Salted Fish’s Self-help Strategy

Liu Lu probably guessed why Chu Yuanxi needed her. She needed to check when recruiting people, recruiting people who conform to the corporate culture, and pay attention to orientation when hiring people, so that those who do not conform to the corporate culture are at a loss. This is much more difficult than designing the company structure and hierarchy, because all the time, you need to invest your energy and not relax.

The only question for her now is, what kind of corporate culture is it? Corporate culture is easy to say, but it is intangible and difficult to quantify, and it must be asked clearly.

She has a lot of questions to ask, but Chu Yuanxi wants to broadcast live after dinner. She can only pick up the important questions first: "You just said you want to give employees time, but the performance exceeds 996. What kind of corporate culture is this?"

"This is not a contradiction. A fighting team can fight tough battles at any time. I hope that when employees are busy they will work overtime to earn a lot of bonuses, and they will have time to recharge themselves when they are free, so that they can work better overtime in the future. The year 996 is still big and small. I want to let employees take a bath once a month. We have to be clearly different from them."

Chu Yuanxi didn’t care about the time anymore. She stood up and walked to the front of the blackboard and said while writing: “Let’s put it this way, I hope that the employees of this company can develop a habit of charging. This is your task. Keep the employees busy. It is to make them accustomed to not growing every day, because'busy' is a good reason, and'not growing' is a comfortable state. It is more difficult for them to grow up than not to grow, so the environment must be biased towards growth. Therefore—"

After pulling a long tone, Chu Yuanxi strenuously wrote: “Employees must have continuous incremental growth when they rise in the workplace. This should be used as an assessment of your performance, and time must be set aside for employees to grow. Employees need to see tangible growth."

In fact, this is not a very good place for Pakistani Entertainment, because Chu Yuanxi herd the sheep by herself and failed to implement this requirement.

Liu Lu obviously has her own thoughts: "Ask, why do we need to grow employees? When employees grow up, they should also give him a raise. Why not directly recruit better and more expensive employees, plug and play? This is much more efficient and used for You can do more work as you grow up."

"Your method is suitable for companies that have no corporate culture at all. It is a uniform and neutral plan. My plan, to stretch the time line, is a faster and faster benign plan. Just like the explanation in Jin Yong's martial arts, the evil faction The martial arts entered the frontier super fast, but in the mid-term it was levelled by the decent, and in the later period it was completely lost."

Liu Lu nodded, because she had the same answer in her heart. It's just a pity that she has never worked in such a company.

Just listen to Chu Yuanxi’s words: “People’s thinking patterns are divided into levels. The more you pay attention to the lower the level, the longer the time line is, the higher the thinking pattern. In other words, thinking should be based on the time structure. Why do I Emphasize values? Because thinking based on values, the timeline is longer than thinking from the perspective of capacity curves and short-term benefits.

Take your task, for example. The so-called work is a lot of repetitive labor and a small amount of innovation. The marginal value of homogenized experience in growth is very low. Therefore, you need to design a sufficiently diversified growth model for employees and expand other directions outside of work, so that employees can grow even more on a longer timeline. "

"Okay, then you deny 996 and say that people are incapable of management. What is the management system you prepared? Xiao Yuan talked to me about your flat management and DKP, but I don’t think you plan to copy this set in Xiaokang. Otherwise, I won't be used anymore." Liu Lu said as she took out her phone and took a photo at the blackboard.

"Yes, flattening is unlikely to be used in the well-off society. The management model I prepared by myself can be called'precision'. What is the core of flattening? It is the contribution of the entrepreneurial team that is far above normal. The management or the consumption of the company’s boss, you can understand it as a sacrifice of energy in exchange for super efficiency and burning my calories. This is also the current operation of Pakistani Entertainment."

Although Liu Lu understands the meaning of flattening, she has no experience in flattening management, so she has to listen to Chu Yuanxibi: "The volume and structure of a well-off society cannot be flattened, but the efficiency of flattening must be inherited. To make my line of sight as long as possible, to be able to look down across several levels, this is the precision I envisioned, and you need to design a specific process."

"You have so much energy?"

"No. I will continue to support my energy. If I can't support it, let the management share it. If I can't support it, I can only use performance and KPI, compromise with large companies, and compromise with myself. This is very much you need to do. The key point of making contributions is that you need to find as many competent people with the same values ​​as possible to help me share the damage. That's why I need a powerful CHO. How much you can contribute determines how accurate the precision can be , I am the brain and the heart, and you are the liver. Otherwise, why would I not be anxious to find a technical backbone but anxious to find you?"

"Chu Yuanxi, you are simply an angel of human resources!" Liu Lu's mouth expanded unconsciously, and she finally understood why her options were obtained. She suddenly felt that her 3% option was a little bit low? I thought it was pretty before...

"Haha." Chu Yuanxi ignored her complaint ~www.wuxiaspot.com~ the appointment of the management, work ability is one aspect, whether there is a means to practice the company culture is another. If you have strong ability but only care about the project, and the good name is that the company's interests are the most important, then it will hurt the company in the long run. This is my value. Inconsistent values ​​not only cannot share the damage, but also obstruct my vision. "

Liu Lu felt that she had entered Chu Yuanxi's channel and her thinking was very divergent. For the future well-off, it will be difficult for employees to work in such a company. The corporate culture can completely prevent the fish-fishing employees from getting mixed up without raising the whip of performance.

In fact, this is better. Many large companies talk about performance, system, and process, and they give birth to many old fritters.

As a human resource, she has seen too many Youtiao employees. In the 996 company, the older you Tiao are, the smarter you are. If you don't work, you can find newcomers and use the process to counter the process. She even saw that because of this contradiction, new employees were chilled, and bugs were deliberately buried in the code. It was simply impossible to prevent, and it was not easy for old employees to want to mess around? I don’t work with you every day, and there is no work output, and I can’t find any help. Don't think about the whole project if one such talent comes out.

As for the core of Chu Yuanxi's refined management system, Liu Lu thinks it is just one word—cross-process.