"Corporate ...... Culture?" He couldn't think of the answer at all, "How can you manage a big company with such an illusory thing? We're talking about a 'big company', a company with at least 10,000 people." ”

Chu Yuanxi finally waited for his opportunity to speak, explaining: "In my thinking, this company is organized into three systems, store and logistics system, IT and Internet technology system, and economic system.

The latter two are okay, they can be managed nearby, and the stores and logistics system are the most expensive and the most difficult to control. Employees are scattered all over the country, many of them have never been to the headquarters, or even to the imperial capital, how to instill the company's values and service attitude to customers? This is the most difficult point in my opinion, and it is not a problem that can be solved by KPIs. Therefore, it is hoped that a set of incentive system will be established as the core. ”

"The incentive system is the core?" Cai Quan wanted to shake his head, isn't this still the fallacy of DKP?", "It has been said that only the incentive system has clear drawbacks! Only rewards are not punished, and employees will be lazy after getting the reward, no matter how big the reward is." When a person is still a dick, he feels very happy and motivated to get a bonus of 100,000, but after he has already taken two hundred thousand, the next 100,000 is not attractive to him, and he can't get the reward of 200,000 yuan."

"yes, I know. If there are not such drawbacks, why do we need strong human resources elites? Isn't the role of human resources elites to fill the loopholes in this incentive system?"

Cai Quan choked hard, and found that Chu Yuanxi was not targeting him...... Why is this person so naïve? The key is why the company is doing quite well? It is said that there are more than 100 people, and the problem should have appeared at the right time! It must be because the time is still short, so there is no problem for the time being......

If it weren't for Chu Yuanxi's plan being big enough and very talent-eating, it would indeed be attractive to him, and he would have gotten up and said goodbye at this time.

Yuan Yu thought it was quite interesting next to him. Cai Quan is also a very high-spirited person, especially since he is not a senior employee of the 26 major factories, but jumped from the blue bear, but he can sit in a high position on the 4th floor, which can make him terrible. Therefore, when the elder brother Yuan Jing knew that he had the idea of starting a business, he also organized several bureaus for him, but he didn't like it.

It is said that this kind of person who has no entrepreneurial experience, Yuan Yuan feels that it is not particularly suitable for Chu Yuanxi's convenience store bicycle plan, because Chu Yuanxi's plan is relatively large, and it is best to form a group of people with entrepreneurial experience. However, human entrepreneurs are scarce resources, so Yuan Jing still suggested that Yuan Quan give it a try, saying that Cai Quan must be able to see this project, and the convenience store bicycle plan can attract 99% of entrepreneurs from the scale.

If Chu Yuanxi establishes the company first, and then recruits the elites on the human resources line, there will not be so many problems, that is, recruiting senior employees. However, Chu Yuanxi needs to build up the human resources line in the original state, so that the demand for human resources elite entrepreneurs appears.

So today is the Demon King Fighting the Demon King, Yuan Yu came to see the play, and then found out that it was not in vain. Before, she didn't understand why Chu Yuanxi had to find a human resources elite as a partner before the company was established, but now she understands that the convenience store bicycle plan does have an insoluble contradiction in Chu Yuanxi's design, and it is fundamental and institutional, and such an elite is needed to solve it.

However, there was a question she still hadn't figured out, and she felt uncomfortable if she didn't understand it: "Chu Yuanxi, why do you think that you can't solve the problem of controlling employees by relying on KPIs? So many national and even global companies can, but you can't?"

"Yes, I didn't say I can't, but the user experience is not good. Chu Yuanxi is not afraid to say this in public: "Our plan, the offline part is essentially front-end user + experience, back-end cost + efficiency, and it is a store opening model with supply chain services as the core." Therefore, we should burn money on user experience and burn user experience out of the moat, which is the core demand. Do the global companies you mentioned have this need? They don't, so they solve the problem with simple and crude KPIs, and we have to fight for management capabilities and human resources. ”

Chu Yuanxi said in an organized and confident manner, so that Yuan Yu still didn't sort out the logical chain very clearly, but still completely believed him. Why is Chu Yuanxi so confident? Because he knows what is wrong. In the original world, the management has dragged the well-off, in which user experience is a big problem, and in the original world, because Chu Yuanxi didn't realize this problem when he started to work, he used the KPI system, and promoted a bunch of old employees and old colleagues to manage the human resources line, which was completely ineffective, and became a big problem.

Now he is equivalent to having a second opportunity to start a business and correct mistakes, and he has figured out where the drawbacks are and where the problems are, although he still doesn't know what is the best, but he will never step on the worst pit again.

On the other side, Cai Quan has already sorted out the wording: "What you said, the problem of corporate culture, can be solved with KPIs." You don't think flat management is better than KPI system, do you?"

"I don't think so. Chu Yuanxi became interested.

In fact, he has never felt that flat management is "higher" than the KPI system, and if he thinks so, it is equivalent to saying that everyone else is stupid. The concept of flattening has long existed, and there is no secret at all, if the system of flat management is better than the current system of major companies, then why don't people use it?

Each architecture has its own strengths and weaknesses, and each system has its own opportunities and dangers. Even if the personality and working style of the founder are different, the applicable system will be different.

It is appropriate for the current stage of flattening, so Chu Yuanxi advocates flattening, and when the KPI system is more needed in the future if there is a large company disease, he can also implement the KPI system. It's just that at this stage, the damage of the disease of large companies is greater, and Chu Yuanxi needs Ba Ren Entertainment to make money immediately, rather than stabilizing (nei) and fixing (hao), so flat management is needed.

"That's fine. Cai Quanyi clapped his hands, "Wolf culture + KPI system can completely solve the front-end experience problem you said." ”

Chu Yuanxi lay down in a big groove: "Wolf-sex-culture?"

"Yes, I think the current situation of Ba Ren Entertainment is very good, it is very wolf-like. Cai Quan talked eloquently, "I personally admire wolf culture very much, and I was like a fish in water when I was in Baidu." Of course, my departure from the 26 major factories is due to the great changes encountered this year, and there are also my personal factors, which are too lacking in wolf nature. ”