Liu Lu probably guessed why Chu Yuanxi needed her, and needed her to do a good job when recruiting, recruit people who are in line with the corporate culture, pay attention to guidance when employing people, and make people who do not meet the corporate culture at a loss. This is much more difficult than designing the structure and hierarchy of the company, because you need to put your energy into it all the time.

The only question for her now is, what kind of corporate culture is it? Corporate culture is easy to say, but it is intangible, it is difficult to quantify, and it must be asked.

She has a lot of questions she wants to ask, but Chu Yuanxi has to broadcast live after dinner, so she can only pick up the important questions first: "You just said that you want to give employees time, but the performance exceeds 996, what kind of corporate culture is this?"

"This is not a contradiction, a team with combat effectiveness can fight a tough battle at any time. I hope that employees will work overtime to earn a lot of bonuses when they are busy, and have time to recharge themselves when they are free, so that they can work better overtime in the future. The kind of 996 weeks a year, I can't let employees take a shower once a month, we have to be clearly different from them. ”

Chu Yuanxi didn't care about the time, stood up and walked to the front of the blackboard and wrote while talking: "Let's put it this way, I hope that the employees of the company can make charging a habit, this is your task." To keep employees busy is to get them used to not growing every day, because 'busy' is a good reason, and 'not growing' is a comfortable state. It is more difficult to grow than not to grow, so the environment must be biased towards growth. Therefore—"

After a long tone, Chu Yuanxi wrote hard: "Employees must have continuous incremental growth when they rise in the workplace, and this must be used as a performance appraisal for you, and employees must be given time to grow, and low-level employees must see tangible growth." ”

In fact, this is where Ba Ren Entertainment is not doing very well, because Chu Yuanxi herded sheep by himself and did not implement this requirement.

Liu Lu obviously has her own thoughts: "Ask, why do employees grow? Employees should also give him a raise when they grow, why not directly recruit better and more expensive employees, plug and play? This is much more efficient, and the time used for growth can do more work." ”

"Your approach is suitable for companies that don't have a corporate culture at all, and it's a neutral solution at a uniform pace. And my plan, to stretch the long term, is a benign plan that is getting faster and faster. Just like Jin Yong's martial arts explained, the evil sect's martial arts entered the realm super fast in the front, but it was leveled by decency in the middle stage, and it was completely left behind in the later stage. ”

Liu Lu nodded, because she also had this answer in her heart. It's just a pity that she has never worked in such a company.

I only heard Chu Yuanxi say: "People's thinking patterns are divided into levels, and the more you pay attention to the level in front of you, the lower the level, and stretching the time line can often make your thinking mode go to the next level." In other words, thinking should be based on the structure of time. Why do I emphasize values? Because the timeline is longer when you think in terms of values than in terms of the capability curve and short-term benefits.

For example, if you have a task, the so-called work is a lot of repetitive work and a small amount of innovation, and the marginal value of homogeneous experience in growth is very low. Therefore, you need to design a diversified growth model for employees to expand beyond work, so that employees can grow more in a longer timeline. ”

"Okay, then you deny 996 and say that people are incompetent in management, so what is the management system you are preparing to do? Xiao Yuan talked to me about your flat management and DKP, but I don't think you plan to copy this set in the well-off, otherwise you won't need me. Liu Lu said and took out her mobile phone to take pictures on the blackboard.

"Yes, flattening is unlikely to be used for the well-off, and the management model I have prepared myself can be called 'precision'. What is the flat core? It is the dedication of the entrepreneurial team that is far beyond the normal level, the consumption of the management or the boss of the company, you can understand it as sacrificing energy in exchange for super high efficiency and burning my calories. This is also the current way of operation of Baren Entertainment. ”

Although Liu Lu understands what flattening means, he has no experience in flattening management, so he has to listen to Chu Yuanxi's comparison: "The volume and structure of the well-off can't be flattened, but the efficiency of flattening must be inherited, so that my vision is as long as possible, and I can look down over several levels, which is the precision I envisioned, and you need to design a specific process." ”

"You have that much energy?"

"Nope. If I can't support it, I will continue to do it, and if I can't support it, I will let the management share it, and if I can't support it, I can only take the performance and KPI, compromise with the big company, and compromise with myself. This is a key point where you need to contribute, and you need to be able to find as many capable and like-minded people as possible to help me share the damage. That's why I need a great CHO. How much you can contribute determines how precise the precision can be, I am the brain and the heart, and you are the liver. Otherwise, why don't I rush to find a technical backbone, but to find you in a hurry?"

"Chu Yuanxi, you are simply an angel of human resources!" Liu Lu's mouth expanded unconsciously, and he finally understood what he had obtained his option for. She suddenly felt that her 3% option was a bit small, and she thought it was beautiful before......

"Huh. Chu Yuanxi ignored her spitting, "The appointment of the management, the ability to work is one thing, and whether there is the ability to practice the company's culture is another." If you are very capable but only care about the project, and the interests of the company are the most important in the name, then it will be harmful to the company in the long run, and this is my value. Inconsistent values not only do not share the harm, but also hinder my vision. ”

Liu Lu felt that he had entered Chu Yuanxi's channel, and his thinking was very divergent. In the future, it is difficult for employees to work in such a company, and it is difficult to make a foolish life, and the corporate culture can completely make the employees who touch the fish unable to mix, without raising the whip of performance.

Actually, it's better that way. Many large companies talk about performance, system, and process, giving birth to a lot of old fritters.

As a human resource, she has seen too many fritters, in the 996 company, the older the fritters, the smarter, and if you don't work, you can find new people to take the blame, and use the process to fight the process. She has even seen that because of this kind of contradiction, the new employees are cold, and they deliberately bury bugs in the code, which is simply impossible to prevent, and it is not easy for old employees to mess around? If such a talent comes out, don't think about the whole project.

And the core of Chu Yuanxi's refined management system, Liu Lu thinks it is one word - cross-process.