes them have self-awareness? If they do not have self-awareness, they have to pay the price. In management, this is called a brick. There must be a brick. There must be a brick if they do not comply. For example, the first one is a light regulation. The second one is a heavy regulation. And the third one is a work-requirement. If you are not aware of this and constantly violate it, then you have to pay the work-requirement. It can even be the best horse in the herd. But if there is a horse in the herd that is the best, but it always runs sideways, it always breaks another horse. So it needs to go back to the barn, not in the field. The next thing is reward. What can you achieve if you comply? If there is a brick, there must be a carrot on this side. That is an ancient management principle. I do not necessarily have to use a brick or a carrot. But let's take this model as an example. If you do not do it, you get a brick. If you do it, you get a carrot reward. That is one of the most basic management methods. The second thing is to determine which factor is the driving factor that makes the regulations not exist here. This regulation may be due to the environment, but it may be due to culture. Therefore, compliance is culture. And we understand that for a thousand people like this, we come home at the right time like this. That is a wonderful thing. How many of you think it is wonderful if we have a thousand people and we come home at the right time like this? Do we deserve to give each other a big round of applause for our regulations here? Thank you very much. It is as simple as that. We just need to feel that if anyone does not go to the right class, if he does not go to the right class, if he comes home at the right time, he will be educated, he will be applauded, he will be happy. That is the difference between a brick and a carrot. We have to build a system of rewards and penalties for these things. The second thing, you should read a book called From Good to Great. It is not available now. It is not available in red. It will be available in green. The book is called From Good to Great. You should read a book called From Good to Great. In chapter 3 of this book, it talks about building a team. From Good to Great. You should read this book. This is a book that is the bedrock of all business leaders. In chapter 3, this book talks about From Good to Great. It talks about building a team. When the whole team does something, we should say that we have done it together. And when there is a mistake, we should look at ourselves. When there is someone in your team who does not follow the regulations, the first thing you should remember is that the mistake is yours. How many mistakes did you make? First, you chose the wrong person. You chose a person who does not have a good attitude. Second, you did not take the right action as a model. Lead by example. You did not lead by a good example. You should look at yourself. Are you a follower? Are you a selfish person? And third, you should teach them if that is what they should do or not. I would like to share with Mr. Khai and all of you here a formula for training a team through the following steps. Whenever you have a member in your team, the first thing you should do is to make everyone confident. First, it has to be simple. You have to make it really simple. The process has to be simplified. It has to be simplified. Everything has to be made simpler. If something is too difficult, the first thing you should do is to simplify it. Make everything really simple so that everyone can do it themselves. If it is too difficult, you cannot remember, so you have to simplify it. If something is too difficult, you divide it into more steps and give it to more people. It will simplify the process. The second step is very important in our business. The second step is very important. You have to write everything down. You have to draw everything down. I know that some of you are new to the business. This is quite difficult. But just do it. At first, it is not perfect. You will get better and better. It is like that time. You cannot run 4-2. Just run. You cannot run 4-2. Step 4. Optimization. We have done it well. But you can do it better. Don't hope that it will be good from the first day. Of course, it is good from the first day. But everything good can always be better. You always remember this. Everything good can always be better. Most people cannot do step 3 because we always hope it will be perfect in step 2. Therefore, we ignore the perfect step. Step 2 only needs to be good. In step 3, we teach and then implement. In step 4, we make it better. In this optimization, what is effective, we emphasize to do more. What is not effective, we will find a way to get rid of it. Therefore, the employees come early and then come back at the right time. Not necessarily good. Come at the right time is not necessarily good. This is the optimization step. So we know what to do when we are self-employed. Self-employed, do what is effective and get rid of what is not effective. There are self-employed employees who come at the right time, from 8 a.m. to 6 p.m. to sit and hold the computer because the office is cool. There are people who work and they can come at 9 p.m. but they stay until 9 p.m. or even the next day This is called optimization. We should not necessarily manage people by administration but manage them effectively. This step 4 is very important to keep people. Because if a person comes to our business at 8 a.m. but they make 100 million, we easily pay them 10 million. But at 8 a.m., if they make 50 million, we pay them 5 million and they don't stay with us anymore. This is very important. We keep people because our efficiency is higher than other businesses. This is also step 4. Step 5 is also what I asked how to keep people better. Step 5 is automation. Turn all these processes into automation. We should understand automation in a broad sense. We should not imagine that there is only one person. Automation can include using people to automate. For example, allowing a person to be automatically simplified allowing a person to be part of the automation process allowing a person to automatically customize and customize does not depend on us anymore. Automation here can also be understood as the application of information technology. For example, a system that takes care of customers automatically by email, or automatically by bot chat on the Internet is also automation. We can also automate some work such as using high-tech machines to automatically take care of a person and a person only needs to do less work. Yesterday, I saw a man who made fried chicken rice with lard. There was only one person who cooked rice and grilled chicken with two automatic kitchens and this can also be automated. So we can see that these five steps will increase the efficiency of work and keep people aware of what they need to do. They will have more discipline if they know clearly what they need to accomplish. So those are the five steps so that we can have a process for everyone to do. And when everyone follows this process they will work more autonomously. That is the second thing. The first thing is to find the right person. The second thing is to have the right process. But the third thing I want to talk about is the process. We have to have a process to build a process for our business and our team. So if you find the right person and the right process, the process will be completed in time. And there is another step that is very important in the third step which is the human process. So what is the human process? No. The human process is like this. The first step is to teach them. This is the most time-consuming step. We have to teach them how to do it. This is a big change in my life. I learned this about 10 years ago with a great teacher named Blair Singer. He was a teacher is a leader. What does it mean? A leader is a teacher. And a teacher is a leader. So if you want to have a great team, you have to be great. If you want to teach others, you have to have something to teach others. So if you want to have a self-taught team, you have to be self-taught. But the second thing you have to learn is that you have to know how to teach others. So there are two things that Mr. Khai and the business leaders here need to learn. One is to know that knowledge. But Khai has to know how to teach this knowledge. In that, the teaching skill is a very important skill. So the first step is teaching. So how do you teach everyone? It includes the following activities. The first and most difficult activity is they look at you. They look at you. So if you want to teach your team how to sell, you have to know how to sell. If you want to teach your team to be disciplined, you have to be disciplined. If you want your team to be self-taught, you have to be self-taught. So teaching yourself is the first step. If you want to have a loyal team, you have to be loyal. This is the first thing. And I think this is the most difficult thing. You become a model in John C. Maxwell's book about five levels of leadership. This level is called level 2. You become a person with skills If you want to teach your children, you have to train yourself to become a good person. If you want to teach your wife, you have to teach yourself first. Step 2, you have to combine those simple things. In simple words, we can teach others. And step 3, you have to have the skill to convey the message in a simple way. To others. So that's the skill you need to do. It's the skill to teach others so that they can work independently. After you have the skill to teach and train yourself to have the skill to teach and train yourself to have the skill to teach, the second skill is to lure people. Lure. That's a very good point. When we leave for a while, people return to the old habits. People return to the old habits. So we have to lure them. They know how to do it, but they don't do it. The first skill is training. It's teaching, training. In this step 2, it's coaching. Instructing, encouraging people to do it. Coaching, encouraging people to do it. Teaching, luring. Luring means encouraging. Instructing. Teaching means letting people know what they need to do. Luring is encouraging. People do what they need to do. Everyone who goes to your organization usually goes to a company called Zappos. They participate in a program called Zappos Inside. They visit this company. When they enter the process, any employee has to go through 2 steps. The first step is training. You have to participate for 2 weeks. You don't need to know where you are from. You don't need to know where you are from. CIO, CFO, CEO, any position that you are hired has to go through the same training program. Program 1 is training for 2 weeks. Program 2 is participating in helping customers in 3 months. So you have to go through at least 3.5 months of challenges. Including 2 months of studying. Sorry, 2 weeks of studying. What do you study in 2 weeks? You study about taking care of customers. We will talk about why we have to take care of customers later. You study about taking care of customers. And you study about the company's culture. 10 core values of the company. 7 core values of the company. Those are the things in 2 weeks. Then you have to go through the process of taking care of customers. Taking care of customers at Zappos is working 24 hours a day, 365 days a year. There are no days off, including holidays and Tet. This company never takes a day off. They work from morning to night. Of course, their employees are treated in a very special way. When their employees arrive, they are automatically washed. When they buy food, they are put in the car. When they drive home at night, they have food in the car. Of course, they have to pay for the fish. Free coffee. Pink laptop. There is a separate computer repair unit. There is a separate computer repair cabinet. There is a place to sleep in the office. Food in the office is comfortable. Shrimp noodles have food. Zappos was transferred to Las Vegas. It is the capital of Las Vegas. Why? I asked him why it was transferred to Las Vegas. He said, Las Vegas is a place that does not sleep at night. It means that they work continuously, so it was transferred to Las Vegas. The technical department is still in another city, but the sales department was transferred to Las Vegas for them to work 24 hours a day. When I saw them working 24 hours a day, I did not do the same when I got home. I did everything I learned from Zappos Insight. You can buy the book to know what I am talking about. In Zappos Insight, there is a chapter 4. There is a chapter after that. Alpha Mission Leadership pays each employee during the 3.5-month trial period if you apply for leave. I will pay you $4,000. Encourage employees to apply for leave during the trial period. If you apply for leave, I will pay you $4,000. Why is that? The manager said the cost of keeping a person who has no good attitude is more expensive than $4,000. So if you pay $4,000, he will have more time to rest than the damage he will cause to the organization in the future. Isn't that great? So using the word leave was a bit harsh at that time, Mr. Khai. But if you pay $4,000, he will leave our organization. The second thing is very important. If he is taking a leave for money, sooner or later, he will take a leave for money. So let him take a leave first. That's the best thing. The customer service is the responsibility of the whole company, not just a part of the customer. This is the second thing I learned from Japan Insight. Mr. Khai said what is self-sacrifice? Self-sacrifice must be shown by taking care of customers. So we just need to observe how we take care of our customers. They are not good people. The third thing is to see the company's culture as the top priority. So in the first stage of hiring, you need to spend a lot of time to learn about the culture and take care of the customers. The fourth thing is to apply the science of happiness to business operations. Mr. Khai asked how to keep people happy. If you make them happy, how many of you want to learn the secret of happiness? Raise your hand and say yes. The person next to you said yes. Laugh. The science of happiness helps employees grow both in personality and expertise. This is extremely, extremely, extremely important. Helps employees grow in personality. Why do they leave? They leave because they only get better at their profession. They get paid more so they leave. I was like that. I taught them about knowledge, but they left. The next thing, and this is extremely important, is more important than everything above. Because everything above is just to do things below, to change the world. When the mission of the company is so big, and the mission of everyone below, the company can always keep everyone inside. Next, you have to help them make money. And this money is pushed to the bottom of the list. Happiness is pushed to the middle, and discipline is pushed to the top. So, discipline, happiness, and then money. We can see that we teach them, teach them. There is a room and there is a psychological expert there. This person is called a coach. And there is a word, coaching room. What is this room for? This room is used to talk to people who have problems. Or if someone needs to develop, they can meet this coach. There is another room, the gym room, and each person has a card to see who is good at exercising in that room. There is another interesting thing. This company is the founder of Las Vegas. It is located in the middle of the city and there are a lot of ways to get in. Zapot locked all the gates so that there is only one way to get in. I asked him why there is only one way to get in. He said that there is only one way to get in so that everyone can see each other and greet each other. Otherwise, the rooms will be broken and no one can see anyone. In the middle of the day, everyone exercises. Everyone plays games together. Everyone exercises and dances like us. That is how we protect people. That is the second step. It is to encourage people to work. The third step is very important. If you have already done the first two steps, you usually can't do the third step. Like me, it is very difficult to do the third step. Sometimes I get crazy and I can't do the third step. It's scary. 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