迟来的一封告别信


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迟来的一封告别信    

A Late Farewell Letter    


时间真的过的好快,转眼就来到2020年3月,距离我离开CNOOD这个大家庭,已经整整两年了。记得2018年的4月1日晚上,收拾整理好自己所有的私人物品,离开了人生中的第一份工作,离开了一起相处快五年的同事们。心里好像突然空了一大块,五味陈杂,好像有很多的话想说,很多的人想告别,却又不知从何说起。后来索性一句话都没说,一个人也没去告别,而是最后一次在公司的定位上发了一条朋友圈——汪峰的一首歌《再见青春》。   


Time really flies. In a twinkling of an eye, it is now March 2020 already. It has been two years since I left the big family of CNOOD. I still remember that in the evening of Apr 1st. 2018, I packed all my personal belongings to leave the  first job in my life, and to leave the colleagues I had worked with for nearly five years. Suddenly I had mixed feelingsas if having a big hole in my heart. There seemed to be a lot to say, and a lot of people to say goodbye to. But I did not know where to start. So I didn't say any word, or say goodbye to anyone. Instead, I posted for the last time at CNOOD’s office location a song of Wang Feng - Goodbye to Youth, a song of Wang Feng on my Wechat Moments.    


是啊,原来在过去的五年,CNOOD不仅是一份工作,更是我五年的青春呀,与同学和同事们,一起奋斗成长的青春岁月。工作可能会有第二个五年,第三个五年…可是一起奋斗,全情投入的青春岁月,只有一次。所以,写一封和大家的告别信,对于当时的我来说真的很难提笔,只想逃避,不去面对。没想到这一拖欠,就是两年。两年时间说长不长,说短也不短,但却足以能够让我跳出两年前迫切想离开的心态和状态,跳出当时自己的情绪,客观地感受和体会在CNOOD这五年来的经历和成长,借此封迟来的告别信分享给大家。想了很久,想梳理一个合适的思路来表达,脑海里浮现了曾经在环球世界大厦10楼办公室的小会议室里,我与老池辩论的情景(关于公司的文化,制度和业务方向等),那就用2018年离开时的Loreen与2020年此刻的Loreen一问一答的形式来展开吧。


Yes, it turned out that in the past five years, CNOOD not only provided a job for me, but also represented my youth of 5 years, the youthful days of struggling along with colleagues. We may have a second five years, a third five years at work, but only one youth when we were devoted to struggle together. So, it was really difficult for me at that time to write a farewell letter to everyone, as I just wanted to escape, rather than to face. I didn't expect this delay to have being lasted for two years. Two years is neither long nor short. But it’s enough to get me out of the state of mind of two years ago when I was eager to leave. Now I’ve got out of the mood of that time, and can objectively retrospect my experience and growth in CNOOD over the five years. I’d like to share them in this late farewell letter with you. I’ve thought it for a long time, trying to sort out a suitable idea to express myself. It came to my mind the scenes of arguing with Dennis on the corporate culture, institutions and business directions in the small conference room at the 10th floor of Universal Mansion. So let’s start with the questions and answers between Loreen leaving in 2018 and Loreen today.   


01

Q

为什么在CNOOD总是有一些和工作不直接相关的“杂事”要做?

How should I do "chores" in CNOOD that are unrelated to my job?


可能很多同事都有过同样的感受,这个事情明明和我要从事的工作不相关,为什么我总是要去做,感觉像打杂。比如举办年会,为什么不是行政部;比如招聘,为什么不是人事部;比如组织参加公司外的分享和活动,这跟我的工作有什么关系;比如装修办公室,这耽误报价和做项目啊;比如从智利购买车厘子,这个项目没有提成啊;比如筹备开个饭店,这跟我们业务差距太大了吧;比如帮同事在1个月内办场婚礼,这跟本职工作差距太远了吧。等等这些和工作岗位内容不相关,且费时费力,耽误“正经”工作的事情。现在终于能够理解老池的那句老生常谈的话“通过做好一件事,什么事情都能拿得起,放得下。你会剥香蕉吃,你就可以做好项目”。这些打杂的事,要做好,都需要一个全面的思路去考量问题,良好的沟通和心态去协调人员。可并不是每个人都能这么幸运,有这么多“打杂”的事情去积累经验,在大部分公司,每个人都只能做自己岗位的事情,看到自己岗位可以看到的东西,不同办公室的门是紧闭的,公司的系统是严格规定权限的,会议室是十分私密的,去考察看厂,拜访客户可以一个人去,就绝对不要两个人去的(出于成本和岗位工作范围的考量)。没有机会真正的看清自己在做事情的全貌,也没有太多机会接触和学习,当要独当一面的时候,完全找不到正确的思路。“打杂”让我们长见识,培养解决问题的思路和承受力,心里不慌了,思路是对的,事情都会解决。你之所以可以承担起这个责任,解决好这些问题,不是与生俱来,而是你有机会经历过。


Many colleagues might have felt the same way: This work is clearly unrelated to my job, why should I always have to do it, as if I am a do-all? For example, why is it not the administration department to organize the annual meeting? Why is it not the human resources department to arrange the recruitment? Why should I participate in the sharing activities with other companies? They have nothing to do with my job. The decoration of the office delays my quotation work and projects participation. There is no commission for me to buy cherries from Chile. Planning to open a restaurant is too far away from our business. Helping to hold a colleague’s wedding in a month is far from my own duty. All these issues are unrelated to my post of duty, wasting my time and energy, and delaying my "serious" work. Now I can finally understand what Dennis often said, "By doing one thing well, you can pick up anything and do it well. If you can peel the banana, you can do the project well." To do the "chores" well, we need a holistic approach to consider issues, and good communication skill and attitude to coordinate with others. Not everyone is so lucky to have so many "chores" to accumulate experience. In most companies, the staff can only do their own jobs, see what they can see in their positions. The doors of offices are closed. The company's system is strictly regulated. The meeting rooms are very private. If one can do it to visit a factory or a customer alone, it is not necessary to send two people, due to the cost and job scope considerations. If we do not have a chance to see the whole picture of what we are doing in concrete, nor have much opportunity to contact and learn, we will not have the right way to think when we are to work alone. Doing "chores" gives us increasing insights, develops ideas and capacity for solving problems. if we don’t panic, have the right ideas, everything will work out. We can take up the responsibility and solve the problems, not because we are born with the capacity, but because we have a chance to experience them.    

自我体会案例

My experience


自我体会案例:2019年帮现在公司筹办两场很仓促的行业展会,在0基础上,1场用了2周准备,1场准备时间只有3天,老板再三和我确认怕我这边准备不了,但是我心里还是有把握,没有问题,这是我的强项。因为曾经在CNOOD主要承办过德国展会和其他很多会议,公司每次的宣传册制作我都有参与,因此整个展会流程,宣传资料对我来说都不是问题,结果展会举办很成功。2018年11月~2019年4月,和现在公司老板一起去湖南建了一个复合材料工厂,从0开始,在公司注册,网站,宣传册,招聘,装修,设备购买,安装等各个环节,都基本独当一面。可是我心里很清楚,这些经验的积累,都是CNOOD赋予我的,放手让你去做,充分的信任,甚至不计成本的成全。


My experience: In 2019, I was entrusted by my current company to organize two trade shows in a hurry. Starting from scratch, I spent two weeks to prepare one and only three days for the other. The boss asked me time and again, fearing I could not do it. But I was still confident, as it was my strength. When I was in CNOOD, I organized exhibitions in Germany and many other meetings. I was involved in preparing all the brochures. So I was quite familiar with the exhibition process and publicity material preparations. The events turned out to be great success. From November 2018 to April 2019, I assisted my boss to build a composite material factory in Hunan. We started empty-handed. I took charge of many procedures independently, including company registration, website construction, brochure production, recruitment, factory decoration, equipment purchase and installation. I knew in my heart that all these accumulated experiences were given by CNOOD. CNOOD just let me do it at my own pace, grants me full trust, and helps me to complete task even regardless of costs.    


02

Q

为什么公司的业务和项目方向总是在变动?

Why is the business and project directions of CNOOD always changing?


这个问题,就是我当年在环球世界大厦10楼和老池辩论的问题之一。当时是这么问的:“为什么我过去一年都是在做油套管项目,可是今年接触的都是管桩项目,还要弄风电,要做EPC?我油套管都还没学会学精呢,总是在做不熟悉的项目,那我们是不是还要做神舟五号啊?为什么不专注在某一两个类型?”老池是这么回答的:“我们没有选择的权力,我们要在市场上活下来,就要顺应市场去变。”是啊,要活下来。只有一直走在市场前面,走在客户一线的人,才知道市场需要什么,客户在找什么,客户的要求和预算是多少。提供客户想要的东西,我们才能活下来,活得好。CNOOD不是卖钢管的,是做项目的,培养的不是业务员,出售的不是产品,而是培养项目管理团队,出售的是项目管理价值。


This is one of the issues I argued with Dennis on the 10th floor of the Universal Mansion in those years. That's what I asked, "How come I've been working on the oil casing project in the past year, but was shifted to the piling pipe, wind power and EPC projects this year? I haven’t mastered the oil casing knowledge yet, but always work on unfamiliar projects. Arewe also going to launch the Shenzhou V spacecraft? Why not focus on one or two business models?" Dennis replied, "We have no choice. We must adapt to the market if we want to survive in the market." That’s true. We have to survive first. Only those who keep ahead of the market and keep contact with customers in the front line know what the market needs, what the customers are looking for, what the customers require and how much their budgets are. Only by providing what the customers want, can we survive and live well. CNOOD is not selling steel pipes, but working on projects. It is not training salespersons, or selling products, but training project management teams and selling the value of project management.    


自我体会案例

My experience


自我体会案例:在展会上结识了一个上市公司专门做生物医疗设备的客户,他们首席技术总监跟我说:“小罗,我们别的供应商都觉得我们很难搞,要求多,但是我觉得你一点都不嫌我们麻烦,要求高啊”。在实践的接触中发现,真正落实全程第三方质检,产前会确认所有的检验计划,过程文件,MRB等详细质控流程和技术文件,除了CNOOD真的可能找不出第二家了。用CNOOD的标准去对待现在的客户,都能获得好评,难就难在要说服公司很多其他的同事来配合,因为大家对质量控制和项目管理的意识大相径庭。


My experience: I met a client from a listed company specializing in biomedical equipment at a fair. The CTO of the company told me, "Loreen, other suppliers of ours complain that we are hard to deal with, as we raise a lot of requirements. But I’ve found that you are different, as you don't mind we raise so many high requirements." In practice, I’ve found that only CNOOD truly implemented the third party quality inspection in the whole process, confirmed all inspection plans, process documents, MRB and other detailed quality control procedures and technical documents before production. Handling customers with the CNOOD standard, we will surely win good comments. It’s hard to convince other colleagues in the company to cooperate and follow the same procedure, because they have different views on quality control and project management.    


03

Q

为什么感觉不公平,明明差不多时间进来的人,收入差距可能很大?

Why do you feel it unfair, as people admitted at about the same time have a big income gap?


这个问题曾经困扰过我,相信也困扰过很多其他同事。其实这个和第二个问题的本质原因是一致的。老池创立CNOOD的“发心”是创建一个平台,让志同道合的人能一起在这个平台上相互成全,相互成就。大部分人创办公司的目的,是通过雇佣员工,组合团队,来让自己赚钱的。相信每一个CNOOD人,都知道老池他到底赚不赚钱,有没有“榨取”员工创造的价值。答案是十分明确和简单的,老池只赚自己的业务提成,从来不榨取别人创造的价值,反而把自己的提成还要拿到公司来搞活动,开年会,补贴公司家用。CNOOD提供一个平台,这个平台上有土壤,空气,水,让每颗种子,自己发芽成长。公司会分享很多的客户和项目资源,可是这些仅仅是机会,而不是直接的订单。哪些客户好,哪些单会成,这些都是要去做,才能知道的,公司也是在市场的海浪中翻滚,沉浮,接受考验,却无法预知结果。CNOOD可以做到的公平,是这个平台机制的公平,每个人都有均等的参与机会,每个人所参与的规则是统一的,分配制度不因人而异。坦诚说,付出努力,没赚到相应的钱,心里肯定是难过的,可是人生就是这样,很多时候的金钱回报并不是一一对等,但并不代表失败和一无所获。


I used to be bothered by this issue, and I believe it is true with many of my colleagues. In fact, it is consistent in nature with the second problem. Dennis founded CNOOD for the purpose of creating a platform where like-minded people can work together to achieve common success. Most people start a company to make money by hiring people and building teams. I’m sure every CNOOD member knows whether Dennis makes money or "squeezes" the value of employees. The answer is clear and simple. Dennis only earns his own business commission, never extracts the value created by others. Instead, he uses his own commission to organize company activities, hold annual meetings and subsidize the company's daily expenses. CNOOD provides a platform, with soil, air and water, so that each seed can germinate and grow by itself. The company shares a lot of customer information and project resources, which are opportunities only, rather than direct orders. Only after following these opportunities closely can we know which opportunities are finally going to be orders. The company is like a boat rolling and fluctuating in the waves of the market under test, but the results are unpredictable. The fairness that CNOOD can achieve is the fairness of the mechanism of the platform, in which everyone has an equal opportunity to participate under unified rules and fair distribution system. To be honest, it must be sad to work hard without due returns. But this is life. On many occasions, we do not necessarily gain adequate rewards for our efforts, but it does not mean failure or  complete no gains.    


自我体会案例

My experience


自我体会案例:在CNOOD的薪酬制度都是公开透明的,而在很多公司觉得公开薪酬简直是完全不敢想象的事情,同岗不同酬的事情经常发生。结果是,每个人都觉得自己的工资是不是比同事低,抱怨是常有的事。在这两年中,因巧合结实了很多在杨浦科创中心的年轻创业者,他们都怀有梦想,十分努力,时常都是工作到深夜。可是真正创业成功的在极少数,要么遇到资金瓶颈,要么遇到发展瓶颈。有些迫于生活的压力,不得不放下自己手头的项目,去找工作了。而有的在多次失败的积累下,一下子就出来了。其实,把自己当作一个创业者,不是每一次机会都能赢,但经历了,总是有某一天豁然开朗的。


My experience: In CNOOD, the payment system is open and transparent. In many companies, disclosure of payment is completely unimaginable. Unequal pay for the same job often happens. As a result, everyone feels that he is paid less than others and they often complain. Over the past two years, I happened to meet some young entrepreneurs at Yangpu Science and Innovation Centre. With dreams in head, they  work hard, and often late into the night. But few have achieved success, as they either encountered fund shortage or development bottlenecks. Under the pressure of life, some have to drop their projects and find jobs. And some succeeded after experiencing many failures. In fact, as an entrepreneurs, it is impossible for us to win in every opportunity. But having experienced so much, there is always a day when it is suddenly enlightened.    


04

Q

为什么老池总是喜欢搞分享,搞CNOOD学会这种“务虚”的?

Why Dennis is fond of sharing and “discussing principles”?


两年没有“务虚”了,突然感觉灵魂有点枯竭,感觉自己一直在输出,而没有输入。成长最快的方法,就是跟对的人去学。分享让每一个单一的个体,有机会进行融会贯通。现在很流行一句话“分享即链接,付出即收获”。如果一个公司每个人只埋头在自己的半平方米工位,不关心别人在做什么,甚至想保留自己的技能和经验,以获得自己在公司存在的价值。这样的工作是很压抑的,成长也是最慢的。没有交流,就没有碰撞,就没有更好的解决方案。不沟通,会发生大问题。老池时常和大家务虚,谈他的观点,希望我们充分表达自己的看法,甚至每次都讲一样的主题,重复反复讲。我想他是希望我们能够真正的用心去体会和理解吧,只有我们真正的去体会,理解了,才能融合在我们的处事为人中,形成CNOOD独有的文化,才能去传承。“爱文化”,“家文化”,“100%尊重”,“100%透明”,“100%信任”,这些虽然还是很多人觉得很虚,但是已经有很多CNOOD人在从中受益。此处我就不列举了,大家可以自行体会一下,受到过老池和CNOOD的特殊超过自己期待的关爱。超出利益和雇佣合同义务的关爱,这只有来自家人和挚友。我之前也不是那么理解,CNOOD为什么每年都要出年鉴,感觉很费钱,实际也费钱,因为这个费用我都是很清楚的。现在看来,出年鉴,以书的形式,公司每一个同事的分享和成长经历,就能无限和重复的传播出去,而不受制于时间和空间,公司的文化就可以很好地吸引凝聚到同频的人。


It’s been two years that I have not discussed "principles". Suddenly I feel my soul is a little bit exhausted, and I was giving outputs all the time without any input gained. The fastest way to grow is to learn from the right person. Sharing gives an individual an opportunity to put it all together. The concept that "Sharing is linking, and giving is gaining" is very popular now. If everyone in a company only buries themselves into their own seat in office and does not care what others are doing, or even wants to retain their own skills and experience to acquire his value of existence in the company, under such circumstance, the work must be depressing, and people with such idea are definitely those who grow at the the slowest pace. Without communication, there will be no collision of thoughts, let alone better solutions. Without communication, big problems may emerge. Dennis often discusses principles with his staff and expresses his views, hoping that we can also fully express our own. He would talk about the same topic every time, repeating it over and over. I think what he really wants is to let us experience and understand things with heart. Only when we have truly experienced and understood it, can we integrate it into our conduct and form the unique culture of CNOOD and pass it on. The "culture of love", "culture of family", "100% respect", "100% transparency", and "100% trust" -- although many people feel these are merely empty words, actually many people in CNOOD are taking benefit  from them. I won’t list these in too much detail We may experience ourselves how the care and love from Dennis and CNOOD goes beyond our expectations. Such care is beyond benefits and contractual obligations, which only comes from our families and close friends. I didn't understand it before why CNOOD would compile the annual book. I felt that it costs a lot, and it actually did because I’m very clear about the expenses. Now it seems that publishing the annual book by sharing the growth experience of every colleague in the company, the corporate culture can be repeated and it spreads out without constraint of time and space. By doing so,  like-minded people are attracted to come and join in.    


自我体会案例

My experience


自我体会案例:时常酸奶可乐冰棒堆满的冰箱,各种节日购物卡,年终爱心奖,考证学习基金,超长蜜月游,病假,手机屏幕裂了被送一个新的,电脑卡顿了被送一台新的,家里有好事难事公司背后的支持,最关键的是平等尊重每一个人的想法,尊重每一个人的表达权,可以自由参加任何自己想参加的会议,和现在的同事聊天才发现这些都是那么的不可思议。这些都是在他们以往经历的任何一个公司都不曾有过的。有时候,我也经常跟他们聊聊老池和公司一些同事的“奇闻轶事”,他们都很羡慕一毕业就能有机会进CNOOD的人。


My experience: The fridge of CNOOD was packed with yogurt, cola and popsicles. CNOOD provides shopping cards for holidays, year-end bonus, certificates and education fund, super long honeymoon holiday and sick leave. You get a new phone when the old one has screen crack. You get a new computer when the old one runs too slow. You have the support of the company when something very happy or difficult happens in your family. Most importantly, everyone’s idea is treated equally and everyone’s right of expression is respected. You can freely attend any meeting we are interested in. As I chat with my colleagues now, I find these are incredible in other places. They have never experienced such things in other companies. Sometimes, I tell them the "anecdotes" of Dennis and my previous colleagues. Having entered CNOOD directly after graduation draws the envy of my current colleagues.    


05

Q

老池是不是膨胀了,为什么办公室要越换越大,越换越好?

Is Dennis complacent? Why does he change for bigger and better offices? 


稍微来的久一点的同事,都知道CNOOD搬家过四次。从以前环球世界大厦很小的7楼,到自己刷墙和牙医各半的10楼,再到用心斥资装修的整层9楼,再到越商大厦的8楼。期间的租金,物业费,和装修费都增加了不少,记得那时候会觉得老池是不是膨胀了,为啥要租那么大的办公室,还要装修。除了员工逐渐增加这个原因,好的办公环境,能让大家身心愉快,让生活和工作都能更加体面,谁不愿意过着有尊严更体面的生活呢?大多数老板是拿赚的钱去给自己买更大更多的房子,更奢华的装修,更多的去节约公司运营成本,可老池完全是反其道而行。这背后,是对CNOOD所有家人的关爱,这是我现在的体会。


The staff having worked in CNOOD for a longer period know that the company has moved for four times. It started in a small space in the 7th floor of the Universal Mansion, then was moved to a shabby office adjacent to a dental clinic on the 10th floor , then to the whole 9th floor with refined decoration, and finally to the 8th floor of Yueshang Plaza. Thus, the rent, property management fee and decoration expense has increased a lot. I was wondering Dennis might begin to be complacent. If not, why did he rent such a big office with refined decorations? It turned out that in addition to accommodate the increasing numbers of staff, he believed that a good office environment would make everyone happy. It provides us an environment to live and work in a decent way. Anyway, who doesn't want to live a decent life with dignity? Most bosses would spend the money they earn to buy more and bigger luxurious houses. And they will manage to cut down the company's operating costs. But Dennis does exactly the opposite. Behind the moves are his concern for all CNOOD members. This is what I’m thinking now.    


自我体会案例

My experience


自我体会案例:原来有一种装修叫老板办公室装修,就是老板的办公室装修的极度豪华,私密性强,主要领导办公室次豪华,其他统一简装隔间,相信大家也去过不少有类似情况的公司吧。


My experience: The decoration of the offices for bosses were typical in that the decorations were always luxurious and emphasizing privacy greatly. The offices of the main leaders are inferior. Others are simply decorated office cubicles. I'm sure you've been to a lot of such companies. 


06

Q

感觉工作压力比较大,时常感到迷茫,工作量也大,为什么不能朝九晚五?

I feel the work pressure is very big, and often get lost under the heavy workload. Why can’t I work by the traditional nine to five routine?   


直白说,CNOOD是属于奋斗者的,喜欢“钱多,事少,离家近”和喜欢“钱少,事少,离家近”的人都不太适合CNOOD的工作。CNOOD所做的工作就是很多公司做不好不愿做,严格严格再严格,一定程度反人性的工作。因此超强的责任心,解决头疼的难题,细致跟踪是完成好项目的必备。做不容易做的事情,当然累和有压力,时刻不能掉以轻心。曾经自己在工作迷茫时候很懊恼,总想跳出所处的困境,逃离出去,觉得离开了就是出口。现在回过头来看,在哪工作都会迷茫,只要在做开创性的工作,都会迷茫,换哪一家公司都一样。关键是要坚持做,总会熬过去。是的,坚持去做,去改善,时间会解决一切问题。曾经自己也很羡慕能够朝九晚五的公司,现在才意识到朝九晚五也意味着没有自由。在CNOOD,每个人根据可以根据自己的客户和项目,根据具体情况的要求,去完成好工作就行,把一切形式主义降到最低。工作日也不是不可以去迪士尼,错峰旅游回家也是自由的。拥有早上8点收到客户邮件可以选择第一时间在家处理,而不是先不处理,赶紧出门到公司打卡的自由。


Frankly speaking, CNOOD is a company for the striving entrepreneur. Those who like "more salary, less work and closer to home" and those who prefer "less salary, less work and closer to home" are not suitable for work at CNOOD. In CNOOD, you are engaged in works that many companies do not do or cannot do well. The works are strict, and to some extent against human nature. Therefore, a strong sense of responsibility, capacity to solve knotty problems, and meticulous tracking are necessary for completing projects well. It is naturally tiresome and stressed to do a hard job,but we should never take things lightly. Once, I was annoyed when I was confused at work. I wanted to jump out of the predicament and even to escape from it, feeling that to leave was the exit of the situation. Now When I look back into those days, I find that we may feel confused wherever we work. As long as the work we're doing is pioneering, we may get lost in any company. The key is to persist in doing it, and we’ll get through it finally. For sure, keep doing it and making improvement. All problems shall be solved as time goes by. I once envied the traditional nine to five routine jobs. Now what I realize is that the nine-to-five jobs does not mean freedom either. In CNOOD, everyone can schedule their work and get them done according to the specific requirements from customers and projects. It reduces all forms of formalities. It's not impossible to go to Disneyland on weekdays, and it's free to travel home to avoid the peak hours. People here have the freedom of choosing to handle the business at home first when they receive emails from clients at eight in the morning, rather than waiting and shuttling to clock in at the company.   


自我体会案例

My experience


自我体会案例:简单重复的工作,没有太大压力,但是对很多人来说也很绝望。最近有个现在公司的同事跟我开玩笑说:“Loreen,我觉得我好像这辈子发不了财了,我是一条咸鱼”。本想安慰她,可是想想这貌似是一个事实,她的固定岗位,公司对这个岗位的薪酬预算,已经没有上升空间了。公司也没有新的机会,新的资源给到她,她也无法通过自己在岗位能力的提升,增加更多的收入。反而言之,公司只想花固定的钱,找一个基本能胜任的人即可。这不是个例,很多公司的很多岗位都是这样。


My experience: Simple and repetitive work does not create much pressure. But it is also desperate for many people. Recently, a colleague at my current company joked to me, "Loreen, I feel that I’m never going to make a fortune in my life. I' m a salted fish-as common as dirt." I tried to comfort her, but on second thought it seemed to be true. The company’s budget for her post has peaked. The company cannot provide new opportunities and resources for her. She can’t increase her income even by improving her work ability. Instead, the company just wants to spend a fixed amount of money to find a basically competent person. It isn't a rare case, but true for a lot of positions in many companies.    


07

Q

遇到不合拍的同事,我干的不开心,要不要离开?

Shall I leave the company when I'm unhappy to work with colleagues off the beat? 


想谈这个话题,是我知道有一些同事会因为工作中与同事的一些矛盾而离开,做的不开心,就不想做了。这个是人之常情,很多公司员工离职原因,都有做的不开心这一条。可是,可能在每一个环境,每一个公司都有和自己气场不和的人,换哪家都一样。这不仅仅是对于员工,对于领导和老板也是一样,总不可能把那些与自己不合拍的人全部开除吧,工作总还是要做下去的。此处不讲自我调节情绪,改善自我这种观点。客观来说,在CNOOD已经算很好了,大家进来的背景基本都很相似,应届毕业生校招居多,同事年龄也相差不大,大家像同事,更多时候也像同学一样,基本的价值观和做事方法,比较容易协调到一致。而且CNOOD一直也主张,团队自组织,你可以选择和你合拍的人搭档,组队,并不强制分配团队,而且团队也不是固定的。在社招很多的公司,每个人的背景都差异很大,经历也各不相同,有时候要协调一致的观念和做事方法,真的在协调沟通上很费时间,往往只有领导出手,强制分配才能行动。同样,当遇到默契,相互包容支持能同甘共苦的伙伴,真的是一种幸运。在工作一定程度和积累后遇到财富可能不难,更难得是遇到理解吧。老池,佟哥,老虎,Fay,Tina姐,费凤,Ahuan,石头,Neo他们这些合伙人这么久都还没散伙,我想他们是遇到了无条件信任,理解和支持自己的人。


The reason why I discuss this topic is that I know some colleagues choose to leave when they are in conflict with other colleagues at work. If I’m not happy here, I will just leave. This is human nature. Many company employees resign partly because they are unhappy there. However, under every environment, in every company, there might be some people who are at odds with us. It’s all the same wherever we go. This is true for employees, leaders and even bosses. It’s impossible to kick out all the people who are not in tune with the heads. They need people to do the jobs. I’m not talking about the idea of self-regulation for self-improvement. In fact, CNOOD has a relatively good environment: employees have similar backgrounds, as most are recruited directly from college graduates. We are of similar ages and all colleagues are mostly like schoolmates, with similar basic values and ways of doing things. Thus, it’s easier for us to reconcile things. Besides, CNOOD has been advocating self-organized teams. You can partner with someone who works in tune with yourself. Teams are not mandatorily assigned, and are also not fixed. In many companies that hiring employees by social recruitment, those recruited have quite different backgrounds and experiences. It often takes time to harmonize ideas and ways of work. And in most cases the executives have to distribute work. Hence, it’s really lucky to meet partners who can understand, tolerate each other and share weal and woe. When we have worked for a period of time with considerable experience, it is not that hard to encounter wealth. While to be understood is much harder. Dennis, Kevin Tong, Tiger, Fay, Tina Jiang, Fei Feng, Ahuan, Tina Xu and Neo have been partners for so long and haven’t disbanded till now, I think it is because they have met the ones who trust, understand and support each other without conditions.


自我体会案例

My experience


自我体会案例:现在创业公司很流行合伙人制度,可是合伙人公司还没开始和中途散伙的太多了,公司能够把员工真正当做合伙人那样的去信任,敞开心扉,去分享成果的太少太少,往往败在利益面前,在困难面前。回归到前面提到的,大部分老板开公司的“发心”是给自己赚钱,真正能落实像CNOOD这样分配制度的公司鲜有。


My experience: The partnership system is very popular in startups. But there are too many cases that disband halfway. There are very few companies that can earnestly take their staff as partners, trust them, open their hearts share the benefits together. These companies often lose when there are benefits and difficulties. As I mentioned before, the "initial purpose" of most bosses to run companies is to make money for themselves. There are barely any companies that can share benefits like CNOOD. 


夏天是一个做不完的梦


夜已深,终于完成了自己心头拖欠两年的一桩心事。不管是现在留在CNOOD的家人,还是已经离开的,我想,回过头望,在CNOOD的岁月,都将是不负自己的。

It’s already late at night, and I’ve finally taken the load off my mind that has haunted me for two years. Whether those still working in CNOOD, or those who have left, I think, as we look back, we will find that we have lived it to the full in our days in CNOOD.     


这封告别信,好像不太“正统”,一般告别信都会写不少感谢某某某,类似的话,反而像在宣讲会的答同学的问。

This farewell letter doesn’t seem to be very "orthodox". Generally, a farewell letter would be  filled with gratitude to somebody or similar words, as if answering questions in a lecture.    


但是我觉得“理解”就是最好的感谢和祝福…

But I think that "understanding" is the best gratitude and blessing.


大家都多保重,想聚都可以相聚..

Take care, my friends. We can get together whenever we want. 


See you…

See you…


Loreen


2020年3月2日星期一

March 22, 2020, Monday


附作者和Dennis的对话:

Appendix: Dialogue with Dennis


老池,交年鉴啦

Hi, Dennis. Here’s my article for the yearbook.    


非常感谢!看完了。还是您理解我

Thank you very much! I've read it out. You are still the one who understands me.    


知道为什么了

You understand me and know why I did so.


主要是通过这两年接触到的事和人,脑子里就好像就自然会理解到为什么CNOOD要这么做。

By the things and people that I’ve contacted over the years, it naturally makes me understand why CNOOD has done this.       


其实在其他几个问题,或多或少以前我就是理解的。但是在办公室和年鉴这两块,真的是这两年接触才理解。以前我也觉得越商大厦办公室好像一下子费用多了很多,其实可以节约一些的。但是后来发现,每一个人都应该工作和生活的有尊严,都能不被分等级的去对待,在这样环境里的人,长久之后,ta也会给别人尊严。

In fact, I understood more or less the other issues before, except for the office relocating and the yearbook. I’ve been acquainted with them and understood them only in recent years. In the past, I thought we spent so much to rent offices in Yueshang Plaza, which I think we should be a little bit thrifty. But later I’ve found that everyone should work and live with dignity, and be treated equally.    


可是现实很多时候没有办法选择自己的生活环境,但是CNOOD想给到大家尽可能好的工作环境。当没有对比,就会把这些忽略。看到很多公司严格的员工等级对待,才理解到您一直倡导的相互尊重。

People working in such an environment for a long period will treat others with dignity. In reality, we most often cannot choose our own living environment. But CNOOD is willing to give the best possible working environment for its staff. We may ignore it when there is no contrast. Having seen the strict hierarchy of employees in many companies, I’ve truly understood the mutual respect you  have been advocating. 


年鉴是因为听一些创业的朋友分享,包括投资人:他们很强调是否要投资一个项目,要看这个项目是否能够产生复利。也就是比如我有一个好的学习方法,我通过抖音发布,可能影响现在成千上万人,和以后未知的人。但是我只在教室分享给1-2个人,影响是极为有限的。

The yearbook article comes from the inspiration of some startup friends, including investors. When they     consider whether to invest in a project, they stress whether the project can produce compound interests. For example, if I have a good learning method, I will release it through Tik Tok, to influence thousands of     people now, and possibly even more people unknown in the future. If I share it in the classroom to only 1 or 2 persons, the impact is extremely limited.    


学会和公众号,网站,是一个道理。分享出去,知道别人的态度和想法,也知道了自己看不见的东西,从而更好地做下去。

The CNOOD Society, WeChat account and the website are the same logic. By sharing we know other people's attitudes and ideas, know things that we cannot see, so we can do it even better.  


对的。分享即链接,付出即收获。没有主动分享,就不会有交流反馈。

That’s right. Sharing is link, and giving is gaining. Without active sharing, there will not be exchanges and feedback.    


分享是学习。

Sharing is learning.


嗯,是的。是抛出问题,也是自我校正。我看到我现在很多同事完全不愿意去表达自己,主动沟通性很弱。才理解到工作中的人的状态是被公司文化塑造的。这样固化后,很难去改变和接受别人的建议。这也让我理解了,为什么CNOOD要控制社招数量,基本都校招,自己培养。

Well, yes. By raising questions, we are correcting ourselves as well. As I see many colleagues     are completely unwilling to express themselves, reluctant to take the initiative to communicate. I understand that the state of people at work are shaped by the corporate culture. When they are fixed like this, it is hard to make changes and accept other people's advice. I also understand why CNOOD would limit the number of staff recruited from society, and prefer to recruit graduates of universities directly and cultivate them by ourselves.    


是的。白纸易画,成图难改。

Yes. It is easier to draw on a piece of white paper, but hard to modify a finished picture.    


“有温度的企业必定具有宽厚仁慈的家国情怀,据此也就一定会有腾空九霄的文化力量。” 这是您公众号发布《父爱》的文章,下面的留言。坚持去做,理解的人就会越来越多。

"An employee-friendly enterprise will surely have a generous and beneficient corporate culture. It will hence have a lofty culture to soar high into the sky." This is one comment of The Paternal Love which you released in CNOOD official account. Stick to it, and more people will understand you.


是的,努力加油!

Yes, let’s go for it !



END


作者简介:

Loreen:管理学硕士,6年国际商务经验,3年高校大学生辅导员经历,年龄保密。对“人际交往”嗅觉敏锐,喜欢与人打交道,善于并热爱品研“情商管理”理论。通过生活和工作中与人的接触,体会到不论国别和年龄,不论教育与血缘关系,人心都是相通的,只有真心待人,才能获得他人的真心相待。




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