Once the culture is formed, it is difficult to change. When an enterprise is established three years later, if the culture formed is extremely positive, it will become the biggest source of motivation for the enterprise; otherwise, it will become the biggest obstacle to organizational development.

02 Enterprises at different stages need different cultures

Is it enough to realize the importance of culture? Will we be able to land if we learn from Alibaba and Huawei’s corporate culture? The CEO must realize that the company needs different cultures at different stages.

The culture that entrepreneurial companies need most is that managers don’t have so much time to train people during this period. The rapid turnover of personnel and keeping the best people is the most obvious human resource management phenomenon in this period. So this period is ours What is needed most is survival culture.

After the most bitter 0 to 1, we have entered rapid development. You will find that the business of the company is changing every day, but at this time, we just need a relatively stable culture to learn and innovate.

At the third stage, the company is already very stable, but the downward trend can be seen from the business development curve. So what is needed is organizational change. Only organizational change can make this curve rise.

Take Ali as an example. There are two people who have the greatest influence in building corporate culture. The first is Teacher Ma. He has the greatest influence on Ali’s culture. There is no doubt about this. The second is Savio. He turned some implicit culture into an explicit application mechanism, which has been deposited and effectively passed on. This process took almost four years, from 2001 to 2004, to create Ali’s entire cultural system.

At the time of Ali’s fifth anniversary, the company developed rapidly, with more and more people, internationalization, and diversified culture. At this time, some adjustments were made to the values, and there are some successful experiences in the past, which may not be suitable for the present. Therefore, we will do some sorting and precipitation of culture, and sort out some new things.

For the tenth anniversary of Ali in 2009, a new mission and vision was proposed. At that time, Ali had a period of expansion. First, there were a lot of senior executives airborne. Only two or three of the ten high-level managers could stay. Those who were not suitable were eliminated; second, Ali felt that I am amazing. This is why Ali adjusted his mission to “Explore and Open