一个职务的保质期可能只有2～3年,在这个年限中不升职就只能走人,这是麦肯锡人才机制的核心——UP OR NOT。魏蔚正是这种用人机制的受益人,进入麦肯锡6年后,魏蔚已经开始用同样的标准考核新人。看点初期领导者权力非常有限,大多建立在感性基础上,但随着领导地位上升,领导者需在适当情况下将奖惩制度化。 The shelf life of a job may be only 2 to 3 years, only to leave this promotion without promotion, this is the core of McKinsey talent mechanism - UP OR NOT. Wei Wei is the beneficiary of this employment mechanism, into McKinsey six years later, Wei Wei has begun to assess the new standard with the same. Aspect of early leaders is very limited, mostly based on sentiment, but as leaders rise, leaders need to institutionalize rewards and punishments where appropriate.