Rebirth, you call this an honest man?

Zhou Jianfen's maximum salary is 5,800, and his annual salary is 70,000. He can buy 3.5 million stocks for three years before listing the company.

Then she will have a fortune of 10 million, and after working hard for 3 years to achieve financial freedom, she will fight hard.

No one can destroy Henghua Express Company, and she must protect Henghua Express to survive smoothly for three years.

Xiao Yan and Zhou Jianfen knew how to calculate, as did several other supervisors, so everyone was resurrected with full health.

After Wang Heng announced the equity, he went on to say,

"I will register another company to make Meituan independent and facilitate the smooth listing of Henghua Express Company."

After Wang Heng finished speaking, Quan Fulin, the head of the software department, sighed, "Why don't they have nothing to do with this equity feast?"

Wang Heng's good news and bad news had already confused him, so now he couldn't bear to be angry.

"Although Meituan is independent, Meituan also needs to cooperate with Henghua Express Company, so all employees of Meituan can also purchase Henghua Express shares, and this is also the rule of Henghua Express."

Okay! Quan Fulin didn't want to talk. He couldn't be happy anymore. Who the hell could still be excited after doing this so many times?

"The third thing is your job change. Xiao Yan is promoted to marketing manager with an annual salary of 80,000.

The original customer service department was split into the sales department and the customer service department, and both departments were managed by the marketing department.

The new directors of the two departments were proposed by the Marketing Department Manager Xiao Yan, reviewed by the Human Resources Department, and handed over to me for confirmation."

Wang Heng suddenly promoted Xiao Yan to manager, which surprised everyone.

Which of the company's managers has no qualifications? Who is not applying for the job with real talent and knowledge?

Only Xiao Yan, she was just an ordinary senior intern who was forcibly promoted by Wang Heng.

Of course there were objections, but no one mentioned them.

Yesterday Wang Heng openly asked Xiao Yan to go out on a date. Xiao Yan was not in the school dormitory that night.

Coming directly from the hotel to work in the morning, this news is basically no secret in the customer service department.

Of course, this was not Xiao Yan's intention to reveal the news. She couldn't afford to lose any meat anyway.

Since Wang Heng likes to pester her, how could she not take advantage of him?

Xiao Yan's strategy was very successful. As a result of this incident, although she managed 200 people with a lot of difficulties,

But there were no thorns, and everyone was very cooperative with her.

Wang Heng didn't care about their surprise. If he didn't have the ability, he could force Xiao Yan to learn.

No one is born to be a manager, and no one in the company can match her in terms of trust.

After all, with sales of millions on Valentine's Day and no supervision, almost all the customer service girls couldn't hold back.

Only Xiao Yan was clean and did not raise her hand. In addition to having a good character, Xiao Yan was also Wang Heng's prey.

He wants to train her well and leave Henghua Express to her for management in the future, and she will hand her over to him for collection, getting the best of both worlds.

As for Xiao Yan, she is ambitious, but her ambition is based on legal compliance and not breaking the law.

So when Wang Heng asked her to be the manager, she was naturally willing to be the manager. If her professional skills were not good enough, she would study.

As early as when Xiao Yan became the director of the new company and managed 200 customer service girls,

She has given up taking the postgraduate entrance examination and switched to management. She could not manage 20 people well before, and it is even more difficult for her to manage 200 people.

After Wang Heng's company got on the right track, she stopped wavering and decided on Wang Heng's career.

In order to keep up with management, she once again gave up the postgraduate entrance examination and went to attend management classes in her sophomore and junior years.

She didn't want to know why Wang Heng put her in this position, but this was her chance and she wouldn't give it up.

After promoting Xiao Yan, Wang Heng continued,

"Promote Finance Department Director Zhou Jianfen to Financial Manager, with an annual salary of 80,000. He is responsible for managing the financial department of Henghua Express Company and also overseeing Meituan's finance."

Zhou Jianfen stood up and bowed and said,

"Thank you, boss, for giving me this opportunity. I will work harder to live up to your expectations."

Wang Heng motioned for Zhou Jianfen to sit down and then said,

"Promoted Quan Fulin to Meituan manager with an annual salary of 80,000 yuan, responsible for managing all matters of Meituan."

Although Quan Fulin is a programmer, he also knows that he has to thank his boss at this time. After all, he is not Xiao Yan.

"Thank you boss for your cultivation. I will work harder to live up to your expectations."

Wang Heng motioned for him to sit down and then said,

“The former head of logistics was transferred to the head of the administration department, and the head of the personnel department was transferred to the head of the human resources department.

At present, the two departments are too small to be easily upgraded. When the company grows, we will expand the two departments."

The heads of the two departments can understand Wang Heng. There are only three employees in the human resources department and only five in the administration department.

With just three or five people, what kind of managers can we be?

Xiao Yan, the marketing manager, manages more than 200 people, and Quan Fulin, the Meituan software company, also has ten people.

As for finance, although there are only a few people there, finance is so important that it cannot be compared between the administration and human resources departments.

Wang Heng seemed to have promoted everyone, but in fact he only promoted Xiao Yan.

Quan Fulin and Zhou Jianfen only received a slight increase in annual salary, while Xiao Yan's annual salary more than doubled.

In addition, if a few people are promoted to managers, they will be eligible to purchase 100 times the company's equity.

In other words, if Zhou Jianfen has an annual salary of 80,000 yuan, she can buy 8 million stocks at a price exactly equal to her annual salary.

She still has to spend this year, which means she has to pay out of her own pocket to purchase the full amount of equity.

This means that her manpower and funds will be locked up in the company.

If she works hard, she may gain 24 million yuan in wealth. How much public funds can she misappropriate from Wang Heng Company by fooling around?

So on the surface Wang Heng is promoting their positions, their salaries,

In fact, it further traps them and makes them work diligently for the company for at least three years.

If the company fails to go public in three years, they will have to continue working hard.

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“...Thinking and sublimation and refinement require a certain depth of theoretical foundation.

Drawing on the practical experience of first-class companies in the industry,

Huawei's view of governing by doing nothing is put forward as the most critical purpose of the "Huawei Basic Law".

Governance by doing nothing is one of the core ideas of our traditional culture.

Inaction does not mean doing nothing, but following the laws of the world, respecting people's individuality, and doing something..."

This is a professor from the School of Management of Zhejiang University, teaching a professional course on business management.

Wang Heng was sitting in class with a tape recorder in his pocket, recording the professor's class.

He also marked the knowledge points taught by the professor from time to time in the textbook.

While Xiao Yan was working hard to learn management, Wang Heng was not idle either.

He got the course schedule of the business management major from the School of Management of Zhejiang University and came to take classes.

If he didn't listen to the class, he wouldn't know that the management company has a performance appraisal system...

It turns out that the 361 system is popular among major Internet companies.

That is, 30% of outstanding employees receive promotions and salary increases, 60% of employees maintain the status quo, and 10% of employees are dismissed?

Wang Heng felt that this kind of assessment was not suitable for his company.

The main reason is that his company doesn't have enough people and positions, so he can't play.

If Meituan can develop, should it consider copying the 361 performance appraisal that was eliminated at the end?