Generally speaking, Amazon teams are divided into two types: one is the start-up team (entrepreneurial team); the other is the team that has gone through the entrepreneurial stage and entered the formal operation. In terms of the entire team building and structural design, the models of these two teams are completely different, which is also determined by their different development stages.
Lei Jun once said that startups spend 60% of their time recruiting talents. For entrepreneurial teams, the core work of the entire team building is to find the right talents, and talents are the key to the success of the team.
In terms of attracting high-quality talents, Amazon entrepreneurial teams are at a disadvantage, and most of the high-quality talents will be picked up by large and medium-sized companies. Although this situation is the norm, it is not always the case. There are two major breakthroughs for entrepreneurial teams in attracting talents: one is an excellent supply chain, and the other is the boss’s pattern.
Let’s talk about an excellent supply chain first. As the rules and regulations of the Amazon platform become more and more perfect, and the operating methods become more and more open and transparent, the sellers fight to the end with products and supply chains. Recently, I have met many sellers who have completed annual sales of several hundred million yuan in one or two years. They are very ordinary in operating methods and strategies. They can achieve such a brilliant record by relying on strong supply chain advantages. Therefore, many senior operators now look for jobs and will give priority to companies with supply chain advantages.
Let’s talk about the boss’s pattern. For the entrepreneurial team, the boss’s personal qualities and pattern play an important role in attracting talents. So in which aspects is the boss’s pattern reflected?
1. Establish salary standards and promotion channels
Many small companies’ management are relatives or friends of the boss. This structure is not conducive to the introduction of talents and the long-term development of the company. The entrepreneurial team must establish salary standards and promotion channels. The boss must not appoint people based on personal connections. Only by improving the salary standards and promotion channels can talents be given hope and retained.
2. Encourage core talents to jointly invest, invest and start a business
The boss should not be stingy with the company’s shares. If the business fails, the shares are meaningless. If you meet particularly outstanding talents, you can consider directly absorbing them as partners and starting a business together. This model of joint entrepreneurship is still very attractive to talents. Many companies adopt the A-MEBA model based on such considerations.
The key points about the organizational structure design of Amazon’s entrepreneurial team are as follows.
①Looking to the future, structure affects behavior.
②Based on the current organizational status.
③Try to flatten management.
In order to help readers intuitively understand the key points of organizational structure design, we can look at a basic organizational structure chart of the Amazon startup team.
It is recommended that when the Amazon startup team has more than a dozen people, a streamlined version or a prototype can be made in the early stage, and one person can have multiple positions. Later, as the company’s performance continues to grow, recruiting talents can directly fill in the corresponding modules.
In addition, after designing the team’s organizational structure, we also need to design corresponding job descriptions for each position. The job description is mainly formulated based on the specific work content and responsibilities. New employees must be familiar with their job responsibilities as soon as they complete the induction training, so as to ensure that the entire team can operate as soon as possible.
Readers who have read this should have a lot of experience in the construction of the Amazon startup team. Permission management is very important and is the basis for the safe and efficient operation of the Amazon startup team. Many startup teams did not do this well enough, resulting in the company’s internal sales data, supplier contact information and other valuable resources being easily taken away by some resigned employees, causing irreparable huge losses to the company.
In order to prevent this behavior from happening, the company must do a good job of permission management. At the same time, the separation of data and operation authentication will better protect platform accounts, warehouses, suppliers and other resource data. Abnormal operations can also be associated with the person responsible, and the operation behavior of each user can be traced back from the records.
Permission management cannot be achieved if you only rely on Amazon’s original platform system. We can use some good ERP tools on the market, such as Tongtu ERP, to fully implement the design principle based on separate authentication of operations and data, customize the creation of roles, assign users to roles, and truly implement the security rules or security policies set according to the system in the company. Users can access and can only access the resources they are authorized to.