Facebook創(chuàng)始人演講:挑戰(zhàn)無(wú)處不在

The two things that you focus on are maintaining what you have now, that's good and growing, all right? What we have now is a pretty good utility. And then, going back to the first question that you ask me, what's the thing that I measure the most? It's that 70% of the people come back to the site everyday and making sure that that remains, not just because we're doing some gimmicky things.

有兩件事你需要關(guān)注，一是保持你現(xiàn)有的，二是發(fā)展，對(duì)吧，我們現(xiàn)有的就是很好的實(shí)用功能，回到你第一個(gè)問(wèn)題，我最看重的衡量指標(biāo)是什么?就是有70%的人每天都來(lái)登錄，并且要保持這一水平，不靠噱頭和花招。

But I mean, if you launch a feature, obviously retention is going to go up. All right, so i mean, retention has been up recently because of the photos. But focusing on things that are sustainable and scalable, so that when we launch more schools or go into the next market or whatever we do, we're going to set ourselves up to have the same success that we've had without hurting our self in the current position. Mark is incredibly good at keeping the bar very high on new hires. When you're quadrupling in size in terms of people, there's always a tendency.

不過(guò)，如果你推廣一個(gè)新的功能，回訪率就會(huì)明顯上升。所以，自從相冊(cè)上線之后，回訪率就升高了，要關(guān)注那些可持續(xù)發(fā)展的，規(guī)模容易擴(kuò)大的事物，所以當(dāng)我們 向新的學(xué)校擴(kuò)展，就是進(jìn)入新的市場(chǎng)時(shí)，我們的目標(biāo)是獲得跟以前一樣的成功，而且不破壞現(xiàn)有的水平。Mark在招聘新員工時(shí)，從來(lái)不會(huì)降低標(biāo)準(zhǔn)，當(dāng)你需要將 員工規(guī)模翻4番時(shí)，大多數(shù)人總會(huì)降低標(biāo)準(zhǔn)。

You see it again and again and I know Tom Byers and many of you in the audience always talk about quality of people and maintaining the bar. But in practice, it's really easy to say this person doesn't match up in there, but does match up along so many dimensions. It would take six months to find the right person. And Mark has been extraordinary, as a leader in maintaining a very high bar and at time walking away from people who are receiving outstanding recommendations, but either don't fit from a cultural stand point, or they're not going to scale and they'd the wrong person a year or two from now.

我知道Tom Byers(斯坦福教授)還有在座的很多聽(tīng)眾，經(jīng)常討論人員素質(zhì)以及保持很高的門(mén)檻。可在實(shí)踐中，人們很容易找到這樣的借口說(shuō)“這個(gè)人在某一方面不合適， 可在其他那么多方面都合適，要找到一個(gè)適合的人得花上6個(gè)月啊。”而Mark作為一個(gè)領(lǐng)導(dǎo)者，在堅(jiān)持標(biāo)準(zhǔn)不放松這點(diǎn)上做的非常出色。他經(jīng)常會(huì)放棄一些得到 強(qiáng)有力推薦的應(yīng)聘者，要么因?yàn)樗麄冊(cè)谖幕矫娌黄鹾?，或者是因?yàn)椋绻緵](méi)打算擴(kuò)張，那他們就會(huì)在一到兩年內(nèi)成為一個(gè)錯(cuò)誤選擇。

And that is certainly, as an investor and board member an ongoing challenge. How do you deal with that trade-off where you absolutely need an ad sales force, but at the same time, it's one person at a time. You just can't say let's go out and hire five good engineers or five good ad sales people and not have them be great. Because the B+ or A- people, you know it, they'll hire B's and B minuses. And this is a time in the company where you just have to aspire with each hire to get an A or A+ person. And it's easier said than done. I think that is one of the fundamental ongoing challenges.

對(duì)一個(gè)投資者兼董事會(huì)成員來(lái)說(shuō)，這是個(gè)持續(xù)性的挑戰(zhàn)。你要怎么樣取舍，你急需一批銷(xiāo)售人員，可是同時(shí)你只能碰到一個(gè)合適的要一個(gè)，你不能在找不到出色的人選時(shí)，就去聘上5個(gè)差不多的工程師，5個(gè)差不多的廣告銷(xiāo)售，本來(lái)想要B+或是A-的人，可結(jié)果卻招來(lái)的是B或B-的人。在這個(gè)時(shí)代，公司應(yīng)該有招進(jìn)來(lái)的每一個(gè)人都是一個(gè)A或者A+的人才，不過(guò)，說(shuō)來(lái)容易做來(lái)難。這也是一個(gè)根本又持久的挑戰(zhàn)。

背景介紹：馬克·扎克伯格，美國(guó)社交網(wǎng)站Facebook的創(chuàng)辦人，被人們冠以“蓋茨第二”的美譽(yù)。哈佛大學(xué)計(jì)算機(jī)和心理學(xué)專(zhuān)業(yè)輟學(xué)生。據(jù)《福布斯》雜志保守估計(jì)，馬克·扎克伯格擁有15億美元身家，是08年全球最年輕的單身巨富，也是歷來(lái)全球最年輕的自行創(chuàng)業(yè)億萬(wàn)富豪。