受市场竞争加剧以及OTT替代加速的影响,运营商每年不得不以更高的增长指标考核要求来确保自己的业绩不会迅速下滑。这样做导致的直接结果是,KPI指标往往必须逐级加码,压到基层时,这些目标往往成为不可能完成的任务。如果为了确保KPI指标完成,穷尽各种手段,扬起KPI的皮鞭要求员工完成任务,势必造成员工的抵触情绪,不可避免会遭遇员工动力低下和关键员工离职的问题。在此困境下,如何让员工在企业快乐工作且有认同 Affected by the intensified market competition and the accelerated replacement of OTT, operators have to make sure their performance will not rapidly decline each year with higher requirements for the growth indicators. The direct result of this is that KPIs often have to be level-coded, which often become an impossible task when they are pushed to the grass roots. If in order to ensure the completion of KPI indicators, exhaustive means to raise the KPI whip requires employees to complete the task, is bound to cause staff resistance, inevitably encounter employee motivation and key staff leaving the issue. In this predicament, how to make employees happy in the business and agree