Salted Fish’s Self-help Strategy

Suddenly, there was another sorrow below. However, they didn't know that what Chu Yuanxi managed was their mentality of hiding in the comfort zone and refusing to come out.

The standards for recruiting well-off people are still relatively high, and the salary is relatively fat, so the recruits are basically experienced veterans. As a KPI-skilled workplace siege lion, the KPI set is their comfort zone. They are skilled in the process and well-versed in the rules. They can even use the process flexibly to counter the logistics and administrative departments. The company's executives can stun them. Doubt about life.

Therefore, the arrival of any new system, if no one guides and sorts out, will be played by this group of professional elites as KPIs and become familiar and comfortable systems for them.

Chu Yuanxi was obviously dissatisfied with this state, but because Xiaokang was officially launched in February, the time was too short and there was always a run-in period, so she kept tolerating not speaking much. Although she also guided her, she did not "plan Line", there is no hard urge.

But it seems that many colleagues work hard, and then feel that this is a perfect state. They are doing the same amount of work as in the past, and they have taken a lot of money. The options and bonuses are expected to be higher. Under the current environment, it is almost Perfect.

Perfect ghost!

Therefore, he thought it might be better to say something more clearly: "Brothers, I know why the OKR system requires time for you to adapt, because you are used to KPIs and are used to doing your own things without receiving too much information. There is no need to endure too much interference, or even think. All interference factors are limited to your own project team, regardless of what the company wants to do, regardless of the status of other groups, so that the concentration of energy is efficient and the completed KPIs are also high.

But this is just the requirement of other companies for outstanding employees.

What about this company? This state is not bad, but it is not good either. It cannot achieve the effect of 1+1 greater than 2, let alone far greater than 2. This is far from enough for me. I expect 1+1 to be greater than 5 and 2+2 to be greater than 15, understand?

The characteristic of the OKR system is that you must raise your head, you must look at the world outside the project team, you must observe the entire company, you must learn to think about problems, who you want to work with, how to show yourself, and let others find you to cooperate.

Don't laugh, this issue is serious. It involves how the company and your personal interests are distributed.

When your work is constantly impacted by a large amount of information, your personal efficiency will of course be reduced. This is the shortcoming of KPI. Human beings laugh when they think about KPI. But the company's efficiency is high, and it may fall a bit at the beginning but it will definitely be much higher in the future.

What should I consider first as a company leader? Obviously considering how to make the company more efficient! Your own performance is very good, promotion and salary increase, but the company's development cannot meet expectations, can this work? No, I can't tolerate the company working for you, and then you still feel that you deserve it. You work hard and you deserve it, no.

My obligation is to get the best return when you work hard to meet the development needs of the company. It's not that you improve your efficiency by lowering the company's standards, and then give you more bonuses. There is no way. It’s easy to understand, right?

I used to create a well-off career, and in the first four months I did not do anything about it. I need to give you some time to run in, but it cannot be unlimited. What I want to tell you today is, please immediately get rid of the bad habit of working hard in the past. The leader of each project team is the same. You first need to show your project team members to your colleagues and explain your own abilities and preferences, rather than being independent. The kingdom blocked information communication.

In the future, anyone who engages in an independent kingdom will use busy work as an excuse. I don't ask why, I warn it the first time and deal with it the second time, because your ability does not meet the company's requirements for management.

The online content project that I personally command is command-based, and the advantages of the OKR system must be revealed. Everyone must keep in mind that, don't think about what group you are, what you need to consider is how to complete the task package, what you can do, and most importantly, who you can work with! The key is to find who to work with. Each project leader is not allowed to set up obstacles to prevent employees from spontaneously forming teams across projects. I can bear a certain degree of efficiency decline in the initial stage. I'm done, are there any questions? "

Chu Yuanxi's words were relatively harsh, but he did not get angry, because the reactions of employees and project team leaders in the previous few months were actually normal. Being irritated by the normal reaction of normal people means that I don't have a bit of B in my heart, and I can't find my position.

Especially project managers. Many high-growth companies don’t pay attention to the work quality of middle managers. For example, when promoting cadres, they usually find people with strong working ability. In IT companies, they usually promote the main process to the manager, no matter whether they are doing APP or mobile games. It's all so.

But the problem is that those with strong working ability do not necessarily know how to manage, let alone think. As for the company's strategic point of view, it is even more difficult to think about it. To achieve a more ideal state, professional training is necessary, or targeted training at work.

Especially well-off.

There are also some domestic companies that use the OKR management system at this stage. After all, they are advanced methods passed from Silicon Valley. Energetic startups like TMD are already in use. However, there is almost no knowledge of this system in essence, most of which are used as supplementary methods for key performance management, and there is no substantial difference from KPI.

Xiaokang must be far deeper than the average in OKR, which is equivalent to an explorer in a certain field, which means that it is difficult to find people with a lot of advanced experience in this direction.

From the effect point of view, jobs such as logistics warehousing and content review do not require OKRs, and KPIs can perfectly adapt to management needs, but not for intellectual work. There may be ten different solutions to intellectual work, just as there may be ten different solutions to a math problem. How to choose? I'm sorry that the company has already OKR and doesn't care about how to choose. It only pays attention to the completion of the task package. The specific way to solve the task is a problem that the task owner needs to consider.

Therefore, OKR’s task package encourages competition and encourages multiple teams to apply at the same time. If a team chooses a completion path that consumes a lot of company resources, it will definitely lose the election, so the applicant will naturally consider all aspects, not only how fast, but also saving, efficiency is improved in this way.

The superiority of the OKR system is to let everyone know everyone, and even understand what resources the company has and the value of these resources, so as to maximize the mobilization of work energy. The first step for Chu Yuanxi to carry out targeted training is to develop the habit of employees across groups, which is why he must be in charge.

If employees want to be familiar with the cross-group system, they must first pass their immediate superiors. Without Chu Yuanxi's control, how could they pass it? But once you get into the habit, the key is to make the project managers get the habit of not keeping their one-acre three-quarters of land, so you don't have to personally take charge in the future.

The China-Taiwan system is precisely the strategic advantage zone of the OKR system.

A big problem with the China-Taiwan system is that the general rule in startups is that the department responsible for making money has high bonuses. For project-based companies, this is not a problem, because the products that make money are usually the two departments of the R&D team and the operation team, one for production and one for sales. Of course, the success of the project is that the two teams are divided into bonuses. Moreover, the problem of “how much” is the most eye-catching problem for employees is the easiest to solve. It can be divided according to the turnover ratio or the number of users DAU and other indicators.

However, it is reorganized into the front, middle and back offices, and the middle and back offices that provide services do not directly make money. How to issue bonuses? The key is how to determine KPI? It doesn't matter how many new users you get, at least it doesn't matter directly.

Take a game company as an example. The project team can use KPIs to plan bonus distribution plans to make money. The same is true for the operating department, but what about the engine department? The bonus of the department that provides the engine to the project team is usually much lower, but the basic salary is high. This is distorted to the company, because if the project team does not make money, the high salary of the engine can even drag the company down, but it has to be done, otherwise the engine siege lion will not do it.

In fact, the Pakistani Group also has similar problems, problems left over from the history of the project team of "A Troubled Times".

A large proportion of the programmers in this project group were transferred from the fruit research and development Imperial Capital group at the beginning. They used to make game packages, which is equivalent to outsourcing technical services for game products. It is not the middle station that is better than the middle station, but the service is provided. , I get a high salary, which is different from Zhongtai’s work but almost the same in nature.

When they first joined the company, Chu Yuanxi gave the choice, whether to maintain the high salary in the past but reduce the bonus ratio, or reduce the salary, the bonus ratio followed the normal logic, that is, the salary and bonuses are based on the staff recruitment level of Pakistani people. The expectation of the bonus is different, which makes the personal choices different. Later, "A World of Trouble" made a lot of money, but the final amount of money received by two programmers with the same type of work can be as much as 40% difference, and the contract salary is at a lower level than the bonus. Great disadvantage.

Some of the programmers had communicated with Zhao Jie about this matter. However, Zhao Jie did not dare to change the salary of Jaguar. Although he was the CEO, he made trouble in Chu Yuanxi.

Chu Yuanxi gave the standard answer: adjust the next project.

This answer is certainly disappointing, because will the next project guarantee success? As a practitioner in the game industry, you can see the ups and downs of making money and losing money. Only the projects that make money today are the most attractive. But Chu Yuanxi smiled at the time: "What do you think of the beauty! It is impossible to increase the bonus ratio for you. Wouldn't the colleague who chose the high bonus at the beginning suffer a big loss?"

But the OKR system can completely solve the shortcomings of the middle-Taiwan system, because when the task package is assigned, the package contains options and bonus distribution plans. Then the person who sets the reward standard must consider the actual work results of the employees rather than whether the project directly faces the user or how much money is made. The person receiving the package is completely in a state of buying and leaving, and there is no need to adjust the reward method afterwards. It is their own choice.

Therefore, Chu Yuanxi's quick remarks were actually for the good of these Chinese and Taiwanese members. Of course, it would take a year for them to feel this good.

After whispering for a while, Chu Yuanxi went on to say: "No one asks me a question, and I will not treat it as okay. If there is a question, the welcome meeting will be communicated later. I guess there will be questions in the next half a year. Don't be embarrassed. How to improve company efficiency and save resources has always been very polite.

So the next question is the game problem combining LBS and VR. Everyone has seen the document, I want to first explain not how our game is done, but the market and user needs.

Why is this? Since you are required to enter the status of OKR, our communication methods will also change a little in the future. I will first take you to see the wonderful world outside and think about problems from the perspective of the company.

Someone just asked, why not LBS and AR? This question is good. Both "Pokemon" and "Let's Catch Monsters" are very successful, very profitable, and even more profitable than the Ba people's "Troubled Times". But Xiaokang is not a game company. You can't have an illusion just because you are next to Pakistani games. We are a convenience store. It is not our goal to make money through games.

Moreover, we are not currently able to make money for gamers through LBS+augmented reality. One of them relies on one of the world's largest IPs, and the other relies on the world's largest social chain to make a lot of money. We don't have one.

Therefore, the games we make serve the well-off system. Is this answer clear? Then there are what we do and why we do it, that is, the potential needs of users. "

"Wait for President Chu, you "City Treasure", how do I feel like a monopoly?" Su Gu, the boss of the APP team, suddenly raised his hand, "Turn the real map into a game world, use the map to buy land, and use the riding path. Mark in the user’s LBS system and use health coins to purchase land and construction materials. Do you have to collect land tax from other users?"

"Hey, you are very keen on benchmarking. It really feels like a monopoly, but you don't charge land tax from other users. This is called ‘value incentive’. Let’s talk about the specific gameplay later, let’s talk about purpose and function first.

Everyone has noticed that "Pokémon" and "Catch the Monsters" are on fire and make money, but their hot resources are too great for us to copy. What I want to introduce to you is that as early as 2014, there was a popular LBA+AR game abroad, and it was an original IP called "Ingress". This game can be regarded as the originator of the AR element into the LBS. It was very popular at one time. It is said that Megatron is a bit weaker, but there is a chance to establish its own dimension. "

With that said, Chu Yuanxi flipped through the PPT, and it showed a screenshot of the game. Some careful people in the audience noticed one thing, that is, Chu Yuanxi almost never used PPT, at least not to them.

One is that Chu Yuanxi’s PPT is so bad that it doesn’t look like an entrepreneur at all. If an ordinary entrepreneur’s PPT is made like this, he will definitely have to go back to work; the other is that the boss of the company does not need to use PPT at all. Persuade the company members to talk directly about something. The people below are responsible for calling 666. This is a normal working relationship.

But today Chu Yuanxi actually prepared a PPT. Although it is still very perfunctory, it has already shown considerable sincerity! It also shows from the side that today's meeting is unusual.

Just listen to Chu Yuanxi said: "But "Ingress" has several shortcomings that restrict its further growth, and it eventually falls in front of the threshold of success. It is a pity. You must know that this was an epoch-making product at the beginning, and it redefines the player's space. Sense and operation methods, interact the game world with the real world, and develop the social relationships in the game offline. This was something that no other game could do at the time.

Why should I focus on this game? Because I analyzed the cause of its failure. This game has good technology and a good entry point, but the pit it stepped on was so deep that it trapped it. But if we can overcome these pits, from a project perspective, we will succeed, because these pits happen to be pain points for users of LBS games. "

With that said, he turned the page again, only to see a few crimes of "Ingress" listed in the PPT:

1. Sociality is not enough. Game players are generally lazy, and strangers are not motivated to meet offline to fight together. After the freshness passes, it will be cold.

2. Lack of goals, lack of "activity" after the player logs into the game. Players need to go to the Facebook community to post and organize gatherings.

3. There is no value incentive. Because this is a game based on a realistic map, its values ​​are different from ordinary games. Since the player is brought back to reality, the rewards the player receives should also be related to reality, rather than traditional game items, game currency and other gift packages. Only in this way can players be brought offline to experience.

Seeing this analysis ~www.wuxiaspot.com~, Zhou Mingjun blurted out: "Make an appointment! Let the players make an appointment, and all three problems have been solved!"

"Yes, Mo Mo should take this game away."

"I've heard of this game. There are many knockoffs in China. Unfortunately, I didn't expect the appointment of a gun to solve the problem hahaha—"

"We're not going to be a game of appointment to assist well-off, right? It's so exciting!"

Suddenly there was a lot of discussion below, Chu Yuanxi said, what are you group of sand sculptures thinking? Be serious to the old man! Zhou Mingjun, how strong do you need to be able to think of your pain points so quickly?

"You guys are a little more harmonious. Now even Momo doesn't promote the appointment of a gun. Do you still want to hit the gun?" Chu Yuanxi clapped her hands, "Seeing that your thinking is so active, I decided to change the way. Leave you a simple one Homework. If I say that the purpose of this "City Treasure" is to promote mobile payment, I would like to ask, through the company's existing resources and product architecture, how can this project be done to achieve the goal."

The boys below suddenly looked slumped, even Zhou Mingjun was no exception. Today’s meeting, Cao Xiang did not come, because first, he made this product has nothing to do with the blockchain; second, even the output of health coins is not currently produced on the chain, and the time for his meritorious service is later; third, he He is one of the few well-off people who has fully understood the OKR system and does not need to test him.

However, Chu Yuanxi estimated that someone would go to Cao Xiang for advice soon.

"Give you a key reminder." He finally said: "Value incentives are one of the most attractive points of "Urban Treasure". The key is that users get actual benefits and get value enhancement. Today, Monday, Wednesday, noon, hand in the answer, everyone Work hard, there is an option reward for the correct answer."

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