2016年，你需要把握以下五大經(jīng)營(yíng)趨勢(shì)：

1、“經(jīng)理”這個(gè)詞兒該下崗了

Zappos首席執(zhí)行官謝家華實(shí)施了一項(xiàng)重大舉措，那就是取消了該公司所有的經(jīng)理職位。這就是著名的“合弄制”管理模式。

對(duì)大多數(shù)人來(lái)說(shuō)，手機(jī)的管理效果比上司還要好，現(xiàn)在是就此采取行動(dòng)的時(shí)候了。在2016年，讓你的公司扁平化，同時(shí)把經(jīng)理都變成教練——一位帶領(lǐng)40名員工的教練，每星期在每個(gè)人身上花一個(gè)小時(shí)，其效果要遠(yuǎn)好于大多數(shù)管著8-10名員工的傳統(tǒng)型經(jīng)理。

2、迎接“規(guī)模化”生態(tài)系統(tǒng)

創(chuàng)業(yè)孵化器比比皆是，全世界大多數(shù)主要城市都在大力支持初創(chuàng)型企業(yè)。但為了真正促進(jìn)就業(yè)和創(chuàng)新，越來(lái)越多的政府和私營(yíng)機(jī)構(gòu)開(kāi)始把重心放在打造生態(tài)系統(tǒng)上，目的是支持“規(guī)模化”，以便將現(xiàn)有企業(yè)的收入水平提高到10億美元。現(xiàn)在，給本地政府提個(gè)醒的時(shí)機(jī)已到。要讓他們知道，真正的經(jīng)濟(jì)增長(zhǎng)引擎需要得到更多關(guān)注。

3、公布醫(yī)療保健成本

一項(xiàng)最新的調(diào)查顯示，三分之一的公司預(yù)計(jì)，執(zhí)行《平價(jià)醫(yī)療法案》帶來(lái)的成本增長(zhǎng)將在2016年達(dá)到最高點(diǎn)，屆時(shí)人數(shù)在50-99人的公司必須開(kāi)始為員工提供保險(xiǎn)。因此，越來(lái)越多的公司開(kāi)始轉(zhuǎn)而購(gòu)買價(jià)格更低而且可以大量抵扣的保險(xiǎn)。如果你還在購(gòu)買綜合醫(yī)療保險(xiǎn)，那就要讓你的員工知道，這種寶貴的全方位保險(xiǎn)到底花了公司多少錢，以及對(duì)他們來(lái)說(shuō)，這種保險(xiǎn)的稅前價(jià)值是多少。和那些已經(jīng)削減了此項(xiàng)福利的競(jìng)爭(zhēng)對(duì)手相比，這會(huì)讓你更有優(yōu)勢(shì)。

4、受益于“自由職業(yè)經(jīng)濟(jì)”

無(wú)論大家對(duì)優(yōu)步有何看法，有一點(diǎn)不可否認(rèn)，那就是企業(yè)和人才的關(guān)系變得更不穩(wěn)定。預(yù)計(jì)到2020年，將有近一半的勞動(dòng)者成為自由職業(yè)者。在這種情況下，現(xiàn)在就該學(xué)會(huì)怎樣更有效地利用這個(gè)至關(guān)重要的人才群體。這些自由職業(yè)者未必要靠你的公司來(lái)賺生活費(fèi)。告訴你的管理團(tuán)隊(duì)怎樣組織和激勵(lì)他們，這會(huì)讓你的公司變得更加靈活。

5、走公益型企業(yè)路線

大多數(shù)成長(zhǎng)型公司絕不會(huì)獲得公益型企業(yè)認(rèn)證。這是一項(xiàng)嚴(yán)格的程序，衡量標(biāo)準(zhǔn)包括它們?cè)诃h(huán)境和社會(huì)作用方面的紀(jì)錄。就連聯(lián)合利華這樣的大公司都公開(kāi)表示要成為公益型企業(yè)。在這種情況下，聰明的公司負(fù)責(zé)人會(huì)把公益型企業(yè)評(píng)選指南（bcorporation.net）變成一份檢查表，以此來(lái)調(diào)整2016年及以后的經(jīng)營(yíng)活動(dòng)。最棒的員工都希望自己的公司不光為了利潤(rùn)而努力。因此，在人才爭(zhēng)奪戰(zhàn)里，這樣一份檢查表能助你一臂之力。它還有可能為你帶來(lái)更多客戶，而你也會(huì)希望留住這樣的客戶。（財(cái)富中文網(wǎng)）

作者維恩?哈尼什著有《規(guī)模化》（Scaling Up）一書(shū)。

譯者：Charlie

校對(duì)：詹妮

The waves of change are constant, but if you ride them right, your business can profit.

1、Retire the term “manager”

Zappos CEO Tony Hsieh took the radical step of eliminating all managers at his company. Now it’s time to act on the fact that most people are better supervised by their phones than by their bosses. Flatten your organization in 2016 and shift your managers into the role of coach. A coach who works individually with 40 employees for one hour a week each will get far better results than most traditional managers overseeing eight to 10 employees.

2、Embrace “scale-up” ecosystems

With incubators abounding, support for startups is robust in most major cities around the world. But to really move the needle on jobs and innovation, more governments and private-sector institutions are pivoting into building ecosystems to support “scale-ups” to grow existing firms to $1 billion in revenue. Now is the time to remind your local government leaders that the real economic engines of our economy need some attention.

3、Open the books on health care costs

One-third of employers expect the greatest cost increase from Affordable Care Act compliance to take place in 2016, when companies with 50 to 99 employees must start providing insurance, a recent survey found. More are shifting to cheaper, high-deductible plans as a result. If you still invest in a comprehensive health plan, start educating your employees about exactly what this valuable form of compensation really costs your company—and what it’s worth to them in pretax dollars. It will give you an edge over rivals who have pared such benefits.

4、Benefit from the freelance economy

No matter how you feel about Uber, there’s no denying that relationships between companies and talent have become more fluid. With nearly half the workforce expected to be freelance by 2020, now is the time to learn how to tap into this vital talent pool more effectively. Showing your leadership team how to organize and inspire free agents who don’t necessarily depend on your firm for a paycheck every week will make your company more agile.

5、Be like a “B Corp”

Most growth companies will never be certified as a benefit corporation—a rigorous process that measures factors such as their environmental and social record. But with even the giant corporation Unilever UN 1.56% publicly discussing becoming one, smart leaders should turn B Corp guidelines (bcorporation.net) into a checklist to drive their business in 2016 and beyond. Great employees want to work for companies that stand for more than just profit, so it will give you a leg up in the talent wars. And it’s likely to win you more of the kind of customers you want to keep too.

Verne Harnish is the author of Scaling Up.