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Three days after the annual meeting ended, the Shenzhen headquarters resumed its hectic pace. But beneath the calm surface, the three major war zones were making intensive preparations and secretly competing with each other.

Ji Fanyin's office became the busiest place.

The annual budget details, staff expansion applications, and new store location plans from the three vice presidents, Su Wanqing, Shen Mo, and Han Mei, came in like snowflakes. Each one required her leadership of the administration and the human resources center to quickly review, provide opinions, and coordinate resources.

She works more than ten hours a day, and her eyes are slightly dark, but the focus and orderliness in her eyes are getting stronger and stronger.

She encountered her first problem: a severe shortage of store managers.

Under the new new store approval system, a new store plan cannot be approved without a qualified certified store manager.

In 2005, the three major sales regions planned to open more than 300 new stores in just the four first-tier cities, plus other cities. Even considering the transfer of some veteran store managers, the shortage of store managers was still as high as 300 people.

The headquarters training center, with its current store manager incubation program, can only produce a maximum of 150 people per year.

"We must expand the scale of training while raising the entry threshold and increasing the intensity of training," Ji Fanyin proposed as a solution in his report to Lei Guoliang.

"I suggest that regional training centers be set up immediately in Guangzhou, Shanghai, and Beijing. The headquarters should provide unified courses, certification standards, and instructors, while each region should be responsible for the venues and localized case studies."

The training cycle has been shortened from three months to two months, but a bottom-ranking elimination system is implemented, with an elimination rate of no less than 20% in each session.

At the same time, increase the starting salary and stock option incentives for managers of closed stores.

Lei Guoliang looked at the detailed plan submitted by Ji Fanyin, nodded and said, "Okay. Let's implement it as soon as possible, following this approach."

The funding comes from the headquarters' special training fund. Tell each region that store managers are trained in-house; don't always try to poach existing staff.

This is a reiteration of the red line that malicious poaching is strictly prohibited at the annual meeting. Ji Fanyin understood perfectly.

Another thorny issue is Shen Mo's urgent needs. Shen Mo needs to launch the "100 Stores in Guangzhou and Shenzhen" plan simultaneously, and the demand for store managers and core agents is the most pressing.

She submitted an urgent list of 50 core personnel, more than half of whom are currently outstanding store managers and top sales staff from other regions, mainly East and North China, hoping that headquarters would coordinate their transfer.

"I'm afraid President Su and President Han won't release anyone based on this list, President Shen," Ji Fanyin said, somewhat troubled.

"She's not trying to poach anyone; she's applying for an internal transfer," Lu Chaoyang calmly analyzed from the side. "According to the new regulations, inter-regional transfers require the consent of the sending party, the receiving party, and headquarters. Shen Mo is testing the waters, and also putting pressure on them."

Lei Guoliang tapped his finger on the table: "Send the list to Su Wanqing and Han Mei respectively, along with Shen Mo's reasons for applying."

It was clearly stated that this was a consultation on the reasonable flow of internal talent, and that it would not be mandatory.

But it should also be implied that headquarters encourages talent to move to strategically important regions and positions. Let's see how they react.

This is a clever tactic, shifting the conflict to a certain degree while observing the magnanimity and reactions of all parties involved.

Su Wanqing replied the fastest, her tone official and indifferent: "We support the group's talent mobility policy. However, the personnel listed in the East China region are all key business personnel, and their transfers may affect current performance."

"I suggest that General Manager Shen give priority to internal selection and training in South and Central China, or have headquarters coordinate external recruitment." A polite rebuff.

Han Mei's reply was even more direct. She made a phone call to Ji Fanyin: "Girl! Isn't Shen Mo being a bit unfair? I'm just about to make a big splash in Beijing, and she wants to transfer my best regional managers?"

"No way! I'm desperately short-staffed too! Tell Boss Lei that I, Lao Han, will follow orders, but we can't just throw people around like that! Or, how about Shen Mo swaps some people from Shenzhen with me?"

The conflict was brought to the forefront. Ji Fanyin reported the situation to Lei Guoliang.

Lei Guoliang convened the first conference call of the Strategic Investment and Risk Control Committee. At the meeting, he set the tone: "Talent mobility should be conducive to the company's overall strategy."

Shen Mo, the Guangzhou-Shenzhen double-hundred stores are the company's top priority this year, and headquarters will give you special support. For the people on the list, Su Wanqing and Han Mei will each get 30%, and the specific selections will be negotiated by the three of you.

Headquarters will coordinate an additional 20% of external recruitment resources for you. The remaining 20% ​​will be developed and cultivated internally within South China, Central China, and Southwest China.

"Su Wanqing, Han Mei, the people you sent out to provide support will receive extra management points in their original regions during the year-end performance evaluation."

"Shen Mo, I've given you the man. Shorten the profit cycle of the new stores in Guangzhou and Shenzhen by one month. Any questions?"

"No problem!" Shen Mo replied immediately, his voice filled with suppressed excitement.

"Okay," Su Wanqing said calmly.

"Alright! I'll listen to Boss Lei!" Although Han Mei was a little reluctant, she knew this was the final decision.

A potential internal conflict was temporarily suppressed by Lei Guoliang using a strategy of "strategic priority + compensation." But the seeds of discord had already been sown.

Upon returning to Shanghai, Su Wanqing immediately launched the "100 Stores Plan," codenamed "Peak of Shanghai." Unlike Shen Mo, who was in a rush to recruit staff, she focused her energy on internal restructuring and system upgrades.

The first thing she did was to require all cities in East China to strictly follow the new system architecture being developed by headquarters and re-sort out and enter all housing and customer information.

"Before the new system goes live, we must have our own, most accurate database. This is the foundation of all future competitiveness," she told her subordinates.

This work is tedious and tedious, but extremely visionary.

The second thing she did was to personally lead a collaboration with several top law firms and accounting firms in Shanghai to develop standardized transaction documents and risk control procedures for the East China region, and even refine transaction guidelines for different types of properties, such as old-style apartments, commercial apartments, and properties with usage rights.

This set of texts was later slightly modified by Lu Chaoyang's operations management center and promoted nationwide.

Thirdly, she used her connections in Shanghai to establish relationships with the labor unions or administrative departments of several large state-owned enterprises and foreign banks, and launched a special housing service for enterprise employees.

We offer a one-stop group-buying service, from renting to buying, from loan processing to property transfer. Although the profit per transaction is not high, the large volume, low risk, stable cash flow, and significantly enhanced customer loyalty are all advantages.

In her weekly report to headquarters, she detailed the progress of these internal skills training programs, but paid little attention to the number of stores opened.

But at the end of the report, she attached a detailed analysis report on store location in the core area of ​​Shanghai, outlining the locations of the first batch of 30 new stores in the next six months, and including competitor analysis, rent calculations and traffic forecasts.

Solid, professional, and impeccable.

After reading the report, Lei Guoliang said to Lu Chaoyang, "Su Wanqing is teaching us what meticulous work means. She doesn't open shops unless she's sure of it, and when she does, she opens shops that can generate immediate profits."

Send her site selection report to Shen Mo and Han Mei so they can learn what precision strikes are all about.

This is a public affirmation of Su Wanqing's strategy, and also an invisible spur, directing the other two regional commanders who are known for their speed.

Unlike Su Wanqing's composure, Shen Mo immediately went into a state of total mobilization after returning to Yangcheng.

She moved the South China regional headquarters directly to the newly established luxury residential service center in Zhujiang New Town, implementing a front-store-back-factory management model.

Shen Mo's plan for 100 stores will proceed in two phases:

The first step was to optimize existing resources. She dispatched multiple teams to conduct surprise inspections of nearly 60 existing stores in Guangzhou and Shenzhen, and scored them according to the new service standards.

Store managers who consistently rank at the bottom for two consecutive weeks will be replaced, and unqualified agents will be forced to undergo retraining.

At the same time, Shen Mo quickly replicated the high-end decoration standards and marketing model of the Chutian Pavilion project in Jiangcheng to the high-end property rental business in Guangzhou and Shenzhen, and launched the Anjia Zhenzu brand. The rent immediately increased by 15%-20%, but the number of orders increased instead of decreasing.

The second step was aggressive expansion. Utilizing personnel coordinated from headquarters and key employees recruited internally, she secured leases for 25 new store locations in Guangzhou and Shenzhen within a month!