During this time, Yin Jie has been pondering Lin Quan.

Lin Quan's performance after his inauguration proves that the judgment he made after the interview is quite accurate. The conclusion is: it is best for this person not to use it, and if you have to, you can only use it with caution.

On the premise that he asserted that this person was not suitable for LS work, Ning Haoran transferred him to his command, which could not but be said to be a challenge.

Yin Jie was actually quite suspicious of Ning Haoran's intentions in this move, maybe he was deliberately doing this to disgust her? The price should be worth the effort to guide the forest tenure efforts rather than the consequences of keeping Christina behind. The transfer of Christina is equivalent to cutting out the source of chaos within the department. She was not worried that Christina's stay in other departments of the company might bring more trouble to herself, with Ning Haoran's trust in Christina, and Christina's "strength" of disrupting the world without chaos, transferring her to other departments was just the next necessary link to send her out of Ning's company. Yin Jie didn't believe that the head of other departments would be as merciful as himself.

As for Lin Quan, although his shortcomings are more scary, it is still feasible to use it cautiously in the short term. As for whether to really include him in his team, Yin Jie is not hopeful in principle. Of course, if after a period of training, he can keep up with the pace of other people's work, and most importantly, he can really understand and correct the frightening problem.

As for now, since he is a good man, it is natural that he should work actively and have the spirit of hardship.

In view of his shortcomings of overflowing empathy, Yin Jie felt that it would work to help him draw clear boundaries of work if he used it for a short period of time.

It's just that, for the sake of the harmonious environment of the team, it is necessary to avoid arousing his disgust while drawing a line. Therefore, Yin Jie needs a chance, a chance for Lin Quan to make mistakes, an opportunity to help him analyze and summarize, and then take decisive measures to correct the deviation.

Yin Jie believed that Ning Haoran was also paying attention to this matter.

It is easy to remove Christina this time, but for this man who is extremely proud and confident and thinks that "everything is under control", it will cause discomfort to a large extent, and may even lead to a lot of suspicion, and it is very likely that Christina's various foreshadowing to replace Yin Jie will play a role at this time. Therefore, in order to avoid estrangement with the boss, Yin Jie reminded himself that he absolutely needs to maintain a good communication frequency and communication efficiency with Ning Haoran, and his own work must be done well, and the training of forest rights must also be in place.

Her conjecture was correct, and Ning Haoran was indeed concerned about the matter. Through the Nanjing meeting, Ning Haoran had a preliminary understanding of Evita's capabilities, which also proved that Sharon's recommendation was justified. He was very happy to discover such a general, and at the same time, he was also very happy to find the contrasting and cute side of this girl who was full of books: delicate on the outside and tough on the inside. In his eyes, this girl not only has a very clear work idea, but also has strong execution and good communication skills. It is very likely that if you use it properly, you will be able to renew your LS contract, and it is not impossible to even get a 5-year contract. What's more, since joining Ning's, Evita has always been respectful of her work attitude, and she has reported everything she has and has a very respectful attitude, which is very good. Ning Haoran is not familiar with LS's business, and he does not intend to interfere with the work of the LS team rudely, he would rather choose a capable, able and trustworthy person to be in charge of this part of the business.

To his dismay, Christina had reported that this person was self-respecting and could not tolerate different opinions. This assessment made him mind very much. He made careful observations before and after the Nanjing meeting, and found that when it came to work issues, Evita was quite aggressive in communicating with colleagues, which was inappropriate and could lead to disputes within the company. He was going to take a chance to remind him. He didn't see the situation Christina reflected, of course, in terms of the grievances between these two people, only Christina knew best how much subjective and how much objective. He didn't care about this, because his evaluation of his generals relied more on his own eyes, and he trusted his own judgment more. That red line is clearly and clearly there, and it is impossible for Evita to be so clever that it is not clear: it is okay to establish a credible leadership image in front of subordinates, but it is absolutely not allowed to establish a "state within a state" in the Ning clan!

Christina is gone, LS is short of people again, and Lin Quan is the only person who can move in the performance department at present. After spending some time in the performance department, the director, Alim, desperately wanted to kick him out. Now put him in LS and see how Evita trains him. It's good to be able to train it, but if you really can't train it, then give up.

... ...

Laszló Bock (Google CHO) once said in Redefining the Team: The worst employees are most likely to be misplaced geniuses. The bottom 5% of employees should be identified on a regular basis and provided with a range of training and coaching to help them build their job capabilities.

The bigwigs are certainly justified, although it is highly likely that most companies will not be able to afford the time, money, and labor costs of this series of "rescue" actions.

For Yin Jie, Christina's mistake taught her that she should not make a judgment in a hurry, but once she has a judgment, she should abandon the luck mentality.

Now that she has a basic judgment of Lin Quan, she tends to put him in the position where he is least likely to make mistakes. Then, through constant supervision and correction to urge him to complete the work. Since Mr. Ning took Lin Quan as an exchange for Christina's transfer, there was no way to let him leave in a short period of time.

The days are like rain dripping into the sea, falling drop by drop, splashing small ripples, and then disappearing silently.

During this period, Yin Jie led the LS team to further lock the target customer groups in 8 subdivisions of five major industries, including machinery, medical and pharmaceutical, and auto parts, and circled a group of potential customers who are basically consistent with LS's work goals. In addition, they not only standardized the basic information, behavioral characteristics, and business conditions of the target customers, but also established the target enterprise archives according to the survey results, and formulated the corresponding rules and regulations for customer management. LS's client profile contains a comprehensive set of contents, including the company's operating conditions, strategic decisions, industry evaluations, etc., as well as information about the target company's senior management (especially overseas investment management leaders and decision-makers), contact information, interview records, and even family members, birthdays, interests and preferences as much as possible.

Mr. Ning praised the work and praised Yin Jie's team for more than 10 minutes on the phone with Erdmann. Because Yin Jie maintains a good reporting habit for him, he can't do anything at the project work meeting at 8 o'clock every Monday, and he will communicate with him in time when he encounters new problems and ideas in his work. Therefore, he has a very clear grasp of the progress of Yin Jie's team. Although he is still not good at this area of the business, this kind of positive interaction of the reporting mechanism actually ties him to the LS team closely, allowing him to be truly involved in the LS project.

As a result, when communicating with Erdmann about his work and later negotiating a contract extension, he was very confident and had all kinds of data at his fingertips.

And that's not all.

Lin Quan was replaced, and the LS team was unable to find a candidate who met Yin Jie's "demanding" requirements. In desperation, Yin Jie could only try to give Lin Quan more work to his colleagues who continued the operation method of "small steps and fast running". In order to avoid him from making the same mistakes again, Yin Jie used "process supervision" and "stage summary" to the extreme.

After a period of running-in, Lin Quan finally opened up a little, and seemed to finally understand Yin Jie's painstakingly emphasized work style and customer service attitude, and there was no inexplicable "self-sacrificing" behavior in the past month. In addition to this, his work at LS has also improved. Although he is still less efficient than Flora, he is finally able to complete tasks on time and independently, the quality of his work is up to standard, and he is willing to complete the work assigned to him diligently. That's a lot better than Christina. After several times, Yin Jie was inexplicably moved, and involuntarily looked forward to the future development of forest rights.

Maybe your judgment is not comprehensive enough?

Flora still makes some low-level mistakes from time to time, but it's a lot better than it used to be. After tirelessly pointing out and refuting the mistakes again and again, Yin Jie finally lost patience and adopted the "sub-project responsibility system" method, which has achieved remarkable results. After a few big hits, Flora finally realized how much Accuracy was important in quality LS work. She began to take the initiative to suggest cross-checking the project results with Lin Quan, which not only reduced the error rate, but also helped Lin Quan to a large extent to familiarize himself with LS work. In addition, in places that she herself did not realize, her expression skills, fear of training skills, and teamwork skills were improved, which contributed to her personal growth to a certain extent.

Yin Jie was very pleased. In response to the problems exposed by this period of work, she began to develop a job skills training plan.