Liu Lu probably guesses why Chu Yuanxi needs her. She needs to keep a good eye on recruiting people who are in line with the corporate culture, and pay attention to guidance when employing people, so that people who are not in line with the corporate culture are at a loss. It's much harder than designing the structure and hierarchy of a company, because it requires constant attention.

Now the only question for her is, what kind of corporate culture is it? It's easy to talk about corporate culture, but it's intangible, hard to quantify, and it must be asked clearly.

She has a lot of questions to ask, but chuyuanxi still has to live after dinner. She can only ask the important questions first: "you just said you would give employees time, but the performance exceeds 996. What kind of corporate culture is this?"

"It's not contradictory. A combat team can fight hard at any time. I hope that employees can work overtime wholeheartedly when they are busy, earn a lot of bonus, and have time to recharge themselves when they are free, so that they can work overtime better in the future. We have to be different from the employees who have to take a bath once a month. "

Chuyuanxi didn't care about the time. He stood up and went to the blackboard. He said and wrote: "well, I hope the employees of our company can form the habit of charging. That's your task. To keep employees busy is to let them get used to not growing every day, because "busy" is a good reason, and "not growing" is a comfortable state. The difficulty of self growth is greater than that of non growth, so the environment must be inclined to growth. Therefore - "

after playing a long tone, Chu Yuanxi wrote:" employees must have continuous incremental growth when they rise in the workplace. This is to be used as your performance evaluation, we must leave time for employees to grow up, and low rank employees should see real growth. "

In fact, this is not a good place for Ba people's entertainment, because Chu Yuanxi herded sheep himself and did not implement this requirement.

Liu Lu obviously has her own idea: "question, why should employees grow up? When an employee grows up, he has to get a raise. Why not directly recruit better and more expensive employees, plug and play? It's much more efficient, and you can do more work with the time you spend growing up. "

"Your approach is suitable for companies that have no corporate culture at all. It's a uniform and neutral solution. And my plan, lengthening the time line, is a faster and faster benign plan. Just as Jin Yong explained in the martial arts, the martial arts of the evil sect entered the country very fast in the front, but it was leveled by the decent in the middle, and completely left behind in the later. "

Liu Lu nodded, because her heart is also the answer. Unfortunately, she has never worked in such an enterprise.

Chuyuanxi said: "people's mode of thinking is divided into different levels. The more attention they pay to the immediate level, the lower the level. The longer the time line, the higher the mode of thinking. In other words, thinking should be based on the time structure. Why do I emphasize values? Because thinking from the perspective of values, the time line is longer than thinking from the perspective of capacity curve and short-term benefits.

Take your task for example. The so-called work is a lot of repetitive work and a little innovation. The marginal value of homogenized experience in growth is very low. Therefore, you need to design enough diversified growth models for employees to expand other directions beyond work, so that employees can grow more in a longer time line. "

"OK, then you deny 996 and say that people are incompetent in management. What is your management system? Xiao Yuan has talked to me about your flat management and DKP, but I don't think you plan to copy it in Xiaokang, otherwise you don't need me. " Liu Lu took out her mobile phone and took a picture of the blackboard.

"Yes, flattening is unlikely to be used in the well-off society. The management model I prepared myself can be called" precision. ". What is the flattened kernel? It's the effort of the entrepreneurial team far beyond the normal level, and it's the consumption of the management or the boss of the company. You can understand it as sacrificing energy in exchange for super efficiency and burning my calories. This is also the current operation mode of Ba people's entertainment. "

Although Liu Lu understood the meaning of flattening, she had no experience in flattening management. She could only listen to Chuyuan's comparison: "the volume and structure of a well-off society can't be flattened, but the efficiency of flattening should be inherited, so that I can see as long as possible and look down over several levels. This is the accuracy I envision, and you need to design specific processes."

"You have so much energy?"

"No. If I can't support it, I will continue. If I can't support it, I will let the management share it. If I can't support it, I can only go along with performance and KPI, compromise with big companies and myself. This is the key point that you need to make a contribution. You need to find as many capable people with the same values as possible to help me share the harm. That's why I need a good Cho. How much can you contribute? How accurate can you be? I'm the brain and heart. You're the liver. Otherwise, why am I in a hurry to find you instead of the technical backbone? "

"Chuyuanxi, you are the angel of human capital!" Liu Lu's mouth is unknowingly expanding, and finally understands why she got her options. Does she suddenly feel that her 3% option is a little less? I thought it was beautiful before

"Ha ha." Chuyuanxi ignored her vomit bad, "the appointment of management, work ability is on the one hand, whether there is practice company culture is on the other hand. If I have a strong ability but only focus on the project and praise it as the company's interests, it will hurt the company in the long run. This is my values. The inconsistency of values not only can't share the harm, but also hinder my sight. "Liu Lu feels that she has entered the channel of Chu Yuanxi, and her thinking is very divergent. In the future, it will be very difficult for employees to muddle along in such a company. The enterprise culture can completely make the employees who are fishing unable to muddle along without raising the performance whip.

In fact, this is better. Many big companies focus on performance, system and process, which leads to a lot of dogmatism.

As a human resource, she has seen too many fried dough sticks employees. In the company of 996, the older the fried dough sticks, the smarter they are. If they don't work, they can find new people to carry the pot and use the process to fight against the process. Even she has seen new employees feel cold because of this contradiction. It's impossible to prevent bugs in the code, but it's not easy for old employees to muddle along? I quarrel with you every day. I don't work. I don't have any work output. I can't find any handle. If such a talent comes out, the whole project can't be done well.

Liu Lu thinks that the core of Chu Yuanxi's refined management system is a word - cross process.