Salted Fish’s Self-help Strategy

After writing, Liu Lu began to explain: "The normal way of operating a company is to establish a project first, and then the project initiator may not be the project manager. The company decides on the project manager and team members and starts to do it. During the process, the company continues to intervene, and finally As a result, driven by the efforts of the project team and the company's continuous misfortunes, the result is not necessarily good or bad, and no one is responsible, but it must be a bad result of the project team and the company enjoys a good result. "

"Your summary is too vivid." Chu Yuanxi understood, sitting on the wooden pier, looking up, pointing to the blackboard: "Press this, it is equivalent to the company in the online game is the system, the task is the copy, the employee is the player, and the system gives The player creates a bunch of copies, and the player chooses to make a copy, right?"

"Players are also allowed to form groups freely. They decide who is the leader, who opens the group, and is responsible for drawing and distributing awards." Liu Luxin said that this set is suitable for Chu Yuanxi, who deserves to be the boss of the game company. "In this way, when the player is finished playing the dungeon, the system will give the player a prize. How much will it be awarded? The system will evaluate the progress of the dungeon.

For example, a project is 90% done but not finished. If 90% can play a 90% role, then 90% will be awarded. For example, the goal is to attract 100,000 fans, but only 90,000 fans. If it must be 100% to be effective, then declare a failure. For example, to develop an APP, it must be perfect to be useful, almost not working. "

"This is very demanding for the management. I don't think most of the Tianchao companies can do it without interfering in the project.

"But competition can be encouraged. The reason why the dungeon is a dungeon is that multiple teams can be used separately at the same time, without affecting each other. The tasks are the same. The release tasks are not necessarily unique, and several groups can be accepted at the same time. It depends on who finishes it first and does it well, internal competition."

"I'll think about this again, what does the third one mean?"

"You have to have a milestone plan for the project, right? But there are often people, because the consequence is the whole team, and it is difficult to locate the responsibility to the individual, so it is difficult to avoid. Combining time and rewards, who hinders the rest of the team The stimulus is quite obvious when people win prizes. And the rewards can be very clear. For example, if the task cycle is one year, the reward is the year-end reward. Don’t complain about employees who don’t get the year-end reward.”

"I think we should add one more item." Chu Yuanxi stared at the blackboard and said, "We must give employees the right to build their own copies."

"I understand what you mean, this can be regarded as the performance of management serving employees, but is this important?"

"Important, you said just now. The company establishes a project and then pushes it down. This is top-down. I hope that employees can start from the bottom up and change from asking me to do what I do. In this way, employees feel like building a Let them do any project that greatly supplements the company or is forward-looking, as long as you discuss what rewards are in the task package. Anyway, the company will evaluate the results after the final completion, depending on whether the effect is good or not. You can decide whether to award the reward. You How about this?"

"Well, I read the DKP system and internal incubation plan you set for Pakistan..."

"It's completely different. Ba people's internal entrepreneurship is not actually aimed at the Ba people, but it is to give employees the opportunity and motivation to realize their dreams. Ba people just cash in their employees' DKP as resources and platform support. OKR does not Similarly, what they do are all things that are beneficial to the company, and they are not entrepreneurial in nature, although the process seems to be a group of employees teaming up and working on a project."

Liu Lu was a little surprised: "So you agree?" She said to her heart that this is too smooth, right? She was ready to fight with Chu Yuanxi. She didn't expect that Chu Yuanxi was more accepting than her. She didn't seem to see the potential danger in this plan at all? "Well, have you thought of the problems and defects of this system?"

"Ah, I didn't think about it, I think about its advantages first." Chu Yuanxi brewed a pot of new tea, "This plan will disclose all tasks and rewards, so the progress of the copy must also be disclosed. In this way, employees will go. Look at what others are doing and how they do it. This is a good learning process, right? Anyway, few employees in ordinary companies care about what others do and how they do, because even if they care, they can’t be easily seen. People will show you all these for you to check at any time, and then keep updating them.

This is also the main reason why employees in most companies have not grown. Well, this also closed down the management to improve themselves.

Moreover, technology companies are driven by talents, and employees create value. But if the company develops too fast and too well, a group of talents will get rich first, and the talents will be lazy and do not want to continue working hard. Using competition and stimulus methods can enhance the sense of responsibility of talents and effectively solve this problem. I think of so few things temporarily. "

What did Liu Luxin say, she developed too fast, too good? Xiaokang hasn't seen it yet. How do you know that the development is too fast? Do you think it is as easy to succeed as Pakistani Entertainment? You be sober! "Hey, Chu Yuanxi, if our future employees are as obsessed and confident as you, I think this set of methods will work!"

"You are right! This is the shortcoming. Obviously, this plan is not suitable for social animals, and suitable for proactive employees." Chu Yuanxi rubbed his hands in excitement: "Our Tianchao employees, the technical ability is very good. The commanded person is particularly qualified. But the social animal attributes are too strong, like to bury their heads, like to be directed, and dislike thinking and challenging themselves! Thinking means that they may have to take responsibility~www.wuxiaspot.com~ Let them think and take the initiative It takes a lot of courage to stand up and take responsibility. At this time..."

"Corporate culture is working!" At this moment the two said in unison.

Liu Lu put away the documents, "I feel very stressed. This is to challenge the limits of human resource recruitment and employee training. Training is very simple if the ability is not good. It is too difficult to make a group of pig brothers become pig brothers. Is this digging a hole for yourself?"

"What the **** is Big Brother Pig?"

"Have you never heard of fairy tales? Mother Pig has three sons who build houses? Brother Pig built a straw house."

Chu Yuanxi said that she was indeed Bao Ma, and she used fairy tales as an analogy. "I will do your research. You'd better send some cases from Silicon Valley companies. I will refer to them and see how they work. In addition, you can start to collect some blockchain recruitment information. This kind of talent is very difficult. trick."

"Okay, let's continue to work hard!" Liu Lu finished talking and left.

Only then did Chu Yuanxi have time to look at her phone, and Chen Qi's message had already been sent.