Dawn of Life

Zhang Wei scratched his head sheepishly, realizing that his reaction earlier had indeed been a bit exaggerated. But what could he do? Times change, and in the workplace, one must be flexible and adaptable.

Seeing Lin Yue sit down, he said with a big smile, "President Lin, I am really happy about your promotion to director. After President Qin left, the department was leaderless. It only feels like a team now that we have a director."

Seeing that the atmosphere had been set, Lin Yue went along with Zhang Wei's words and exchanged pleasantries with him, saying, "I've just taken office and still need Teacher Zhang's support." After a few rounds of mutual flattery, Lin Yue did not forget that the main point of today's conversation was to give him a little nudge.

Lin Yue stared into Zhang Wei's eyes and said earnestly and seriously, "We're a team, and our interests are always intertwined. My performance is partly due to your efforts, and your performance is also due to me, so we need to support and help each other."

At this point, Zhang Wei frowned slightly; he understood the key point Lin Yue was trying to make. But he quickly nodded in agreement, saying, "Yes, yes. Don't worry, Ms. Lin, I will never hold our team back."

Lin Yue squinted and said with a smile, "Actually, the main reason I got promoted this time is that I've been with the company longer than you. I've been here for 7 years, and you've only been here for 3. President Sheng is very careful in his hiring decisions. I heard he even did due diligence on my team, so I guess everyone's feedback on me has been pretty good."

Upon hearing this, Zhang Wei paused slightly, unconsciously shifting his gaze away from Lin Yue. He understood the implication in her words: she knew about his underhanded dealings, but they were futile. Furthermore, he lacked the necessary qualifications for the director position and would need to wait a few more years.

Through this direct confrontation with Lin Yue, Zhang Wei became even more determined in his strategy: to work discreetly for now, observe the situation, and then seek other methods. Therefore, when Lin Yue mentioned that the focus of the upcoming training would be on team sharing, he readily agreed.

Simply put, it involves using each business team as a sharing unit, with team leaders sharing professional courses based on the team's needs.

Lin Yue had two purposes in doing this. First, she could take the opportunity to share her insights with the HR team. She couldn't directly talk to the managers one-on-one, as that would make people think that she, as a newly appointed boss, was overstepping her bounds.

She needs this setting to subtly convey some of her management philosophies. Of course, she could also talk about it in meetings, but that would seem deliberate. Besides, Shengxing is present at almost every meeting, so there are some things that are not convenient to say directly in the meeting.

The second reason was that she had just taken office, and although she had important projects on hand, this wouldn't change because of her promotion. Therefore, she needed a more prominent way to highlight the changes after her promotion, and when she proposed this idea to Shengxing, she said she would share it after get off work. This satisfied the employees' need for learning and skill development while also achieving the overtime atmosphere Shengxing desired. Shengxing agreed without hesitation.

On her way home that evening, Lin Yue stopped at a fruit shop and bought a few pounds of Sunshine grapes and a durian, as these were Liu Cuiying's favorites. She planned to have a good talk with Liu Cuiying about Xiao Yu's problem that night.

As she opened the door and changed her shoes, she said to Liu Cuiying in the kitchen, "Mom, I'm home from get off work. I bought your favorite fruit and put it on the dining table."

Liu Cuiying turned to look at Lin Yue, a happy look flashing across her face, before she quickly frowned and said, "What do you mean by 'I like to eat this'? It's like you don't eat it at all. If I like to eat it, I'll buy it myself. Don't say later that I've spent all your money."

Lin Yue was speechless. She really wanted to confront Liu Cuiying and find out when she had ever said "she spent all the money." Sometimes she even suspected that Liu Cuiying had paranoia; her inner monologues were just too much.

She sighed and went to Xiaoyu's room. Seeing him doing his homework, she bent down and kissed him on the cheek, softly asking, "What happened between you and Grandma this afternoon? Why did you say you didn't like her?"

Xiaoyu was focused on doing his homework, not even looking up, and said casually, "I forgot too, it's just that she's always yelling at me."

Just then, Lin Haifeng walked over and overheard Lin Yue and Xiao Yu's conversation. He sighed and said, "That's just how your mother is. Just listen to her and let it go in one ear and out the other. Just ignore her."

So that night, Lin Yue didn't discuss education with Liu Cuiying. She thought she should wait and see; perhaps it was just Xiao Yu's momentary reaction, and she shouldn't take it too seriously. Then she focused all her attention back on her work.

On the surface, the issue of team cohesion seems to be showing initial results. She managed to manage two troublemakers in the team, Zhang Wei and Qian Minmin, and then gave an internal sharing session on "leadership" to the team, which was even more effective than expected. She had done extensive research and preparation beforehand.

The presentation focused on leaders' self-cultivation and how to motivate and empower team members. It cited numerous positive examples of loving relationships within the previous HRBP team, seemingly to support the theories presented in the presentation, but in reality, it was self-promotion. After the presentation, the presenter successfully cultivated an image of a manager who is understanding and considerate of subordinates.

However, as a middle manager, managing the team well is only a small part; the most important thing is to meet the needs of superiors. Especially with the current power struggle between Shengxing and Liu Zheng, Lin Yue soon faced new challenges and deeply understood the difficulties Qin Lan had faced in the past.

In order to establish the company's brand image, Shengxing plans to open offline stores in first-tier cities and display the works of some of the company's top artisans in the stores.

To highlight the brand's character, the location must first be in the most bustling and culturally rich area of ​​the city, such as the Bund in Shanghai or Wulin Gate by West Lake in Hangzhou. Secondly, the interior design must be tasteful; in his own words, it should exude understated luxury and reflect the beauty of traditional Chinese culture.

Shengxing's idea is logically very reasonable. Only such stores can be positioned as "experience spaces" and attract wealthy people to visit. In addition, by regularly holding offline events in the store, traffic can eventually be driven to the APP.

The problem is that such a strategy requires substantial funding, as rental costs, renovation costs, and event expenses are all significant expenditures. Therefore, Liu Zheng voiced his opposition, wanting to tap into a younger user base through online operations, even though this demographic generally has lower purchasing power, their numbers are substantial enough.

After arguing for a while, the two agreed to a compromise by Liu Zheng, who agreed to first pilot the program in Shanghai and Hangzhou, and then expand it to other parts of the country if the data was good.

But in reality, he was quietly hindering the store's opening process in other ways. For example, he was hiring an excellent store manager, because according to the plan, this person had to be in place first before a series of preparatory work, such as site selection, decoration, and product selection, could proceed smoothly. In this way, Lin Yue successfully found herself caught between the two bosses.

According to the company's recruitment process, Liu Zheng conducts the initial interview for directors and above, while Sheng Xing conducts the final interview. However, since the two have different perspectives on the store's positioning, their recruitment profiles will certainly be different.

Shengxing wants to recruit industry leaders with cultural depth like him, while Liu Zheng wants to find newcomers to the cultural circle with innovative ideas like him.

So when Liu Zheng passed the interviews, he passed them on to Shengxing. Shengxing's face fell when he saw the resumes, and he said sternly, "What's wrong with you lately? You can't even hire a store manager?"