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We hired an operations person, who developed products and operated them himself. The company gave him a good basic salary and commission. Of course, his product selection and operation capabilities were also good, and the products he selected were basically profitable.
The most discovered thing is that he also recommends the products he chooses for the company to his friends, who are also sellers on Amazon. And if his friends make a profit from the products he promotes, they will also give him a commission, which is much higher than the commission given by the company.
Today, I went to the operation office to verify it in person. I wanted to test his words. After all, the products in the other store are highly overlapped with the products he selected for the company. I didn't expect him to admit it generously without any hesitation. He also generously admitted how much money his friend made from each product every month and how much commission he would give him. I didn't expect him to confess so readily. I was stunned.
He said that he selected the products, but the company did not buy out him, and if he resigned, the company would not give him any compensation. If he resigned, he would lose everything. He said that he had an employment relationship with the company, and the company only paid him to select products, but did not pay him. He was told that only one company could be chosen for him . He also said that just because other operators are usually responsible for operating accounts in the company, it does not mean that they cannot manage their own accounts or work part-time on outside accounts outside of work . What he said seemed to make sense.
He also said that the product market is huge, and even if someone else chooses it, it will not affect the company. He also said that if the company wants to occupy the market, it can just make a few more links to sell the same product. He also said that he chose the product and agreed with the company on how many orders he could get in a day and a month, and he did it. For his ability, he was let go and did not talk to him again. He said that if he felt that this was not good, he could be fired immediately. I said let me think about it.
I wanted to criticize him, but I was convinced by his reasoning. But I still feel unhappy. Isn't this creating a new competitor for my company? Don't young people nowadays have any workplace ethics?
"Wonderful Reply"
Hu Zi - Born in the 1980s, male entrepreneur, cross-border e-commerce, pet supplies Agree with: anan888, Gemmal, Dabaifeibai, Gordon, Isabe more » After reading everyone's comments, I personally think this should be two questions:
1. The company hired an employee and asked him to be responsible for what product to make, when to make the product, and how to make the product. Is this a trade secret of the company?
I think the answer should be: yes. (Because if it is not, then those who have started their own companies or developed products that sell well are welcome to talk about their products.) Here, the law has given us a rule: telling us what is right and what is wrong.
2. Then ask: Why did this employee do this? (Company system, welfare, personal values, legal awareness, Amazon environment?) There may be no right or wrong in these areas, only choices. When running a company, just choose the right one and it will be fine.
For those students who disagree with my statement and think that it is not illegal:
I seriously recommend that everyone learn about the relevant legal knowledge, or consult professional legal professionals: Is it illegal to privately transfer work results obtained during employment to a third party for personal profit?
Anyway, I have gained a cognition that if I understand a rule, I will definitely not suffer any loss. Otherwise, if I encounter this kind of thing in the future, I still don’t know whether it is illegal or not! Confetti in the Wind1513 The boss and the employee are fighting each other. No matter what they say, there will be people who like and dislike them. I hope everyone will look at it rationally, work hard to handle the relationship with colleagues, and try to avoid these problems.
k To put it bluntly, Amazon has a low threshold for starting a business. Once an employee has the ability/capital/supply chain, he or she is likely to start a new business.
The reason why I didn't leave was just to look for a better job. At this stage, as long as you don't go too far, you can still make some money by turning a blind eye.
If you really wait until he is strong enough to do it yourself, you may not be able to earn the same amount of money if you find someone else who is not capable.
The brave little steel cannon What kind of trade secret is this? It's nonsense. It would be a leak if the company spent its own money to develop the mold and then leaked it out. Don't talk nonsense if you don't understand. The mold design of the common products developed by the employees themselves is not from his company, so it's not a secret at all!
te llher 1. This company needs to reflect on the company's system, treatment and sense of community. 2. This employee does not have professional ethics. Signing a confidentiality agreement is illegal. 3. If we are not in the same business, we should talk about interests. I will use you for one day and you will leave. Let's settle the accounts.
JanLiu1121 The post says that there should be no confidentiality agreement signed, otherwise the conversation would have gone in a different direction; many of the products selected do not meet the level of operation.
Little Bear People are all double-standard, and they all like to stand on the side of self-interest! What this employee did was wrong, so just fire him directly, or take legal action if that doesn’t work. However, when hiring people, which boss doesn’t want to take over the products of his previous company? (Just like the one in the article who can make profits according to the target)
Yinc Huisiting If they signed a confidentiality agreement, then there is no doubt that the employee is the party that violated the law. However, some common products have no patents and no private models. In fact, there are many on the market, but it’s just a matter of whether they are sold on Amazon. Having said that, you have to follow the company’s rules and regulations when you are in the company for a day.
Anonymous user Agree from: fufufu222, weixin26314, Av, Eggplant and Cucumber Stew, Kalyani More » According to China's Anti-Unfair Competition Law, trade secrets refer to technical and business information that is not known to the public, can bring economic benefits to the right holder, is practical and has been kept confidential by the right holder.
Trade secrets protected by law must include four elements: "not known to the public", "capable of bringing economic benefits to the right holder", "practical", and "confidentiality measures taken by the right holder".
Are you two the only companies making this product? I guess there must be at least a dozen companies making it. Is this unknown to the public?
Besides, he is not using the public interest for personal gain. It is not likely that his friend's company will stop doing this category, leaving you as the only one monopolizing it.
The commission given by the company is not even as much as that given by your friend, so you want to buy out all the fruits of his labor?
When talking about what professional ethics are, everyone should have a clear idea of what they are. Before talking about professional ethics, let’s talk about company ethics first:
1. Pay full taxes according to the law and do not evade taxes. (Is the invoice for the value of the goods sufficient?)
2. Pay the full amount of five insurances and one housing fund for employees according to regulations. (How many employees only pay five insurances, and how many employees pay five insurances at the minimum rate?)
3. Strictly abide by labor laws.
When you are being cunning and sly, you are complacent and self-satisfied, and when others take advantage of you, you get angry and curse. Everyone hates double standards, but everyone wants to be double-standard themselves. Gu Yue GU Yes, I saw that everyone said they wanted to sign a confidentiality agreement, and I was always wondering, is this a trade secret? Let’s not talk about whether he paid or not, this is not his exclusive private model, a public model product, something that anyone can use, what kind of agreement is it?
Hi Although I am an entrepreneur, I agree with this statement. Many people are too hypocritical.
Nightmare dawns. Anonymous brother exploded, but if I were the boss, to be honest, I would not care much about this kind of problem, as long as it can bring me benefits and not cause actual losses to the company. We are all sensible people. Taking private jobs is common in every industry. To be honest, private jobs in this industry do not make much money.
Little Bear Everyone hates double standards, but everyone wants to have double standards themselves.
New Age Gold Diggers Agree with: qilingwang111, Eggplant and Cucumber Stew, Red Killer Whale, fukua8989, Setbacks will come and go more » From the boss's perspective: Although employees are in charge of the entire operation of a product, actual operations such as funding and shipping require financial support from the boss.
If the products sell well, the boss gets the most profit; if the products sell poorly, the boss loses most profit. The main risk bearer is the boss.
For operators, it is a question of whether or not there is a commission. The minimum commission is zero, not a negative number (I don’t know if any company will fine operators for losing money). Recommending products to other companies increases competitors and the risk of failure (although sometimes the margin is small, the boss still needs to bear it).
In the case of a product being offered to two companies at the same time, I think the operator can be regarded as a foreign trade SOHO. But the poster said in the article that he paid the operator a base salary + commission, but the other company only paid commission and achieved the same level of profit, which means that the operator is either close to his friend and is just trying to make extra money with you, or he is comparing the operation of the two companies with the same product to verify his own operation ability and enrich his own operation experience. So, are you feeling balanced?
Emotionally speaking, if you don't like him, you might as well fire him and focus on connecting with freelance talents in cross-border soho in the future to reduce costs. Or find an operator who is less worried.
Rationally speaking, the account is profitable under his operation. In order to make use of him, you can keep him, but you have to exploit him even more, otherwise it would be unfair to the extra basic salary you give him (funny).
From the perspective of employees:
I developed a product, devoted my years of operating experience, and selected a hot-selling product. How much profit can I make for your company? I chose your company, but your company can only give me this commission. What's the point of doing this? What if I build all the products and achieve stable profits? What if there is no use value? Will I have to face the fact of being fired? This boss is so stingy, is it necessary for me to stay?
The answer is of course not! You can't put all your eggs in one basket, you must find a way out, and also to give yourself more ways to survive. Since my friend is also doing business on Amazon, why not sell the same product to both companies, compare more, and hone your product selection accuracy. At the same time, accelerate the accumulation of entrepreneurial funds, and start a business alone at the right time. Isn't it more delicious to be your own boss than to drink soup under someone else's hands?
Summarize:
There is no right or wrong in the struggle of interests between the two. It is just a topic for after-dinner talk. As a boss, why can't you learn Amazon operations by yourself? If you have the ability to learn, you can use a lot of money to become a senior operator. It is better to rely on yourself than on others. If you insist on relying on others, you have to bow your head because you know you are unreliable. The employee in the article relies on himself. He understands that he can rely on others for a while, but not for his whole life. He has his own plan for his career. Even if he becomes a boss in the future and encounters the same problem, that is a matter for the future. Maybe after experiencing this conflict, both parties will have a more reasonable solution.
Anonymous user Agree from: biqing_33, Fengjin Feizhix, Colins, Weil An, Ge'an Buliu Xin More » To put it bluntly, this person has the confidence and strength to openly admit his not-so-glorious behavior. Imagine if his income from you is all he earns, he would not be so stubborn.
From the perspective of an employee, if the company feels that the value I create is not worth the treatment it gives me, then they can just fire me. Don't talk about workplace ethics or work spirit. How many square meters of house can I buy? We are all people who have entered society, and everything must be based on interests.
As a job seeker, I wanted to find a job with five social insurances and one housing fund, and two days off a week, but in the end, I could only find a job with five social insurances and two weeks off a week. The bosses who offered me the price also took it for granted, saying that this is the environment in this industry. What can I say? I can only say that I am not good enough. Can I blame the environment?
From the perspective of a company manager, you hope that the employees you recruit will serve the company wholeheartedly, so have you given them enough compensation to make them loyal to you? Otherwise, don't feel strange if the employees take it for granted. After all, that's the environment.
If you want him to stop giving advice to other companies in the future, the method is very simple: just pay him more money. Su Ming Haha, it's just a deal, but you have to talk about feelings==
Cat Lulu To put it bluntly, he violated the rules, but the boss was reluctant to fire him because he was still very useful and could produce good value. From this story, we can see that capable people can have privileges.
dingdo - Shenzhen Lao Liu Agree with: On the way. 、 Jonszsc 、 anan888 、 Gemmal 、 Dabaifeibai More » The products selected during working hours are supposed to be company secrets. If you have signed a confidentiality agreement, you can try to sue him for dismissal. If there is no replacement, just bear with it. This guy really has no professional ethics and is confident... But on Zhiwu, he looks normal. You can tell by looking at me being stepped on.
What is the validity and legal basis of a confidentiality agreement?
1. my country’s criminal law stipulates the crime of infringing on commercial secrets for parties who violate confidentiality agreements and cause serious consequences.
【Legal basis】
Article 219 Whoever commits any of the following acts of infringing upon trade secrets and causes serious losses to the rights holder of the trade secrets shall be sentenced to fixed-term imprisonment of not more than three years or criminal detention and shall be fined or fined alone; if the consequences are especially serious, he shall be sentenced to fixed-term imprisonment of not less than three years but not more than seven years and shall be fined:
(1) Obtaining the trade secrets of the right holder by theft, inducement, coercion or other improper means;
(2) Disclosing, using or allowing others to use the business secrets of the right holder obtained by the means mentioned in the preceding paragraph;
(3) Violating the agreement or the right holder’s requirement to keep the trade secrets confidential by disclosing, using or allowing others to use the trade secrets in their possession.
2. The employer may sign a confidentiality agreement with the employee, stipulating that after the labor contract is terminated or canceled, the employee shall bear the obligation to keep relevant business secrets, intellectual property rights and non-competition restrictions, and the employer shall pay economic compensation on a monthly basis. If the employee violates the agreement, he shall pay liquidated damages as agreed. TiredGGboom The employer can sign a confidentiality agreement with the employee, stipulating that after the labor contract is terminated or canceled, the employee shall bear the obligation to keep relevant business secrets, intellectual property rights and non-competition restrictions, and the employer shall pay economic compensation on a monthly basis. If the employee violates the agreement, he shall pay liquidated damages as agreed.
You mentioned this point. But the company only asked for confidentiality and did not provide any financial compensation. Just like what he said, the company did not offer a buyout.
di ng do @躁躁GGboom : You don't need to pay for non-compete and confidentiality agreements while you are still employed. You need to pay for non-compete and confidentiality agreements after you leave. If you have evidence while you are still employed, you can submit it. Look at the reports on packages like Tencent and Huawei. Anyway, if you encounter such a thing in the future, just don't admit it. Evidence is hard to come by in cross-border e-commerce.
Xiao Liuzi Everything can be linked to crime, this business is always vague.
R eyChen I'm not going to step on you or remain anonymous, but your understanding of the confidentiality agreement is wrong, and it may cause inexplicable panic to others. Please don't mislead others in the future.
Ge mmal @小六子: The old ladies who sell goods at the alley entrance all know that they cannot underweight or sell bad vegetables, and that it is basic professional ethics not to cheat or be cunning. Why do you have to complain about everything and the boss? If you think the boss is unjust, you can just pick up the bucket and leave...
Goodbye Sun Wukong 1989 If you are so capable, just do it yourself. The results achieved by using other people's platforms naturally belong to this platform. I have not yet seen any company's R&D personnel apply for patents that belong to them. Not all of them belong to the company. The most they can get is some rewards and signatures.
Wanyu Shengxuan Agree with: Isabe, Liu Cixin, Li Chenxi, Xiao Feng, Yu Ji's Love More » Your company cannot retain such an employee. For the long-term development of the company, it is recommended to fire him. If you really want him, you can start a new team and recruit him as a partner or team leader, and discuss the salary separately.
To last long, you need to have supply chain capabilities that complement each other. If you can't, I suggest you fire them immediately. There is a logical error in this operation. It is absolutely impossible to select products outside of work time. If you want to do additional personal Amazon product selection operations outside of work time, you will inevitably lack energy for work the next day.
If the operation department clearly informed the company during the recruitment process and the company still hired the employee, then both parties have reached an agreement and there is nothing wrong with that. If the operation department concealed the information and both parties have reached an agreement, and then later used the excuse of not paying enough salary to confuse right and wrong, the employee must not be retained. Imagine if the entire company followed suit, with the art designer doing private work at work and the warehouse worker delivering food. Can the company still exist? Don't lose the big picture while picking up sesame seeds.
The reason why a company exists must have its value, such as the ability to resist risks, the ability of the supply chain, financial strength, a good atmosphere, and a complementary team. The company must know its own value and strengthen the construction of its own value.
From the perspective of employees, it is also recommended that this is not necessary. It is very simple. The most valuable resources of a company always have a tendency to go to one side. It is definitely not the most capable, but it is necessary to be loyal to the company. Employee development also requires the support of company resources. Doing this is like picking up sesame seeds and losing watermelons.
If you feel that your current platform is too small, you can switch to a bigger one and find a boss who can see your value. What kind of person you are is what kind of people you gather around you. Think about it, if my team is like me, can we form a fighting force! Yi Shu Yi Juan For example, selecting products after work hours and spending time with your girlfriend/playing games/watching TV series after work may lead to lack of energy for work the next day. Besides, you are not sure how much time others spend on development every day, so what if they just have a flash of inspiration? Not to mention all kinds of other things and reasons.
The company doesn't even know whether the product he developed has applied for any appearance patents. What if there is? Just fire him and ask the company to cede land and pay compensation. It's obvious that the company's system and policies have loopholes and are not implemented properly. They insist on asking everyone to get involved. If they know there are loopholes, they can just make more changes and have a good talk.
I just don't like this kind of tone of saying who is wrong right away. When you encounter a problem, shouldn't you first think about what you did wrong and then consider other factors? It's obvious that the tactics of that company make up for the strategy, rather than the company's strategy guiding the tactics. Also, I'm afraid that in your concept, everyone except you is probably accessories.
Wanyu Shengxuan I generally recommend firing employees who are often lacking in energy, as this affects the team. The company's behavior does not exceed the scope of the labor contract, such as salary, work intensity, etc. Employees will retaliate after being fired. Leaving the team early will result in less loss than leaving later.
The statement that production relations must adapt to the development of productive forces is absolutely applicable to companies. The company's system must be suitable for the company's development stage. If there are only a few people, it depends more on the boss's personality and ability to maintain it. Strategies and tactics are not thought out in advance. If they must be there, they are basically summarized and reviewed after the success of the matter.
Those who talk about systems, strategies, and tactics every day are either in the insurance business or in MLM. In a team, the supervisor or team leader is the brain, and the others are the hands and feet. Let me put my point of view more bluntly. According to my concept, if there is someone in the team who can survive without relying on the brain, he needs to be taken out and formed into a new group independently. When he becomes the brain of this group, the original team can maintain cohesion, and the person who stands out will have a better platform.
ex press I was working in the warehouse delivering food and it made me laugh, hahahahahaha
Little Six ~ -Amazon Agree from: A small operator passing by, anan888, Bella2016, weiba123, People who don’t want to talk more » The developers you hire and pay for have working hours. The designs developed during working hours are the company's property. If you sell the products to other companies, you are selling out the company's interests. This behavior is actually illegal. You must know that you are in an employment relationship, not a partnership.
[He said that he selected the products, and the company did not buy out him. If he resigned, the company would not give him any compensation. If he resigned, he would lose everything. He said that he had an employment relationship with the company, and the company only paid him to select products, but did not pay him. He was told that he could only choose from one company. He also said that just because other operators are usually responsible for operating accounts in the company, it does not mean that they cannot manage their own accounts or work part-time on accounts outside of work.]
What he said is a cooperative relationship, not an employment relationship. Ask the programmer if he can sell the code he wrote during working hours. How many people can sell it without getting caught? Many programmers delete the source code database after leaving the company, and then are directly sued in court. As a manager, you don't see this relationship clearly, but you were persuaded? Little Six~ If you spread the news about this kind of person, who would dare to hire him? In fact, we know the accounts of many part-time workers, but as long as they don't harm the interests of the company and don't go too far, we basically turn a blind eye. Such blatant behavior is really unacceptable!
Xiaodong91 Too objective. The main thing is that it cannot be replaced. You can only add money.
Little Six~ @小东91 : Being irreplaceable is one thing, this involves the issue of professional ethics!
The author of the thread is asking for everyone's opinion on this matter, not seeking a solution! The truth is that the company hired you to develop, and the things you developed during your working hours are the company's property!
If it's a solution, it's easy to deal with, just pay more money or just leave!
People who don't want to talk @小六子~: It is indeed a basic professional ethics issue. Having ability is not an excuse. I would rather hire someone who is just okay to work than hire him because I don't know what his moral bottom line is.
FIVE z Agree with: lookforanswer, sue1042931, the melancholy guest in the world, the eagle that can dig holes, ccdzd1 I see the comments are all from operations and bosses, I would like to add a situation in the service industry
Our industry also has similar but not identical situations, which is generally called "taking private orders", which means delivering customer orders to other peer companies for processing, and the other party will also give a certain commission. Then this phenomenon is very, very common. I have met people who were fired by the company because of this, and I have also seen that most companies turn a blind eye to the following
It mainly depends on two points:
1. Is it because the company's existing resources do not match the customer's needs that it is pushed to other peers?
2. Whether the work content and performance indicators were completed on time and in quantity during working hours
I am also the person in charge now, and I will also find that the people below me are taking private orders. However, as long as they don't throw out the precise customers corresponding to the company's channels, and complete my requirements every month, I will still turn a blind eye. There is no other way. The money I give is just to buy him to do work, not to buy his life.
Did he violate the non-compete agreement and privacy clause? Yes, but he did not violate the company's bottom line. This may be the basic understanding between me and him. Who would go against money, right? Sales champion~
Curapikt - Just a boring guy. Agree with: Biebiebieshibubu, Jieeek, Segalaku, Huanzhongwuzhen, White Snake herself more» Others have already met your company's needs, and it is not natural for them to earn more within their capabilities. Moreover, the commission his friend's company gives him is much higher than what you give, so you may want to think about whether you are giving too little.
There is nothing wrong with completing the company's requirements and expanding your own income. If you are a private model, it is his problem. If you are a public model, even if he does not choose this market, there will be thousands of "him" who will enter the market.
The most important thing is that they are not afraid of you firing them. They are confident and capable and can go anywhere without fear. It is better to admit it openly than to be someone who might stab you in the back. Wanyu Shengxuan Whether it is the employee or the boss. In an aboveboard way, the boss should explain it to the employee in person when recruiting, that the operator will independently operate the finished product, and the whole company will share the product resources, and other colleagues can put it on the shelves. The operator should say during the interview that he can select products, and the finished products will be shared with his friends, and they can also give me a higher commission. After that, both parties still cooperate, which can be called aboveboard, otherwise it is called shameless, and this is true for both bosses and employees.
The essence of making money in trade is comparative advantage. How long you can make money is the time difference of information opacity. The upper and lower limits of the operation salary and the boss's profit are not determined by personal ability, but by the supply and demand relationship in the industry.
ech oye Even if there are thousands or millions of "him" who would choose the same product as this company, it should not be this employee who does this.
Do The commission his friend's company gives him is higher than yours because they don't give him a basic salary, but give him other resources. The company has carefully trained him, which is time-consuming and laborious, and you take up all the resources. Then you select a product and share it with others. How can there be so many good things?
YUNTING0228 - Amazon primary school student duncehaige Agree with: jojo12345, drip drip drip, Satan_960, leniania, The universe is so big More » It all comes down to interests. On one side is the interests of the company, and on the other side is the interests of the individual. In fact, there is no right or wrong. If you have clearly written it in the contract when the employee joins the company, and has also signed a confidentiality agreement, then everything will be fine according to legal procedures.
If you recruit employees with the goal of "low salary and high efficiency", then there is nothing wrong with what he did. He can say this with a clear conscience. That is because you did not sign the relevant documents. The subsequent step is to offer the price you think he is worth. Just sign the contract.
Employees will never think the same as their bosses. Don't demand employees to be "saints". Know people and use them well. Those who are obedient will never be outstanding, and those who are outstanding will never be obedient. Different standpoints naturally lead to different perspectives on issues. There is no right or wrong, no moral issues. It's just pure profit-driven. I'm Aoao I agree. We are on different sides of the same coin. It all depends on whether both sides can accept it.
vi vin_li That's quite true. In fact, there is another saying: these days, if you want to get rich and succeed, there is no such thing as honesty.
Rich Little Brother What you said is very pertinent. Some bosses above always want to express their own opinions and convince their employees. It is a work relationship. Both parties want the greatest benefit. Don't expect employees to understand you, and don't expect bosses to understand you. Just do what you should do.
Anonymous user Agree with: Gordon, Isabe, Liu Cixin, Li Chenxi, Illusion without Truth More » The old ladies who sell vegetables at the entrance of the alley know that they cannot underweight or sell bad vegetables. It is basic professional ethics not to cheat. Why do some netizens want to blame the boss? If you think the boss is unjust, you can just leave!
Even if you have problems with your own professional ethics, you still want to drag others down with you. The core of the problem expressed by the poster is the problem of employee professional ethics. Why do you give away the results of your working time without the company's permission? Why? Is it because the salary or benefits given by the boss are not good? If the salary and benefits are not good or you met the wrong person, you should have resigned long ago. If you still insist on working for a bad boss, you are either stupid or dumb. You still have the nerve to complain here while enduring the pain and scolding the boss for being unfair?
If the company does not say that the gift can be transferred, it is against the labor law. Don't come up with a bunch of excuses and say that the company is not good or the boss is not good when you are questioned. If that is the case, the right thing to do is to resign and leave as soon as possible.
The three views are important, but upholding healthy socialist core values is even more important. The dark mentality of complaining about everything will not change your life. Only by working hard can you break through the status quo.
Trade seems familiar There are indeed problems with professional ethics. In my humble opinion, there are all kinds of people in the workplace. Whether the boss keeps someone depends on the value he creates. If the ability is particularly strong, this hot product brings huge profits and is valuable. The loopholes are filled. The next new model must sign a confidentiality agreement. If economic losses are caused, compensation must be required. The same product is operated by different people in different ways and with different operating resources. There are too many hot-selling products on Amazon, and the category is not less than one or two competitors. The big data era is very transparent. It is often the front-end that creates opportunities, and the later ones can't catch up. If the ability is good, you can give it another chance, and if the ability is average, you can start immediately.
Shepherd Each of us takes what he needs. There is no right or wrong. He uses you, and you use him. People come and go for profit. It is right to maximize the profit. I am not afraid of being used by others, but I am afraid that I am useless.
Little Bear In the final analysis, profit comes first. Isn't the boss also exploiting employees? If something like this happens, just go through legal procedures.
User ID Test - I quit and went home to farm Agree from: super499 How big of a deal is this? What the employee said is reasonable. It's just a matter of order. If he has a confidentiality agreement in his employment contract, that's his problem and you can sue him. But if not, no matter how you look at it, he's not wrong. He just said something that most operations people don't dare to say, isn't that right?
How do you know that other employees are not using the company's products to operate their own accounts in private? They are making full use of the products, but they are just not able to use them in a big way. They have made it very clear that they have achieved the profits and orders they promised. There are indeed many competitors for similar products. What you are not happy about is that he is deserting your company. What you are not happy about is that he has done something wrong, but he is so self-righteous and does not show any sense of wrongness.
As a boss, you must weigh the pros and cons, right? If the benefits he brings are far higher than his own value, then if it were me, I would not accept it, right? If there are people in your company who are better than him or you don't care about the little benefits he brings, you can just fire him, because in my opinion, this is not wrong, so no matter how much you guide him, it will be useless. rrrr 1994 There are some things that can be done, but they cannot be done openly and confidently.
yy1 3290810839 @rrrr1994 : It makes sense. Human selfishness and greed are hard to describe, but they are human nature and must be acknowledged.
The story is still long IT333668 From the company's perspective, employees must consider everything for the company and work for the company, which is normal! In the confidentiality agreement, I think the products he chooses should not be company secrets. After signing the confidentiality agreement, are his own abilities and skills considered company secrets? Is his private selection of products considered a leak? You have to see his abilities and the benefits he can bring to the company, which is much better! Either get rid of him or guide him, there is no need to be so entangled!
From the perspective of the employees, first of all, doing this is a bit excessive and unethical, but it is normal for him to have his own plans and considerations. As long as it does not harm the interests of the company and can achieve the company's goals with quality and quantity or even exceed them, these are understandable!
Anonymous user Agree with: Curry Curry, fukua8989, allblue, Xiaoxiaole, Nameneo more» If I recruit such an employee, I will have a good talk with him about the distribution of benefits.
Let him be out on his own, no longer in an operations position, but as a partner.
Gross profit will no longer be used for commission, but rather basic salary + dividends + equity. It is really a low level of organization to not give the horse grass but want the horse to run away.
The simplest way is to let him get rich through the company and have a sense of belonging to the company. In this way, I don't need to teach him how to do it. He will consciously choose to do things that are in his interest.
Curry Curry This is the pattern
sofia 666 Even product people who become partners still have disloyalty outside. Don't underestimate people's greed.
Anonymous user @sofia666 : This situation does exist, and it is a matter of time management. If he spends most of his time and energy in the company, and the output is directly linked to the time and energy he puts in, what do you think you will choose?
Ray 31888 I think the boss who has posted the story is not capable or the company is not attractive enough to retain such an employee. It is a big idea to think like this. When you become a boss, you really have to consider whether you can retain such an employee. After all, once unfaithful, you will never use him again.
Niubility218 In addition to doing the right thing, you must also follow the right person; following the right person is a hundred times more important than doing the right thing; a company's boss's vision, thinking, cognition, and strength are all very important... otherwise, he will disgust you to death!
weixin26314 Agree with: ASFASF, 叮了个喵, JamesCao, 晴天依旧, Xiao Hu老师好厉害 More» When talking about money, you talk about morality, and when talking about morality, you talk about money? You don't even understand what a confidentiality agreement is, but you always talk about it. First of all, your stuff should be worth keeping secret, right? That is to say, if you find a product that can make money, others sell it, and you have nothing, you don't have a patent, and you don't have research and development, even if this employee tells others in front of you, it won't violate any regulations.
On the other hand, he could also say that he told his friend first and then told you. Are you taking the blame for your employee, after all, he took the risk and provided you with product information that you considered confidential?
Entering o To put it bluntly, your company's products are selling well, and people who know your brand can easily find out what products you are selling by searching. From the company's perspective, it is fine as long as the value this person brings to the company is proportional to his salary. There is no privacy on Amazon. Moreover, he can bring sustainable long-term benefits to the company, so there is no need to fire him. I believe that even if they are selling the same products, the competition with you is not that obvious, right? It is impossible that the difference is only 1-2 places, right? If it really comes to this, then consider whether to keep him.
ironjake Morally speaking, it is either loyalty from the bottom of the heart or loyalty bound by the law, but both are difficult to do , and I personally think it is normal to not be able to control it. From the perspective of corporate interests, it has created considerable benefits for the company (or you must have fired him), and will not advertise the product (or he will not have a commission if there are too many opponents). Dismissal will only damage yourself, so why not turn a blind eye? A capable person is difficult to control unless the conditions you give are very good.
afly123 For such a person, the company must first limit his authority. Don’t let him know too many other non-product-selected things in the company, otherwise they will be sold. Secondly, it can be used, but don’t reuse it; furthermore, if you want to fire, try not to have conflicts. If you are accused of him, you will probably start a company listing after resigning. You know, Amazon listing has poor risk resistance; it is best to get together and part with you.
Small stick mallet Workers stand on the position of workers, and the boss stands on the position of boss. This question is not a moral issue, but a matter of interests. I will ask a few questions: Do you pay for overtime when employees work overtime? Do you take it for granted for employees to work overtime for free? Since you can't do it, how can you ask others' moral level? Action ion001 Look at the topic and the products developed during working hours.
New user 001 @Action001 : Looking at the topic, it is not said that it is a product developed during working hours
What a good thing a good thing @Action001 : Even if it is not working hours, the boss can still be called working hours; it is originally a matter of the interests of the boss and the employee. The boss just needs to go directly with the procedures with a confidentiality agreement. Don't talk about these useless horns.
Ou tlier It’s not the same thing at all. Product selection is a company’s business secret, can it be leaked to friends at will? It has nothing to do with morality at all. If you sign a confidentiality agreement, it is illegal
Binary -The little girl is not talented, she has just been in the trap for 8 years Agree from: Sunshine Boy, BinZhang, qilingwang111, Come on, Fun Farmer, Gu Yue GU More » I would like to provide you with some reference: I have consulted with relevant and experienced people before, and the reply given is that the competition agreement has a premise , and economic losses must be compensated after resigning. I have also seen the terms that state the economic losses are already on the salary of the on-the-job salary. At that time, I consulted the lawyer. Is this valid? The answer is invalid.
Future and Future This kind of employee can be used, but it cannot be reused. If you sit in the office and calculate it yourself, the company can make a profit by relying on this employee, so stay, otherwise it will not be retained. The world is bustling with people, and there is no profit, it is nothing more than the word "interest"; it is too childish to talk about morality and immorality.
Mn2019 Unless you are a freelance worker, you can sell it to others and sell it to you. It is established. Use your working hours to select products. This product selection is already valuable and is not the same as work experience. Therefore, it is determined to violate professional ethics and have made a profit. Whether it is illegal or not requires legal professional appraisal...
Lazzzz If you really have the strength and can create value for the company, I think it's OK. It's useless to think too much. Others have the strength, but they are talents. If you want to stay here wholeheartedly, you can get a raise for shares. If you really can't accept it, you'll be fired and recruit people again. There's nothing to worry about.
Jason~&CIUM The employees developed the products based on their own strength and achieved their goals. They did not sign a confidentiality contract. What is this leak? Besides, the products were developed by themselves and not given by the company. Is this a company confidential?
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