Chapter 14 The star manager is poached, how does the old club deal with it?

July 19, 2005, Seattle.It is already late at night in the United States, and a group of lamenting people are sitting at a round table in the office building of Microsoft headquarters. That is Bill Gates and his executives.Top brass are constantly bemoaning the dearth of computer science researchers, not just in the U.S. but globally.A month ago, at Microsoft's annual get-together with university researchers, Gates could still hear the words in his speech, "I haven't read Harry Potter, but while physics is becoming more and more popular, Computer science is shrinking, although the employment situation is still good. In fact, from 2000 to 2004, the number of computer science students fell by 60%. I am concerned about this situation, we can't find the right employees."

While many people are admiring Gates for his foresight in the industry, this news came: Google announced this morning that Kai-Fu Lee will be in charge of the operation of Google China Engineering Research Institute and serve as the president of Google China.And - a day ago, Lee Kai-fu's identity was the global vice president of Microsoft. "Google and Microsoft's global front has extended to China," Gates said. In a conference forum held by Microsoft earlier, Gates once talked about the future development of science and technology in an interview, and said bluntly that Internet technology will be an important growth force for the future IT industry, especially for the development of future Internet search technology. There are many compliments.

At that time, Gates' speech immediately caused a rise in Google's stock price.Gates may not have noticed this information at the time, and he would not have known that Kai-Fu Lee was quietly plotting to join Google. Gates spent a lot of time on the intelligence of search engines in his masterpiece "The Road to the Future" published in 1999. At that time, Google was just born. He must have never imagined that Google's stock price will break through the $300 mark today. He also poached a member of Microsoft in the field he has always favored. The hard-edged Google is called "crazy and generally making enemies everywhere" in the industry.

Google's lucrative profit model combining web search results and advertisements has also stimulated Microsoft's appetite. In 2004, Microsoft launched an Internet search engine to compete with Google. Google has countered, developing other businesses, such as e-mail, that compete directly with Microsoft in these markets currently dominated by Microsoft. Tang Jun, the former president of Microsoft China, once said: Based on his personal judgment on future technological trends, Google’s future research and development on the four main items of desktop search, operating system plug-ins, email, and office software will surround Microsoft in the " In the ocean".Take the plug-in of the operating system as an example. This plug-in-like technology is very powerful. It will mean that where there is XP, there will be Google, and even where there is no XP, there will be Google, because there may be Google where there is Linux.Tang Jun pointed out: "This is what Microsoft is very afraid of, and it is also the reason why Microsoft regards it as the number one enemy."

It is not difficult to understand that Microsoft is afraid of Kai-fu Lee joining Google, because Google will have a senior executive who is familiar with Microsoft's strategy and technology first-hand. Overnight, Microsoft lost a capable man and added a strong competitor.If you get it, you will be happy; if you lose it, it will be painful; only Bill Gates will appreciate it slowly. The "Lotus Sutra" says: Ah said there is nothing, and the nose said that there is no time, no space, and a realm of immeasurable karma, immortality, and endless torment, so Avici Hell is also called "Boundless Hell". .

The vernacular says: The endless hell is the bottom of the hell, there is no time, no space, no equality, no life and death, and those who accept the most heinous crimes will be tortured forever. "I want to go back to China to work, and I plan to go to Google when I see a suitable opportunity." Kai-fu Lee described his motivation for this career change so lightly.However, Li himself is not only an expert in the field of search technology, but also one of the architects of Microsoft's China strategy, and the first Chinese to be promoted to Microsoft's global vice president.Such an identity and technical background made him inadvertently involved in this "Infernal Affairs".

44-year-old Kai-fu Lee was born in Taiwan, China, and went to study in the United States at the age of 9.He studied at Carnegie Mellon University, received a Ph.D. in computer science, and later served as an associate professor; he worked for Apple for six years and was in charge of the company's multimedia department; he also served as the director of Cosmo Software, a multimedia software subsidiary of SGI President. Kai-fu Lee joined Microsoft in July 1998, and became the dean of Microsoft China Research Institute (now Microsoft Asia Research Institute) in November; during the seven years he worked at Microsoft, he presided over the development of MSN online search technology and personal computer information Search technology.It has advantages in MSN online search technology, speech recognition, and personal computer information search technology.

Such a technical background is a perfect combination with Google's upcoming strategy in China.In the United States, Google seems to have achieved the ultimate in search engine technology, and "Fantasy Google" has penetrated into the lives of Americans. Google hopes that Kai-fu Lee can create a "dream Chinese version of Google" in China.In this perfect combination that is about to start, industry insiders say that Kai-fu Lee has at least five cards to play, and every time he plays one, Google will take the upper hand in this battle with Microsoft; Only want to cry but have no tears left.

Let's take a look at these five cards owned by Kai-Fu Lee one by one. Government card.Kai-fu Lee has maintained a good relationship with the Chinese government and accumulated a wide range of network resources during his tenure at Microsoft China Research Institute and later as the dean. This will obviously help Google change its current passive situation in the Chinese market.Kai-fu Lee himself also publicly admitted that he also has rich contacts and resources in China, "knowing what can be done in China and what can't be done." talent card.Kai-fu Lee attracts talents to build an excellent management and technical team.Kai-fu Lee has a good reputation in the IT circle. It is better to say that Kai-fu Lee is a scholar with a refined demeanor than a professional manager.Kai-fu Lee has many followers among white-collar workers and college students.Kai-fu Lee said: "95% of the newly recruited employees are mainly college graduates." Kai-fu Lee is considered by the industry to attract many technical talents for Google.

technology card.Obviously, Kai-Fu Lee has advantages in MSN online search technology, speech recognition, and personal computer information search technology.Kai-fu Lee stated frankly that "I am not an expert in search engines, but an expert in speech technology."Li Kaifu stated to the outside world that the top priority is to "sinicize more products and improve the speed of search".Tang Jun said in an interview with "Southern Weekend" reporter: "Kaifu's future work at Google does not only refer to these technical aspects of work, but also to determine the future development direction of Chinese search engine technology from the perspective of the company's strategy, and to In order to stimulate the R&D enthusiasm of technical talents.”

Corporate culture card.Kai-fu Lee is considered to be able to organically graft American-style IT corporate culture and localization.Li Kaifu said that he has worked in multinational companies for many years and is familiar with the practices of large American companies. At the same time, he also has rich experience in China. market sign.Kai-fu Lee, who has a technical background, does not seem to be good at sales.Kai-fu Lee admitted that "personal expertise is scientific research."But Kai-fu Lee also said he was "very interested" in trying new things, and said he would find some marketing experts, "I want to learn from them." It was very late at night, and the round table meeting was still not over. "On July 5th, Lee came to my office with his resignation letter," Gates fell into the memory, "the first sentence he said to me was: I need to follow my heart (I want to follow my heart) heart's choice)." What to do next?Gates posed questions to the stern-looking crowd. There was silence in the conference room.After a short silence, the executives started whispering in twos and threes, and after a brief whisper, the speeches began. "There is no credit, but hard work. Li has been very dedicated to his work in Microsoft these years." Someone at the round table spoke first. "Since the decision to leave has been made, it's useless to force him to stay. We should just tell Li: Leave quietly, just like he did when he came to Microsoft seven years ago. Don't expose it to the media, and don't create any job-hopping incidents. Of course, in the face of In the matter of media communication power, Microsoft has to take the initiative, mobilize our strength, and do everything possible to prevent the media from exposing this matter. If Li took the initiative to say it, we should try our best to explain it as an ordinary resignation rather than Escalated into a job-hopping incident." Let everything pass peacefully, and the pragmatic group proposed such a coping strategy. "Is there no room to save Li?" A senior executive asked. "From Microsoft to Google, not only Li, but even outsiders think it is a 'marriage', since Li Tu is not money, nor stocks. Has no one tried to persuade him to stay? Maybe I can try. Didn't Li say that he likes to work in China? Didn't he say that this decision is to follow his heart's choice, so why can't we follow his heart's choice and send him to China as a Microsoft employee. I think I can give him this suggestion, as long as he is confirmed to reserve a suitable position for him in Microsoft China." People who are in favor of the retention faction said emotionally. "In the words of Joe Wilcox, an analyst at Jupiter Research Consulting, Li's departure has gone beyond the two companies' competition for a technical talent. If Li insists on leaving, we have ways to stop him. Li Didn’t he sign a non-compete agreement with us? Even if Li leaves Microsoft, he will not be able to work for a company that competes with us like Google for a certain period of time. Even if he does go to Google, we have the absolute right to show According to the agreement, Li will not be engaged in search and voice technology related work when he was working at Microsoft for a certain period of time. Delay the time for him to work for competitors." The hardliners headed by lawyers proposed this. "Li, Microsoft has always treated you kindly, why is it so hard for you? Is it true that I, an IT giant, can't beat Internet rookies? Since you are ruthless to us, don't blame us for being unkind to you. Let's see you in court!" The hardline executive We put coping strategies on the table. "It has long been an open secret in the global IT industry that our senior technical employees from Microsoft have been switching jobs to Google. There are at least a dozen of them." A China hand among the executives concluded.He told the executives present that there is a classic saying used to ridicule Microsoft in China's IT industry, which was adapted from a funny line from the black boss in "Kung Fu".The original sentence was: "Our Ax Gang has always been the only one who bullied people, but today we are bullied by others, and lost more than 20 brothers." But now it has become: "Only Microsoft has ever poached people, but today we are poached by Google, and lost more than 20 brothers." Dozens of brothers." "Since Li was not the first to leave, and he could not be the last Microsoft person to go to Google, then we don't need to show anger at Li's being poached. I agree with the method used by the ancient Chinese man Dayu to control water, It's not blocking, but sparse. Is Li the No. 1 global search technology and voice expert? If not, we should find another expert. With our Microsoft's strength in the entire PC industry, we will negotiate with another one in a short time Even more technical than Li. Let's do it now, Let'go!" Clearly, there are four solutions to the "Kai-Fu Lee Dilemma" now facing Bill Gates and his Microsoft executives: Plan 1 dealt with it in a low-key manner and minimized the enthusiasm of the media, treating it as an inconspicuous guard who had left; Plan 2 tried his best to keep it, even if it gave the most generous equity rewards; Plan 3 responded with a high-profile response, suing Kai-fu Lee and Google The court, in order to have the effect of killing one and others; the fourth plan is to quickly fill the seat, and immediately find a more prestigious manager to replace Kai-fu Lee, so as to demonstrate Microsoft's talent attraction. The discussion lasted for a long time, this is a sleepless night in Seattle, the heart is tired, the coffee is dry, people are sleepy, only the dawn is breaking through the darkness and bringing light little by little, tomorrow comes unexpectedly, the world still going on... 1. On July 19, 2005, Microsoft issued a strongly worded statement, accusing Google of poaching Kai-fu Lee for a "long-planned plan", and believed that Kai-fu Lee had violated the confidentiality and non-competition agreement signed with Microsoft.Microsoft also sued Google and Kai-Fu Lee to the Superior Court of Washington State, where Microsoft is headquartered. On July 22, 2005, Google filed a countersuit against Microsoft. Nicole Wong, Google's deputy chief counsel, accused Microsoft's non-compete agreement of being too broad and said "it's just downright intimidation." 2. On July 28, the court held a court session, and the court ruled that Kai-fu Lee should not report to Google before September 6.U.S. Supreme Court Judge Steven Gonzalez (Steven Gonzalez) told Kai-Fu Lee, "You can't go to Google to work before January 2006, because we have to spend a lot of time researching whether you are a search expert and how many people there are. It’s going to be a complicated process to figure out whether you are or aren’t, if you can’t do search, what restrictions should be placed on your work at Google, etc., but this September we’ll give you a chance to tell me what you can do.” After successfully restricting Kai-fu Lee from joining Google before September 6, 2005, Microsoft's lawyers plan to apply for a permanent injunction to prevent Kai-fu Lee from joining Google until the end of the lawsuit. 3. On September 13, 2005, the court held another hearing to rule on Microsoft's application for a permanent injunction. Both parties had 5 hours to make statements in court.Microsoft made three allegations before the court. They believed that Kai-fu Lee’s previous article leaked Microsoft’s secrets and violated the non-competition clause. Because he is the “godfather” of Microsoft China, he cannot go to China to do anything, even "You can't set foot on Chinese soil." Kai-fu Lee took the initiative to suggest to the judge not to think about how to restrict him. He only asked the court to allow him to go to China to be responsible for recruitment before the trial.The court adopted Kai-fu Lee's suggestion in its ruling. Five days after the hearing ended, on September 18, 2005, Kai-Fu Lee flew to Beijing to preside over Google's recruitment work. 4. In January 2006, maybe when this "Case" is on the road, or maybe it is in your hands, the trial will finally determine the rights and interests of Kai-fu Lee, Microsoft and Google under the non-compete agreement. obligations to be undertaken.On that day, there will be a saying about the "Li Kaifu incident". From the perspective of human resources maintenance and management, there are generally four ways to retain people: one is the system, that is, to use the system and regulations to forcibly control the flow of talents, to file lawsuits against those who have decided to leave, and to make an example, in order to make a good example to the latecomers. Form a deterrent effect, but this is the worst policy; the second is treatment, that is, to provide employees with as generous treatment as possible, to meet all the conditions proposed by them, and to increase the opportunity cost of employees when they leave, which is the second plan mentioned in the case , but this method will invisibly disturb the balance and fairness within the organization, which is a bad policy; the third is emotion, that is, to be moved with emotion, to understand with reason, and to use the long-term relationship between the organization and employees, and between employees and employees as the basis , to persuade employees to change their minds and stay in the organization to serve the organization. , so as to achieve a win-win situation for organizations and individuals in their careers, this is the best policy. Analyzing from Microsoft Lee Kai-fu’s mentality of leaving Microsoft to join Google, it also experienced a complicated process. Lee held the high position of vice president at Microsoft, which is the most prominent position for Chinese in Microsoft, but Microsoft ignored Li’s personal Career planning needs. A talented person is always challenging himself. If he loses the space, opportunity and environment to challenge himself, he will gradually lose interest in work. For Li at Microsoft, his Attraction is no longer money, stocks, or positions, but a self-challenge led by personal interests.If Microsoft could communicate with Kai-Fu Lee early and thoroughly to understand its real needs, I believe this incident would not have happened. For global IT giants like Microsoft, the cross-cultural management concept of multinational corporations should go deep into the thinking of every manager. Employees of multinational corporations come from all over the world, and each inherent culture has its own uniqueness. Every employee There are also differences from others. If the management of this cultural difference is ignored, the human resource management of multinational companies will inevitably hit a wall everywhere.Mr. Lee Kai-fu's oriental cultural background has a very large and fundamental impact on his personal potential thinking judgment and behavior. Microsoft should fully realize this.Judging from the cultural background of the Orientals, once a person's intentions are made public within the organization, hard currencies such as treatment and status to retain people will no longer work.The only thing left for Microsoft to do is to try to enhance his sense of identity with the Microsoft organization. He can't be a family, but he can still be a friend.If you choose to push him to the opposite side and become an enemy because you can't be a family, this is Microsoft's failure in handling the Kai-Fu Lee incident. Star managers such as Mr. Lee Kai-fu have no doubts about the value of any organization. Losing such a manager is a huge loss no matter from which point of view. Getting such a manager is destined to be a great loss. happiness.But if you get it but don't use it, then this kind of happiness will not last long. This will be a kind of sadness for both the organization and the talents. If Microsoft is like this, what will happen to Google? It is not the best strategy to choose to take Li Kaifu to court, but it is the best strategy among the limited options. First of all, Kai-fu Lee is different from ordinary senior managers who are "hunted" in that he is a job seeker who takes the initiative to Google.As an active job seeker, it reflects that his personal loyalty to Microsoft is far from enough. For a senior manager like him who actively seeks to leave Microsoft, Microsoft does not need to be morally responsible for taking him to court. many responsibilities. Second, Microsoft's strategy helps to prevent or weaken to a certain extent the competitive pressure that Kai-fu Lee quickly joined Google to bring to Microsoft.In fact, after Microsoft sued Kai-fu Lee, the court has imposed some restrictive measures on Kai-fu Lee joining Google. Third, for a high-level manager who is actively looking for other career opportunities, Microsoft's retention of Kai-Fu Lee is of little significance. As a high-level manager and knowledge worker, the most important thing is the willingness to contribute to the organization, not the first. His intelligence, since Kai-fu Lee is ready to leave Microsoft, Microsoft will not be able to keep people, so it is not the best policy to choose to provide generous remuneration to keep Kai-fu Lee. Fourth, from the perspective of commercial competition, Microsoft's lawsuit against Kai-fu Lee and Google can kill two birds with one stone. On the one hand, it will hit Kai-fu Lee and make an example; on the other hand, it will suppress its future most powerful competitor, Google. I remember that Dr. Kai-Fu Lee wrote in the book "Be the Best You": "The core of my success philosophy is: don't easily fall into the misunderstanding of unified success, but take the initiative to choose the most suitable success path for yourself;...Success is Constantly surpassing yourself is to 'be the best of yourself'".It is not difficult to find that Dr. Kai-Fu Lee is a person who pursues self-worth, a person who pursues self-realization, and a person who is willing to constantly look for new career growth points.For a star manager like Dr. Kai-Fu Lee to change jobs, the best response is to mobilize all possible forces to safeguard the interests of the company.Because, for a person who particularly emphasizes self-realization, if you can't provide what he is after, don't expect to use "tenderness" and "sweet words" to keep him.For example, Microsoft's strong legal means can be regarded as an effective way.Of course, if Google and Microsoft are not direct competitors, if Microsoft is only aiming to solve the personal career issue between Microsoft and Kai-Fu Lee instead of trying to warn Google and more possible future "defectors", then choose to keep a low profile Handling etc. should be better. 1. It is normal for star managers to change jobs. In a market economy, since star managers are scarce resources that all enterprises need for their development, there will inevitably be competition among enterprises for star managers, and correspondingly there will be incidents of job hopping among professional managers.Therefore, enterprises must first face up to the reality, and have sufficient mental preparations for the occurrence of such incidents to prevent problems before they happen. For this reason, when facing professional managers, enterprises should provide sufficient space for them to realize their life goals.The reason why a person is willing to stay in an organization and dedicate his wisdom and strength to the development of this organization is because he can achieve his personal goals to a certain extent in this organization. If the organization develops to a certain extent, Without providing further development space for the realization of their personal goals, people will leave the organization without hesitation.The reason why Kai-fu Lee abandoned Microsoft for Google, to a certain extent, is because Google can better realize his personal pursuit.Therefore, always paying attention to the needs of professional managers and providing them with the space within their ability to achieve their personal goals is the basis for preventing professional managers from quitting. On the other hand, in order to prevent possible losses to the company due to professional managers switching jobs, companies should not only sign confidentiality and non-compete agreements with professional managers when using professional managers, but also raise the threshold for them to switch jobs to competitors. Moreover, it is necessary to pay attention to the team building of professional managers, the training of successors in key positions and the corresponding knowledge management work, so as to prevent the normal operation of the enterprise from being affected by the job-hopping of professional managers. 2. Leading companies are more likely to have their managers poached The purpose of enterprises competing for star managers is to compete for the business management knowledge and various technical or social resources mastered by star managers, because the professional managers in leading enterprises in the industry have more knowledge and resources of enterprise management in the industry , so they often become the protagonists of peer poaching. Google went to Microsoft to dig Kai-fu Lee, first because of his technical background, and second because of his personal connections.These two are not only what Google needs in the next step of development, but also not what any professional manager of an enterprise can provide. 3. When the job-hopping incident of professional managers occurs, the enterprise should take different countermeasures according to its actual situation. Once the job-hopping event of professional managers occurs, the enterprise should take corresponding countermeasures according to the actual situation, so as to minimize the public opinion and business risks that may be brought to the enterprise due to the job-hopping event of professional managers. When job-hopping of professional managers occurs, there is no universally applicable optimal strategy because the situation of each enterprise and the job-hopping person is different.Just like Microsoft discussing countermeasures against the Kai-Fu Lee incident, there are many feasible options.As for which solution is better, it depends not only on the circumstances of the parties involved, but also on the conditions owned by the enterprise. Microsoft took the method of going to court, which to a certain extent prevented Kai-fu Lee from directly playing a role in Google, but Kai-fu Lee still took a roundabout way to take up his post at Google, and recruited personnel for Google in advance.Going to court is an effective method, but for this method to work, the following conditions must be met: * Both parties have signed a non-compete agreement in advance.The law pays attention to rules. If the two parties have not signed a corresponding agreement in advance, they cannot go to court. * The enterprise can have sufficient evidence to prove that the other party has violated the law.The court pays attention to evidence, and if there is not enough evidence, it cannot win the case. * The legal system is sound.Even if the first two are established, if the law enforcement is not strict, even if you win the lawsuit, you will not be able to prevent the other party from violating the law. Between Microsoft and Kai-Fu Lee, since the above-mentioned conditions are met, this method can play a role.The use of this method by enterprises can not only restore the competition risks that may be brought to the enterprise due to the departure of professional managers to a certain extent, but also have the effect of killing others to a certain extent. For Microsoft, which is constantly being poached, For enterprises, it may well be a better coping strategy. In addition to going to court, other solutions proposed by Microsoft during the discussion process are also desirable under certain conditions, and sometimes may be a better choice, but this needs to be determined according to the actual situation of both parties. 4. The enlightenment of this case to leading Chinese enterprises From this incident, we can draw the following lessons: *For employees in key positions of the company, while signing the labor contract, they must sign a confidentiality agreement and a non-competition agreement, so that there is a legal basis for handling employees in key positions when they change jobs. *In normal work, pay more attention to employees in key positions, keep abreast of their changing needs, and provide them with the best possible development space so that they can stay in the company and serve the company with peace of mind. *At the same time, enterprises should establish a sound knowledge management system, and do a good job in the reserve and training of personnel in key positions, so as to prevent problems before they happen. *In the event of a job-hopping event of an employee in a key position, it is necessary to take corresponding measures according to the relationship between the company and the parties at that time, so as to minimize the losses that may be caused to both parties due to the job-hopping event. Joining, airborne, resignation, and dismissal in business are all normal things, and the normal flow of talents is also a good thing and a kind of social progress.I personally feel that this personnel change is just a normal flow of talents.Just because the two big companies, Microsoft and Google, are direct competitors, Kai-Fu Lee has become the fuse of the two companies' struggle and conflict of interests.Can it be said that in the Internet age, in the face of the glorious and ambitious Google, the once cutting-edge Microsoft seems to be losing its appeal, otherwise, how could it be said that "many former Microsoft executives have switched to Google"?Kai-fu Lee is a "compound" talent. This personnel change at Microsoft is a heavy blow to Microsoft's management and strategy.Generals are not easy to get, but it is a pity to lose them. Perhaps Microsoft itself should really reflect on it. This is undoubtedly a good case that can be used for reference.For our private enterprises, can this case also draw a lot of beneficial thinking from it? The most valuable thing for today's enterprises is undoubtedly talents, and the prosperity of talents leads to the prosperity of enterprises, especially for private enterprises.But to a large extent, what we lack is not talents, but the environment and systems that make talents stand out.The talent environment of private enterprises obviously lags behind that of multinational companies.In today's fierce domestic and international competition, talent competition is becoming a war without gunpowder. Whoever wins on this battlefield will be able to take the lead in the global competition.More and more multinational corporations "settled" in China, using superior working conditions and favorable treatment to attract talents, and at the same time intensifying the cultivation of talents in various forms, resulting in a serious brain drain in domestic enterprises, while our private enterprises are generally Low education level and poor management level make it difficult to attract suitable talents, and human resources become the most valuable first resource of enterprises.The loss of talents, especially the loss of senior talents, brings passive work and economic losses to enterprises. Facing the severe dilemma of hard to find excellent talents and serious loss of outstanding talents, domestic enterprises, especially private enterprises, how to optimize the environment and improve the system to attract stable high-level talents is imminent.Some domestic companies may think that their company’s talent environment is already good, but the demand for talents is endless, and the process of improving the talent environment is also endless. Establish a sense of crisis for talent security, and try to find ways to improve the talent environment from incentive mechanisms, evaluation mechanisms, etc. Starting from one aspect, effectively retaining talents can no longer just stay in theory, and more importantly, it must be implemented in real reality.Only in this way can the enterprise develop for a long time and prosper forever.