Official wizard

What's more, he once served as Tan Zhengrong's office director for many years, and Tan Zhengrong was the deputy secretary of the Linjiang Municipal Party Committee, and could be said to be Xi Feifei's immediate boss.

Faced with an opponent like Gao Liangquan, Xi Feifei had to be cautious. On the one hand, she had to win the strong support of the municipal party committee leaders, and on the other hand, she had to gain the support of government agencies and township cadres. Otherwise, she could not rule out the possibility of repeating the mistakes of her former secretary Tang Zhimin.

Although the deputies of the county party committee, such as Gu Xinming and Hu Wenli, are willing to move closer, they dare not make it too obvious. Moreover, their status and weight among Wangcheng County cadres are obviously insufficient. Xi Feifei's most trustworthy person at present is Gan.

Xin is just the deputy director of a small county party committee office.

Zeng Guoqiang and Wen Chun, with their strength and influence, are almost insignificant.

It's not that Xi Feifei hasn't thought about bringing in people from outside. It seems that the team has been strengthened, but there is still no foundation among the county cadres. They may also have negative and confrontational emotions, pushing them all to Gao Liangquan's side. Therefore, Xi Feifei

Feifei has thought about it, and she must focus on promoting and adjusting existing cadres to form her own team. If one person is used well, it can be a line.

Be prepared for a rainy day and be prepared with public opinion and thoughts before mobilizing cadres

After careful research and careful preparation, Xi Feifei put forward the work ideas and key points of accelerating the development of Wangcheng County at the Standing Committee, which was unanimously recognized

Immediately afterwards, at the county cadre meeting, Xi Feifei’s speech aroused strong response and was widely praised by the cadres and all walks of life.

Xi Feifei's two speeches achieved good results because she visited most towns and departments and talked with many cadres.

At the same time, she also carefully studied the speech of Tang Zhimin, who was extremely eloquent.

It should be said that Tang Zhimin's speech was very theoretical, well-structured, logically organized and logical. He used some of the methods of summarizing, refining, exaggerating and exaggerating in the propaganda speech into the speech script.

Sounds catchy when read

But Tang Zhimin's biggest weakness is the lack of in-depth investigation and research, and the content is vague. This new stereotype, whose form is greater than its content, has developed to its extreme in recent years and has become a popular and fashionable thing in modern officialdom.

Xi Feifei seized on this weakness and did the opposite

The policy agenda highlights new ideas, faces difficulties head-on, does not shout big slogans, and strives to inspire people

When assessing cadres, focus on performance and effectiveness. Don't be pretentious, don't listen to fancy reports, and use tangible and visible data to speak. Those who have the ability to do well should be promoted and re-employed with great fanfare. Those who do not do well in their work should be derelict in their duties.

, exempt what should be exempted, withdraw what should be withdrawn, and never tolerate it

Xi Feifei's two speeches won warm applause from the audience. Compared with the flashy speech made by Tang Zhimin before, the cadres and masses of Wangcheng County felt a strength from Xi Feifei's gentle and gentle speech, and saw the hope of development.

Of course, the cadres in the county also heard the implication of Xi Feifei’s words, and the next cadre adjustment is inevitable.

After winning the first battle and opening up the situation, Xi Feifei felt that in order to further consolidate her position, she must solve the problem of cadre adjustment as soon as possible. This issue cannot be left unsolved for a long time.

Xi Feifei knows very well that the administrative power of the county committee and county government is actually in the hands of the main leaders of the ministries, commissions, offices, and bureaus. A large amount of work depends on middle-level cadres to complete without a group of middle-level officials who are loyal to their duties and especially able to fight.

It is impossible for a group of leading cadres to do a good job in Wangcheng County

After several months of investigation and research after taking office, she was not satisfied with the overall situation of middle-level cadres in Wangcheng County. The older age and lower education were superficial phenomena.

The deep-seated problem is: some cadres are lazy in style, do not want to do things, do not work, and spend their days enjoying themselves; some cadres have corruption problems, and the masses have reported them, but no real evidence can be found for a while; some are mediocre and incompetent, passive and sabotage,

If you work as a monk for a day and work for a day, your unit and department will be in a mess; some simply don't put their mind to work, and are keen on building relationships, forming cliques, and speculating.

The existence of these problems is the result of years of accumulation. If we do not solve them promptly, we cannot change the work style of cadres, and it is impossible to change the passive situation of various work in Wangcheng County.

It’s not that the leaders of many ministries, commissions, offices, bureaus and towns are incapable of doing things, it’s just that the atmosphere is not right. The relationship between appointing people and meritocracy has been deeply rooted in the official circles of Wangcheng County. It doesn’t matter whether they do well or not. Who is willing to work hard and thanklessly?

The person who has the deepest experience of this should be Executive Deputy County Magistrate Guo Yong. He grasps specific tasks and has complained to Xi Feifei many times when the implementation is difficult.

Adjustment of middle-level cadres is imperative, and Xi Feifei has been preparing for the adjustment

Through the series of events created by Wen Chun, the stance and abilities of some middle-level cadres have been fully revealed. It is time to take action.

But how to adjust it? In order to maintain the unity of the team and achieve the purpose of employing people, this is very important.

Generally speaking, there are three common methods for cadre adjustment:

First, move the positions and completely rotate the cadres in each position. This will help break the clique system and stimulate cadres to innovate in new jobs. Cadres who work in the same position for too long will easily develop inertia and will also suffer from inertia.

Forming a personal gang system breeds corruption, but it is a huge waste for cadres who are familiar with the work of the department and have professional knowledge, and those mediocre and problematic cadres are a disaster wherever they are transferred.

Second, give some preferential policies to older cadres, allowing them to move to the second line, and select a group of young cadres to be placed in more important positions. This one-size-fits-all approach based on age is how the Organization Department has adjusted cadres over the years.

The advantage of the commonly used method is that the new officials are motivated and can promote the current work, but the disadvantages are also obvious. Cadres who are forced to retire before reaching the retirement age become idlers who receive only salary and do nothing.

Selecting and transferring another group of cadres means that the finance department will have to pay double or even triple the salary for each cadre position, which will cause endless troubles.

Third, grab seats and forcibly install their own people in key positions. This is a relatively strong approach of outside cadres. The advantage is that they are ruthless and have quick results, but it is more likely to make the gang system tighter and tighter. It may also be too hasty and only see clearly.

In order to keep the relationship close, the ability level and character of the people they work for are ignored. Over time, the people below may not be fully supportive, and the problem of inability to perform well will be exposed at work.

Xi Feifei is not satisfied with these three routines, but what new routine can she come up with?