my crew is not human

Chapter 689 Benefit Distribution

In the office, Li Xianyun read the report with a gloomy face.

Something happened again.

Li Zixing, former secretary and current head of the coordination department, lowered her head and dared not speak.

The thing happened was that a batch of real estate projects obtained from Hengtai, some of which were to be used as employee buildings, would be sold at a low price to some contributing employees within the company——Li Xianyun’s attitude was to have Only those who have made outstanding contributions are eligible to buy a house at a low price. The question is how do you count as an outstanding contribution?
You are an ordinary employee, and you have been promoted long ago if you have contributed, so you are ordinary but you have not contributed.

According to this logic, whoever has a big official will make a big contribution, so the distribution will naturally go from top to bottom.

The executives hold the assigned authority, and if there are benefits, they have to take advantage of them first.

This leads to unfair distribution!
What about unfair distribution?
Bully, suppress!
So when it was reported to Li Xianyun, it was claimed that the internal distribution was basically 80.00% for senior management, [-]% for middle management, and [-]% for grassroots. Became the grassroots!
In fact, one of the management levels counts as one, and basically all of them have it.

This your sister made people speechless, and by the way, it also caused internal dissatisfaction, which is why Li Xianyun knew about it - someone directly yelled and cursed on the company intranet.

The point is that this is not about one person, but about everyone—this is not corruption, so everyone wants it and has the right to fight for it. It is not illegal in itself and there is nothing wrong with it.

But this incident directly led to the deterioration of internal atmosphere and morale.

Some people even compare internally because of this, if I have you or not, it means that your status in the company is not as good as mine, so how can you have it?Naturally, it is necessary to get closer to the management!

Therefore, the report must be empty, and the internal relationship must be established. The matter of a house directly affects the minds of countless people.

What is more terrifying than individual corruption is group corruption, and what is more troublesome than group corruption is that it is not considered corruption!

What are you doing?
Li Xianyun originally wanted to use this to stimulate everyone to compete hard and make more contributions, but in the end it only stimulated one person to fight for power and profit.

After all, he slacked off.

But it's not just his problem.

Li Xianyun looked gloomy: "What did the planning department do? Why didn't they make a reasonable plan?"

Li Zixing replied helplessly: "You asked for distribution by contribution, but contribution itself is not an easy thing to quantify. Moreover, this matter is not the responsibility of the planning department, but the management committee. They use this to balance the resources of each company."

In other words, the resource management committee took over this part of the authority, and then used this as a resource replacement to deal with the resource requests of the bosses of all parties?
Fuck!
Are you really good at playing?
"There must be a standard, right?" Li Xianyun asked with a cold face.

Li Zixing continued to feel wronged: "If you set the standard, what you say is contribution."

Come on, back to that.Those who contribute a lot will be promoted, so the legitimate management is given priority, and the rest belongs to the maneuverable space.

Li Xianyun knows that there is no boss who is not deceived by his subordinates, and the problem still needs to be solved.

The crux of the matter is that Li Xianyun didn't plan to allocate housing to everyone for welfare. Firstly, there were not so many housing units, and secondly, it was impossible for Li Xianyun to engage in a big pot meal system.Since they cannot be treated equally, there must be internal competition, and then it will be the result of those with power taking the lead.

After thinking about it for a moment, Li Xianyun said, "Let Su Haili come here."

After a while, Su Haili walked in.

She already knew what happened, and said directly: "You can't blame everyone for this. If you don't want to distribute equally, and you don't have a specified standard, you can only make contributions according to this."

Her house is in the Yisheng community, and she didn't participate in this, so she doesn't have to worry about anything.

Hearing this, Li Xianyun also smiled wryly: "Sure enough, the policies you formulate to achieve a certain purpose often end up with the opposite result."

It doesn't matter whether we can arouse fighting spirit or not. Anyway, internal strife and mutual dissatisfaction came out because of this.

Su Haili is very calm: "The distribution of internal benefits is a major event. We have been rushing forward over the years, and the company has grown bigger and bigger, but internal management has always been one step behind, including this part."

Not surprisingly, enterprises always pursue volume first, and then profit. As for enterprise management, they are all discovered and solved at the same time. The so-called one-time solution is impossible.

And as the enterprise grows bigger and bigger, it is not fighting against the opponent, it is fighting against itself!

Throughout the ages, it is better to be!
Yisheng Media is rushing too fast, and the result of rushing too fast is that the problem is bigger in this respect!

Li Xianyun can spend a lot of money to solve external problems, but internal problems cannot be solved by just spending money.

As for now...the current situation is not corruption, so it is even more difficult to deal with!

What's even more frightening is that this kind of thing will happen not only once, but many times.The reason why he was alarmed this time was because the matter of the house was more important, and those unimportant little things might have happened many times.

Li Xianyun sighed: "Leave this matter to the Planning Department, re-formulate the plan, and I will review it myself."

Su Haili smiled: "This is no problem, but you still brought the matter back after all. Boss, this is just the appearance, what you have to solve is the essence!"

Yes!

Nature!

As the boss, what Li Xianyun needs to solve is not this matter, but the essential factors behind this happening.

Li Xianyun nodded: "The internal mechanism needs further reform. What do you think?"

"How about establishing an employee hierarchy?" Su Haili said.

Huli.com's style of work is to implement a hierarchical system for employees, and to upgrade their ranks according to their years of service and contributions. Generally, they are divided into management levels and technical levels, such as M1P1 and so on.

However, film and television companies generally do not do this. After all, the previous film and television companies were project-based, which was relatively simple.

So Li Xianyun shook his head directly: "Not suitable. Film and television companies are not an Internet industry. If those things from the Internet are applied to film and television companies, they will also be uncomfortable. Besides, we are not just a film and television company now."

Yisheng Media is now a conglomerate with countless industries, and there may be more in the future.

Su Haili also knows Li Xianyun now, and she directly said: "First of all, we need to establish a complete corporate culture, and secondly, we need to have a more accurate quantitative system for internal management and profit distribution. But now there is still a key issue, that is, what did you just do? What I said...Yisheng Media is no longer just a film and television company."

The needs of different industries are also different, and there will not be one set of systems suitable for all industries at the same time.

So for Li Xianyun, the real headache is not to establish a system for film and television companies, but to establish a system for all industries.

But that in itself is almost unachievable!

However, the corporate culture and corporate system must have a high degree of unity, and they cannot beat themselves.

The product can also be played with the left hand and the right hand. If the internal management plays like this, there will be big troubles.

And this means that the needs are contradictory.

(End of this chapter)