Liu Lu's life is better, because she participated in Xiaomi's share buyback in 2014, when Xiaomi was valued at $45 billion.

People are so strange, 45 billion $ is unimaginable for a four-year-old non-listed company in the eyes of calm people, and for Xiaomi employees at that time, almost no one was willing to sell short, they all felt that it would rise, and everyone didn't realize that this year was the peak of Xiaomi's life.

She joined Xiaomi in 2011, and Xiaomi also implements 20% options every year, so as one of the few people who are willing to short sell stocks in 2014, even if she only cashes out 60%, she is already a winner in life and has achieved financial freedom.

This is also the reason why her mentality has always been so relaxed later, making a right decision can spend half her life playing the dust, or realizing a greater self.

Liu Lu is going to talk about corporate governance and performance structure today, take out a report, and open the first page: "I plan to follow the example of Big Dog Dong in recruitment and use the 25 principle, what do you think?"

The so-called two-five rule is one of the more famous ones in Goudong's recruitment, which only recruits people who have worked in a company for more than five consecutive years, or who have worked in all previous companies in their careers for more than two years.

She didn't expect this first item to be frantically denied by Chu Yuanxi: "No, no, definitely not." ”

"Why? Isn't Big Dog Dong also a company built based on values? You can't deny everything about Brother Qiang Dong just because his personal aura is broken, right?"

"I'm not denying him, I've never looked up to Brother Qiangdong's aura. I want to say that Big Dog Dong didn't use the 25 rule to recruit at the beginning, they have already reached a very high stage before they came up with the 25 rule, do you know the reason?"

"Are you saying that the reason why the two-five rule is recruited is stable?"

"Yes, it is not suitable for the pioneer period, the momentum is poor, and the initiative is weak. ”

Liu Lu frowned: "But Xiaokang must be a big company, have you considered infighting? The stronger the initiative, the easier it is to be corrupted, have you considered it?"

"I've even thought about it, and I've even thought that the harder, more responsible, and more responsible employees think they are, the more they will be appreciated and rewarded. However, the company cannot tell whether the employee is really thinking about the company, or whether he is doing it because of personal interests, factional conflicts, internal strife, or even corruption.

Liu Lu couldn't figure it out: "How do you feel like you have opened a company with thousands of people? Fortunately, I know your resume, otherwise I think you are possessed by some old ghost?"

Chu Yuanxi was embarrassed and stroked the back of his head, and said in his heart You are really right! Fortunately, he can round this question: "Because I was fired from Pengfei Technology like this, hahaha." ”

"Ah yes, you also paid a sum of money for human resources before leaving, 2N+2, and someone gave me this history of science popularization just now. ”

"Who?"

"A man named Chen Qi, who is also a human resource, said that it was your old colleague, Yang Jiangang introduced him, and he wanted to ask me for some verification. ”

"Oh, oh, oh, I know, I asked her to ask Yang Jiangang for verification, this scum ......" Chu Yuan Xixin said Chen Qi, how impatient is this, "That, about internal corruption and infighting, this matter actually doesn't look at momentum." There are many reasons for infighting, and what I can assure you is that you will not appoint any relatives and classmates, so that it will not be easy to fight, and even if there is infighting, it will be easy to deal with. In the future, when people come to me, I will prevaricate them with a solemn promise to my partners. What do you think?"

"The question is that when someone asks you to come here, will you keep that promise?"

"Don't you know that my six relatives don't recognize me?"

"In this case, it is better to set it as the company's articles of association, and no one can introduce relatives and classmates to the company, although it may miss out on a certain talent, but the advantages outweigh the disadvantages. ”

"Yes"

Liu Lu quickly recorded it, and then turned the page: "Then, let me make another suggestion to prohibit falling in love within the company, right?"

"It's a bit inhumane. ”

"But it's very harmful. ”

Chu Yuanxi opened his mouth and swallowed half of his words back: "I don't think it's better to be like this, prohibit the management from falling in love, ordinary employees don't be so inhumane, otherwise why make so much money? Only by leaving the company can we enjoy family happiness, which is not what we want to see." ”

Liu Lu nodded: "It's okay, the damage caused by ordinary employees falling in love is not so great." Is there anything else you would like to add?"

Chu Yuan Xi said in his heart that it was strange, he thought of the reality of the world in the original world again. But don't choke on food.

As for the addition, he thought about it and concluded: "In general, we should be lenient and strict, with the bottom employees as a whole and the management as a whole. Middle managers must be accustomed to change, and they must not develop a group of white rabbits and resist anything that violates their interests. The company is composed of many employees, each of whom is a discrete individual with his own thoughts, and it is impossible for all employees' ideals to overlap perfectly with the company, and there must be differences. The benefit of emphasizing corporate culture and values is the ability to adjust this overlap as much as possible, not just superficially. ”

Liu Lu didn't speak, just recorded it quickly, and then flipped through it, "Then let me talk about the performance structure I want to use." According to your requirements, this structure must be non-KPI in nature, and by observing the actual situation of the operation of the Ba people, I feel that the OKR system may be more suitable for you and your company among many non-KPI management systems. ”

"What kind of system is OKR?" Chu Yuanxi was very happy to hear it, finally someone was able to come up with something that belonged to his knowledge gap, this is a very good thing, and it was in vain that he was eager to recruit Liu Lu. At that time, Tsai Chongxin helped Jackma design a clear equity plan and equity incentive, which was the gap in Jackma's knowledge. Chu Yuanxi does not need Liu Lu to do the equity structure, but the importance of the enterprise structure is no less than the equity.

"OKR is the goal and key result, and there is still a lack of successful application examples in China, but there are already many practices in Silicon Valley companies. I changed it on the basis of the Silicon Valley company. Liu Luxin said that you want to be "great", then give you a great framework, as for whether you have the ability to control it, it is not good, it depends on whether your ability can be as strong as your mouth.

Chu Yuanxi didn't speak, quietly waiting for Liu Lu to popularize science, Liu Lu was not polite, standing in front of the blackboard and writing a few lines:

1. The company releases the task, the employee receives the task, and after the completion is completed, the relevant leaders will evaluate it, and finally issue the task reward according to the percentage of completion and the available value.

2. The management changes from managing employees to evaluating and serving employees, giving employees full initiative and freedom, and allowing employees to combine freely.

3. Tasks have time requirements, and so do rewards.