The internal management mechanism of bytebeat is based on the presupposition of “human nature.”
Editor’s note: This article from WeChat public number “Hedgehog Commune” (ID: ciweigongshe), author, Shi Can, editor, Tielin. Authorized to publish.
To a certain extent, in the management component of bytebeat, in addition to Google’s open and candid working style and Netflix’s strong empowerment, there is also Ali’s model authoritarianism. It is like a Babel tower. The top executives of the company, represented by Zhang Yiming, are responsible for making rational strategic decisions, and other organizations of the company quickly enter the execution track.
Bytes beat the internal management mechanism, based on the pre-set “human nature.”
The byte is called the headline circle (also called the byte circle), and the employee whose byte is beating is called ByteDancer. The headline is the most active place for ByteDancer. More than 10,000 messages per day, more than 50,000 posts, more than 300,000 likes, and nearly 200,000 comments replies…the results it has received since its launch. More than 230 offices around the world can communicate across time zones and across regions.
“They often quarrel in it.” The former employee expressed the same opinion to the Hedgehog Commune before the multi-byte beating. Various chats, vomiting work, saying gossip, squatting career, teaching newcomers to the workplace “Emergency, but also a variety of philosophies” … If you find people with the same interests, you will also build a group.
The byte hopping inside rarely sees the employee’s spit as unreasonable. From a communication perspective, it does have a multi-line flow of information in the “release-feedback” mechanism, but they are more willing to raise this logic to practice corporate values—< Strong>“ego is small but big”.
“ego is small but the pattern is large” is not a byte beat original, but the byte beat uses it to an extreme state.
The same set of posters hangs on the walls of offices in more than 30 countries around the world. One of the posters is called “ego creates blind spots” to create blind spots”.
It is born out of Google culture, ego stands for self, knowledge is knowledge, the smaller the self, the more knowledge, the bigger the pattern. Simply put, don’t take yourself too seriously, don’t engage in office politics, and spend more time on capacity improvement and business development.
Default trust creates a decentralized culture
Byte hopping requires such a culture as the underlying soil to nurture a large number of employees who are brave enough to grow wildly. Byte Beat is using this methodology to cultivate Google’s “creative elite” talents – they are confident and passionate about their ideas, they are able to remain humble, willing to change their views in the face of facts, and His own unique personality is free.
But these people are not the “monsters” who don’t have dust. They will vent their emotions and give sharp advice. Want to know where they are going? You can go to the book to check.
“When work involves cooperation, especially when working across departments, there are two principles that individuals can follow.
“An employee is anonymous in the headline circle.”
First, “(Full context) gives enough context to let the other person understand how the system works, so that it can analyze specific problems according to the context.”
The second point, “(Full control) gives a clear document, as much as possible to cover the problems that may be encountered, the other party only needs to take care of the documentation, can basically solve the problem.”
Images from the publicNo. “Bytes”
The reason he gave advice was that he docked a business department and involved multiple systems. The docker of each system “just did the work in his own hands and needed to confirm the details to the other party repeatedly”. Very costly. He hopes that the other party can give a full contextual message and don’t let him “guess”.
“I don’t mean to pick up a classmate. Everyone is docking a lot of things, and the business is very busy. But I hope everyone can get more contexts in addition to doing the work at hand.” He said, “This will not only Significantly improve everyone’s efficiency and help a lot in personal growth.”
Byte hopping has always advocated the “Context-not Control” principle.
In this regard, byte jumps have been thought of at the top.
After the company grows bigger, Control is likely to lead to disagreement between departments, department redundancy, poor professionalism, and inefficiency, which is contrary to the concept of Day1 (every day, like running the company on the first day of startup). Not only that, but also the decision-making level may be in a state of rational self-confidence, causing problems in strategy, and the company’s unresponsiveness due to the pursuit of control.
In contrast, Context emphasizes collective intelligence, allowing sufficient external information to be input into the decision-making layer, making final decisions, passing instructions to the execution layer, quickly implementing, and meeting project needs. No layer approval is required.
One byte of the employee said, “Find a person who can help solve the problem in the flying book and communicate directly without the approval of the leader of the person.” He was at an Internet factory and just arrived here. When I was a company, this kind of working mechanism made him feel uncomfortable. In the past, cross-departmental cooperation required the approval of two department leaders to carry out the work. Now how do you have such a big power?
Decentralization culture is actually a product of trust created by a series of cultural infrastructures. It will help companies think more deeply and make various attempts.
In a company that promotes Google culture, only mature and honest people can have this “privilege”. They usually communicate in a flat communication channel and believe in the principle of “facts are greater than reality”.
Take a good person and let the information flow efficiently
The principle of byte hopping is to find the most suitable person, education, related experience, title is not so important. However, employees of the university’s academic background in key universities have taken a large part in the company. In fact, they want to recruit a group of people with super learning ability and broad vision.