I was forced to start the second round because I was raised in poverty

Chapter 374 The Authority of a Father!
In creative, knowledge-intensive work, the value created by an outstanding employee is not necessarily 10% or 20% higher than that of an average employee, but may be 10 times higher.

Therefore, paying the top market salary is a completely worthwhile, and even a highly cost-effective, investment in order to obtain this 10 times value.

Simultaneously.

The Dihao Group also encourages its employees to understand their own market value.

This may be the boldest and most unconventional approach.

Most companies discourage their employees from going out for job interviews, but Dihao Group not only does not prohibit it, but even encourages its employees to contact the group's competitors in the same field.

The group believes that having employees interviewed is the most effective way to understand their true market value.

This is equivalent to a distributed, real-time updated market salary survey.

When a top employee receives an external offer, it provides Geely Group with a clear data point to calibrate whether they are truly paying the "top market salary."

This open attitude sends a strong signal to employees: "We believe that the environment and compensation we offer are the best, and we are not afraid for you to compare with others."

This initiative can greatly enhance employees' trust in the group.

If employees discover better opportunities outside the company, the Emgrand Group will communicate with them honestly, either matching their compensation or encouraging them to leave.

This system forms a seamless and logically consistent closed-loop system in the actual operation of the Geely Group.

It is not an auxiliary function that passively responds to business needs, but a strategic engine that proactively shapes the company's future.

It continuously injects the highest quality fuel into the high-performance machine of the Geely Group, while strictly filtering out any impurities that may reduce its performance, thereby ensuring that the company maintains strong innovation and adaptability in long-term, fierce competition.

These are all rules personally set by Mr. Su Tianyan, the founder of the Dihao Group and their respected father. They are one of the core elements that enable the group to operate smoothly and continuously form a positive cycle.

Not only that.

Every mid-to-senior level leader in the Dihao Group should mentally conduct a "retention test" for their subordinates at any time and in any place.

Su Sheng felt that Xiao Cheng, as the successor of the future group, needed to know this from the beginning.

The so-called retention test is essentially a continuous mental experiment.

If an employee in my company or team tells me that he is going to work for a similar company, would I do everything I can to keep him?

If the answer is yes, then this employee is the top talent the team needs and should receive the highest market salary and the best resources.

If the answer is hesitant, or even "no," it means that although the employee may be performing reasonably well or even well, he is no longer the best or most suitable candidate for the position.

In this situation, it is the manager's responsibility to take action.

The Dihao Group, or rather Mr. Su Tianyan, firmly believes that an excellent workplace is not about various benefits, meal allowances, or luxurious offices, but about a group of talented and mutually inspiring colleagues.

Maintaining a high concentration of talent within the group is the main reason why the Geely Group has been able to dominate the business world and maintain its core competitiveness for so many years.

A "decent" employee can drag down the average level of the entire team, drain the manager's energy, and even frustrate top talent, causing them to leave.

To create the best environment for top talent, it is essential to ensure that there are no weaknesses in the team.

Proactively letting a "qualified" employee leave is to make room for a "superior" talent, thereby continuously improving the overall strength of the team.

The company is an international arena, not a family.

Su Sheng's father, Mr. Su Tianyan, once said to Su Sheng: "Family values ​​unconditional love and tolerance. No matter how a member behaves, we will not easily 'expel' a family member."

But it's different in the professional arena; their goal is to be the best in the world.

A leader's responsibility is to ensure that the strongest player is in every position.

If a great player's performance declines or the team's tactics no longer suit them, the team will optimize its roster by making a trade or having him retire.

Everyone supports each other, but the ultimate goal is collective victory, which requires everyone to maintain peak performance.

Objectively speaking, this is a form of fairness and respect for the employees themselves.

It may sound contradictory, but Mr. Su Tianyan believes that it is unfair to keep an employee in a position where they cannot become a top performer.

This will not only limit their salary growth, but also erode their confidence and career enthusiasm.

Rather than letting a "qualified" employee remain mediocre within the group, it's better to let him leave gracefully, giving him the opportunity to find a more prominent and suitable position in another company.

This is actually more beneficial to his long-term career development.

He was not glorifying the cruelty of dismissing employees, nor was he trying to whitewash his father.

I encourage you to go for interviews outside, but I will also mentally test your ability to stay on the job.

This was originally a fair two-way selection process.

Let's say you're certain you're getting the top salary at the Emgrand Group, but you fail my retention test.

There is another way to handle this.

The Emperor Group will offer a large sum of money, usually 9 to 12 months' full salary, as severance pay to encourage employees to leave voluntarily.

This severance package may seem expensive, but it is actually a precise stop-loss investment.

Instead of continuing to invest years of salary and resources in an employee who is no longer a good fit, it is better to make a one-time payment and invest future resources in talent with a higher return on investment.

Geely has already paid the industry's top salary. If Jin Hong wants to poach their "colleagues," they will definitely have to pay five or even ten times more, otherwise it will be impossible to poach them.

If someone can be poached, it means their heart is no longer with the group, and their faith and ambition in the Emperor Group have been shaken to some extent.

Su Sheng did not treat this poaching as a business attack strategy.

This kind of thing is a screening process for employees at the Dihao Group, saving the head of the company a lot of time and money.

Since Jinhong Group has paid this money, there is no need for Dihao to pay this severance pay.

Xing Yuyuan hadn't thought of this aspect either. She was the kind of person who got things done, and she had originally been doing things according to the group's rules without really understanding what was going on.

But she really didn't expect it to have this meaning.

President Sheng truly lives up to his reputation.

That's why they say he's a high-ranking leader.

How would Su Sheng know that Jin Hong Group offered a premium of five or even ten times?

Because someone actually came to him with an offer from Jin Hong to discuss a salary increase.

They approached him with offers from other companies to discuss salary increases, a rule set by their father, and they were indeed operating within that rule.

However, at this critical juncture of UNV, it clearly does not meet the "objectivity" element that this rule needs to include.

Su Sheng doesn't want to give it, and he won't give it.

This is just a business tactic used by the competitors; the truth is that these two or three people are not worth that price.

Naturally, the deal on a pay raise didn't go through.

However, Su Cheng and Xing Yuyuan are different.

“If you also receive an offer from Jin Hong Group, you can come and discuss it with me directly.”

Xing Yuyuan's heart couldn't help but flutter.

Wow, I'm actually being valued this much!

However, Jin Hong Group did not offer Xing Yuyuan a job, nor did it offer Su Cheng a job.

One is the leader of the joint task force, and the other is the person in charge of the UNV case.

Jin Hong Group is quite clever; they know that the higher the level and position in Dihao Group, the more loyal one is to the group, and even if they get rich, it's all for naught.

However, Liu Jiajia and Qin Fen, the two deputy leaders of the joint group, issued job offers.

After hearing Su Sheng's words, Xing Yuyuan immediately pledged her loyalty to the group.

As for Su Cheng...

His emotions weren't as high as Xing Yuyuan's; feeling valued by the company, he just gave a perfunctory response.

Su Cheng knew from the start that she wouldn't be fired from the Emperor Group, nor would the group let her go. So there was nothing to say.

Su Sheng explained: According to the information he had, Jin Hong Group mainly poached people from UNV.

The intelligence he received indicated that UNV was almost completely depleted.

This is the key point.

Xing Yuyuan was surprised, but after thinking about it carefully, it seemed that there was no problem. Digging into UNV was actually the right choice.

This was the real purpose of Su Sheng's conversation with the two: "Supervisor Su, Supervisor Xing, your joint team will likely have to continue undertaking the follow-up UNV work temporarily."

Xing Yuyuan appeared prepared: "Yes, President Sheng, I understand."

Su Sheng learned that his father actually wanted to transfer Su Cheng to UNV to serve as UNV's president.

However, due to the frequent job changes for Xiaocheng recently, no direct transfer order was issued.

The incident involving Jin Hong Group not only helped the group screen employees, but also did them a small favor by allowing Xiao Cheng to continue being responsible for UNV-related events.

"President Sheng."

This was the first time Su Cheng had spoken up since entering the chairman's office.

"Since we'll be short-staffed for a while, could we transfer some more people over?"

"Do you have an idea?"

"Yes, I had a colleague who did a pretty good job before. He worked with me when he was at Shengyue, and later he went to Macau with me."

At this point in the conversation, Su Sheng already knew who he was talking about.

Apart from Zhang Yangwen, there were no other two.

Su Sheng didn't even need to report the matter of transferring people to their father; he immediately rejected Su Cheng's suggestion.

Xing Yuyuan felt something was off.

Since there will be a shortage of manpower in the future, why doesn't President Sheng ask Su Cheng to transfer people over?

Is it because they're afraid Su Cheng will form factions and cliques?

That's understandable...

Su Sheng's thoughts were completely different from Xing Yuyuan's guess.

Old Zhang is Old Zhang, and Little Zhang is Little Zhang.

In the fight against the Jin Hong Group, it was completely inappropriate to transfer Young Master Zhang over.

If Xiao Zhang gets involved in the business competition between the two groups, Lao Zhang will definitely think that their father is deliberately using Xiao Zhang to cause trouble and sow discord between them.

Secondly, Su Sheng had already made a similar mistake last time.

The field team reported to him that Su Cheng and Qin Fen had secretly slipped out to eat McDonald's during work hours a couple of days ago.

This behavior is not permitted even under standard corporate rules.

Moreover, this happened after he had taken Xiao Cheng to meet the Jin Hong Group.

Therefore, the father's judgment was correct, and Su Sheng deserves to be scolded.

Having Qin Fen as a deskmate is enough to affect Su Cheng's work performance.

If Zhang Yangwen were transferred here as well, with one on the left and one on the right, they would either be whispering to each other or making small movements, and this student's grades would definitely plummet.

"Let's see how many people leave in the end. If we're short-staffed, I'll transfer some people from other parts of the group to help you."

"Yes, Mr. Sheng."

"Okay, if there's nothing else, you can go ahead and get back to work."

After leaving the office.

Seeing that Xing Yuyuan was no longer tense and flustered but had a smile on her face, Su Cheng couldn't help but tease her, "What? Not flustered anymore?"

"Then of course I'm not panicking anymore. I originally wanted to report to President Sheng, but now that President Sheng has given us the idea and told us exactly what to do, why should I panic?"

"Didn't I just tell you? Why did you panic when I told you, but you stopped panicking when President Sheng told you?"

Xing Yuyuan was stunned.

Eh?
Yes.

What Su Cheng just said and what Su Sheng said in his office are essentially the same thing.

Why is this?
Does she not trust Su Cheng? Or is it that Su Cheng can't give her a sense of security in this regard?

"wrong."

"No, no, no."

"Manager Su, don't try to confuse the issue; these are completely different things!!"

“You are you, and Mr. Sheng is Mr. Sheng. He is the head of our group.”

"How can they be two different things? Didn't I and President Sheng say the same thing?"

"Same, but..."

Xing Yuyuan was momentarily confused, unsure of which words to use to accurately describe this unusual relationship.

After thinking for a long time, she finally gave up: "Anyway, it's just different."

Xing Yuyuan quickly changed the subject: "Manager Su, I feel like President Sheng is grooming you as a potential leader."

Seeing that she was tongue-tied, Su Cheng didn't press further, but instead continued the conversation: "Oh? How did you figure that out?"

"Look, President Sheng patiently explained our group's principles and the underlying principles to you. Isn't that because he wants to cultivate you?"

"Didn't I already tell you that?"

"But it wasn't mainly taught to me; I was just listening in."

"Oh, you're quite smart."

"Right? I feel that Manager Su, your position and rank in our group are much higher than mine!"

"Harm~"

After returning to their office, the two gathered a few people who were certain they wouldn't be poached, and discussed the current situation in detail, including Yh and UNV.

Just as Su Sheng said, UNV's staff reduction is very serious, reaching more than 85%, and now the entire company only has a dozen or so people left.

"The situation is worse than I imagined. So many people have been poached?!"

Su Cheng calmly explained, "That's normal. UNV isn't part of the group's core business; it only became a wholly-owned subsidiary two years ago, so its lineage isn't pure."

In addition, UNV's business situation is also very bad.

Under these circumstances, it's perfectly normal for employees to leave as soon as they're poached.

In comparison, there was the joint team they formed, along with their colleagues in Yh International Department.

The joint team consisted of about 60 people, and more than 80% of the colleagues had received offers from Jin Hong Group, either directly or indirectly.

However, only a dozen or so colleagues from the joint team submitted their resignations to the HR department in the morning.

Many "colleagues" outside the joint team in Yh International Department also submitted their resignation letters.

Yh is a direct descendant of the Dihao Group, with a pure lineage.

But so many people still got poached.

Xing Yuyuan sighed silently, "I wonder what kind of high-ranking positions and generous salaries Jin Hong Group promised them."

(End of this chapter)