In Chinese Entrepreneur Club activities, you can often see it.

Group Chairman Xia Hua busy figure, surrounded by well-known entrepreneurs such as Liu Chuanzhi and Yu Minhong.

These entrepreneurs, too, were her models. Not long ago, they took a show in London for the conference of Yi Wen.

In the past 18 years, from a small counter in the department store, Yiwen group has developed into a Menswear brand enterprise with tens of billions of annual turnover.

In the industry that dug people into the wind, Yi Wen group maintained a very low rate of brain drain.

At the same time, the group has constantly created new brands, new services and new marketing methods.

Like the "fishing in the sea" in the fashion industry, we continue to create another blue sea with incredible ways and means.

Fast growing businesses have the same genes.

"The similarities between us and seabed are that they also stimulate the greatest creativity of employees. The difference is that we are totally different two industries, and the catering scene is more concentrated."

Say.

Some people think that female managers are born with fine management genes.

In Yi Wen group, whether it is the fitting room of the mall or the washing table of the company, there are two words in every corner: "extreme" and "meticulous".

This does not mean that the decoration and office furniture in the shop are designed with furniture, but permeates in every corner.

For example, at the top of the trash can beside each elevator, the petals will be put into different shapes. There is always a seemingly unintended placement in the washroom on the platform. Staff's afternoon tea also varies from season to season, from summer herbal tea to pear water in autumn.

These small ideas often bring unpleasant surprises to employees and visitors.

The source of these ideas is not the manager of the company, but from the hands of the "steward of the company".

"Housekeeper" is a special term. In traditional enterprises, they are called cleaning or logistics personnel.

But in Yiwen group, this type of employees must understand aesthetics, psychology and management skills.

"This is the result of inspiring employees' creativity."

Xia Hua reveals the secret of managing employees' creativity.

Giving employees enough imagination is the first secret of creativity management. For example, the position of "housekeeper" is not specifically required by enterprises.

Instead, it simply requires "five senses": vision, smell, taste, hearing and feeling.

In this almost no test question, every shop keeper played his biggest initiative in charge.

As a result, with the seasonal change of afternoon tea and fruit, with special care for pregnant workers, with petals of art painting, with the sea fishing as the details of human care.

Magnifying rewards and giving employees enough room for promotion are second important rules to stimulate creativity.

A housekeeper can be promoted to a housekeeper if she can take care of her employees properly.

If she can serve the customers well, she will continue to be promoted to be a housekeeper and responsible for the management services of the largest VIP customers.

If an employee gets a grade, the team will give him a celebration party.

"I don't agree with some enterprises that magnify the wrong way. Magnifying mistakes will make everyone feel afraid.

And successful amplification is like seed driving positive energy.

Said Xia Hua.

It is precisely because enterprises provide opportunities for the "housekeeper" to give full play to creativity and encourage their achievements, so the Housekeeper will create different surprises for every employee every day.

In different jobs such as designers, marketers, Yi Wen also gives employees enough room to play.

The wisdom of love and understanding

In the view of Xia Hua, creativity management must also solve the problem of friction.

After the development of enterprises, internal friction is also increasing.

In the process of enterprise development, there is a chefs example that inspires Xia Hua.

In the enterprise logistics department, the cooks always get the most complaints from the cooks because they are hard to adjust.

When employees repeatedly throw away their favorite meals, the chef thinks his work is not recognized and respected.

For a long time, the accumulated grudges between chefs and their employees deepened, forming a vicious circle.

How to solve the friction between the chefs and their employees, not to let friction counteract creativity, is the best answer to Xia Hua's life experience.

Xia Hua's family condition was not good from childhood. He had three brothers and one elder sister at home.

When the national college entrance examination was resumed in 1978, the mother made a decision to let all the children who had grown up and earn money to support their families to go to university. This made Xia Hua's family fall into financial difficulties in order to support many college students.

Xia Hua, who was 8 years old, could not understand his mother's decision: why was it so hard at home to raise money and not make money?

So, Xia Hua asked the chef and other management to participate in the management class and spiritual classroom of the business school.

In the management class, the chef expands with others to share the joys and sorrows.

In one of the dangerous games, the other employees' hands are bruising with a view to supporting the bigger chefs.

When tears came into contact with the end of the training course, everyone was surprised to find that the food in the cafeteria became delicious.

On the one hand, thanks to the understanding of the dining people, the chef has become more attentive to cooking, and on the other hand, because of the increased understanding of the chef, the chef is more willing to accept the food cooked by the chef.

"For the discussion of human nature, we should not use rigid rules and regulations, but we should feel it with heart."

Through the management of the love and spiritual classroom, Yi Wen group has increased trust and understanding among employees, leaders and employees through these meaningful management methods.

Through in-depth communication, we find that perhaps emotional workers are just leaving family members in family life, and too strict leadership may be caused by childhood experiences.

Mutual understanding, at the same time, these classes have also become the biggest release stage for employees.

Forget yourself and read everyone. Xia Hua believes that as a manager, we should have a floor mentality.

Chinese enterprises are accustomed to top-down management. The leaders of the team judge the right and wrong, give orders, and then execute them step by step.

Leaders' overlooking mentality also tends to make managers themselves the easiest ones to manage.

And the floor is a large bearer, all the people on the above can develop and grow indefinitely.

"The best measure of management is how many people can be carried, not how many people are suppressed."