Suddenly there was a mourning field all over the place. However, what they didn't know was their psychology of hiding in their comfort zone and refusing to come out.

The standard of recruitment is still relatively high, and the salary is relatively fat, so the recruits are basically experienced veterans. As a skilled KPI workplace siege lion, KPI is their comfort zone, skilled in process, familiar with rules, and even can flexibly use the process to fight against the logistics and administrative departments, and the company's executives can scare the executives to doubt their lives.

Therefore, the arrival of any new system, if no one guides and sorts it out, will be played by this group of workplace elites into KPIs, and play into a system that they are familiar with and comfortable with.

Chu Yuanxi was obviously dissatisfied with this state, but because Xiaokang was officially launched in February, the time was too short, and there was always a run-in period, so he kept holding back and not talking much, although he also guided it, he did not "draw a line", nor did he urge him to do so.

However, it seems that many colleagues are actively and seriously working hard, and then they feel that this is a perfect state, doing the same workload as in the past, getting a lot of money, and having higher expectations for options and bonuses, which is simply perfect in today's environment.

Perfect ghost!

Therefore, he felt that he might as well make it clearer: "Brothers, I know why the OKR system requires time for you to adapt, because you are used to KPIs, used to doing your own thing, and you don't need to receive too much information, and you don't need to endure too many interruptions, or even think." All the distractions are only limited to their own project team, regardless of what the company wants to do, regardless of the status of other teams, so that the concentration efficiency is high, and the KPI completed is also high.

But that's just what other companies are looking for in good employees.

What about the company? This state is not bad, but it is not good, and it cannot achieve the effect of 1+1 greater than 2, let alone far greater than 2. That's not enough for me, my expectations for you guys are 1+1 is greater than 5, 2+2 is greater than 15, understand?

The characteristics of the OKR system are that you must raise your head, you must look at the world outside the project team, you must observe the whole company, you must learn to think about problems, think about who to work with, think about how to show yourself, and let others find you to cooperate.

Don't laugh, the question is serious. It involves the question of how the interests of the company and you individuals are distributed.

Being constantly bombarded with a lot of information at work will of course reduce your personal efficiency, which is the disadvantage of KPIs, and humans laugh when they think about KPIs. However, the company is highly efficient, and it may fall at the beginning, but it will definitely be much higher in the future.

So what do I think about first as the number one leader of the company? Obviously, I am thinking about how to make the company efficient! You yourself have a very good performance, you have been promoted and raised, but the company's development cannot meet expectations, can this work? No, I can't tolerate the company working for you, and then you still feel that you deserve it, you have worked hard, this is all you deserve, no.

My obligation is to get the best reward when you work hard in line with the company's growth needs. Instead of you improving your efficiency by lowering the company's standards, and then giving you more bonuses, there is no door. It's easy to understand, right?

Before the well-off grass creation, I didn't care about myself in the first four months, I need to give everyone some time to run-in, but it can't be infinite. What I want to make clear to you today is that please immediately get rid of the bad habit of working hard in the past, and the team leader of each project team is the same, you first need to show your project team members to your colleagues, explain your own abilities and preferences, and not engage in an independent kingdom to block information communication.

In the future, if you engage in an independent kingdom and use your busy work as an excuse, I will not ask the reason, and I will warn you for the first time and deal with it the second time, because your ability does not meet the company's requirements for management.

The online content project that I personally led was imperative, and the advantages of the OKR system had to be revealed. Everyone must keep in mind that they should not think about what group they are, what they need to consider is how to complete the task package, what you can do, and most importantly, who to work with! Who to do together is the most important, each project leader is not allowed to set up obstacles to prevent employees from spontaneously forming across projects, and I can afford a certain degree of efficiency decline in the initial stage. I'm done, do you have any questions?"

Chu Yuanxi's words were relatively harsh, but he didn't get angry, because the reactions of both employees and project leaders in the previous months were actually normal. Being irritated by the normal reaction of a normal person and getting angry shows that he does not have a little B number in his heart, and he cannot find his own position.

Especially project managers. Many high-growth enterprises do not pay attention to the work quality of middle managers, for example, when promoting cadres, they usually look for people with strong work ability, while IT companies usually promote the main program as managers, whether it is an APP or a mobile game.

But the problem is that those with strong work ability may not necessarily be able to manage, let alone think, and it is even more difficult to consider from the perspective of company strategy. If you want to achieve a more ideal state, you must need professional training, or targeted training in the work.

Especially well-off.

There are also some companies using the OKR management system in China at this stage, after all, it is an advanced method from Silicon Valley, and dynamic startups like TMD are already using it. However, there is almost no understanding of this system in essence, and most of it is used as a supplement to key performance management, which is not substantially different from KPIs.

The degree of OKR is definitely far deeper than the average, which is equivalent to an explorer in a certain field, that is to say, it is difficult to find people with a lot of advanced experience in this direction.

In terms of effect, jobs such as logistics and warehousing, content moderation, etc., do not require OKRs, and KPIs can be perfectly adapted to management needs, but intellectual jobs are not. There may be ten different ways to solve the intellectual type of work, just like a math problem may have ten different solutions, how to choose? Sorry, the company has OKR, so I don't care how to choose, only pay attention to the completion of the task package, and the specific way to choose which way to solve the task is a problem that the task owner needs to consider.

That's why OKR task packs encourage competition and encourage multiple teams to apply at the same time. If a team chooses a path that consumes a lot of company resources, it will definitely be unsuccessful, so the applicant will naturally consider all aspects, not only how fast it should be, but also how economical it is, and this is how efficiency is raised.

The advantage of the OKR system is to let everyone understand everyone, and even understand what resources the company has and the value of these resources, so as to maximize the mobilization of work energy. Chu Yuanxi's first step in targeted training now is to develop the habit of cross-group employees, which is why he must be in charge.

If employees want to be familiar with the cross-group system, they must first cross their own immediate bosses, and how can they cross the past without Chu Yuanxi Town? But once they get used to it, the key is to let the project managers get into the habit of not keeping their own one-third of an acre of land, and they don't have to take charge in person in the future.

The Zhongtai system is precisely the strategic advantage of the OKR system.

One of the big problems with the middle office system is that the general rule in start-ups is that the department responsible for making money has high bonuses. There is no problem for project-based companies, because the products that make money are usually two departments, the R&D team and the operation group, one produces and one sells, and the success of the project is, of course, the two groups share the bonus first. Moreover, the most eye-catching problem of "how much to share" is the easiest to solve, which can be divided according to the proportion of turnover, and can be determined by indicators such as the number of users, such as DAU.

However, the reorganization is the front, middle and back office, and the middle office part of the service is not directly profitable, how to pay bonuses? The key is how to set the KPI? The number of new users you pull has nothing to do with your middle office, at least it has no direct relationship.

Taking a game company as an example, the project team can use KPIs to plan the bonus distribution plan to make money, and the same is true for the operation department, but what about the engine department? The department that provides the engine to the project team usually has a much lower bonus, but the basic salary is higher. This is distorted for the company, because if the project team does not make money, the high salary of the engine can even drag down the company, but it has to be done, otherwise the engine siege lion will not do it.

In fact, the Ba Ren Group also has a similar problem, the historical legacy of the project team of "Out of the Troubled Times".

A large proportion of the program apes in this project team were transferred from the fruit research and development imperial capital group collectively, they used to make game packages, which is equivalent to the outsourcing technical services of game products, not the middle platform is better than the middle platform, the service is provided, and the work content of the middle platform is different but the nature is almost the same.

When they entered the company, Chu Yuanxi gave a choice, whether to maintain the high salary in the past but the bonus ratio was reduced, or the salary was reduced, and the bonus ratio followed the normal logic, that is, the salary and bonus were all according to the recruitment level of Ba people's employees. The expectation of bonuses is different, so that the personal choice is also different, and later "Out of the Troubled Times" made a lot of money, but the difference between the two program apes with the same type of work can be as much as 40%, and the contract salary is at a great disadvantage compared with the bonus.

For this matter, several of these program apes communicated with Zhao Jie, but Zhao Jie did not dare to blind Jaguar to change the salary, although he was the CEO, so he made trouble with Chu Yuanxi.

Chu Yuanxi gave a standard reply: the next project will be adjusted.

Of course, this answer is disappointing, because is the next project guaranteed to be successful? As a practitioner in the game industry, there are many ups and downs in making money and losing money, and only the current money-making project is the most attractive. But Chu Yuanxi smiled at the time: "What is the beauty you think! It is impossible to increase the bonus ratio for you, and if you are promoted, wouldn't the colleague who chose the high bonus suffer a big loss?"

However, the OKR system can completely solve the drawbacks brought about by the middle office system, because when assigning task packages, the package contains options and bonus distribution plans. Then the person who sets the reward criteria must consider the actual work results of the employee, not whether the project is directly facing the user, or how much money is earned. The person who receives the package is completely in a state of buying and leaving, and there is no need to ask for an adjustment of the reward method afterwards, it is their own choice.

Therefore, Chu Yuanxi's harsh words are actually for the good of these Zhongtai members, of course, if they want to feel this good, it will take a year.

After talking to each other for a while, Chu Yuanxi continued: "If no one asks me questions, I won't treat it as a problem, and if there is a problem, the welcome meeting will communicate later, I estimate that there will be problems for most of the next half a year, don't be embarrassed." I've always been very polite about how to improve the efficiency of the company and conserve resources.

So the next question, the problem of combining LBS and VR games. You've seen the documentation, and the first thing I want to explain is not how to do our game, but the market and user needs.

Since you are required to enter the state of OKR, the way we communicate will also change a little in the future, so I will first take you to see the wonderful world outside and think about problems from the perspective of the company.

Someone just asked, why not LBS and AR? That's a good question. Both "Pokemon" and "Let's Hunt Monsters" are very successful and very profitable, even more profitable than the Ba people's "Out of the Troubled Times". But Xiaokang is not a game company, you can't have the illusion that you are a game next to it, we are a convenience store, and making money through games is not our purpose.

And we are well-off at present, we do not have the ability to make gamer money through LBS+ augmented reality, one of them makes a lot of money with one of the world's largest IPs, and the other with the world's largest social chain, we don't have a single hair.

So the games we make are for the well-off system. And then what we do, and why we do it, which is the potential needs of users. ”

"Wait a minute, Mr. Chu, how do I feel like a Monopoly man in your "City Treasures?" Su Gu, the boss of the APP team, suddenly raised his hand, "Turn the real map into a game world, take the map to buy land, use the cycling path to mark the user's LBS system, and use health coins to buy land and building materials, do you have to charge other users' land tax?"

"Hey, you're very keen on this benchmark, and you really feel like a Monopoly, but you don't charge other users' land tax. This is called 'value incentive', and we will talk about the specific gameplay later, first talking about the purpose and function.

Everyone has noticed that "Pokémon" and "Let's Hunt Monsters" are popular and profitable, but the resources they need are too powerful for us to copy. What I want to introduce to you is that as early as 2014, there was a popular LBA+AR game abroad, and it was an original IP, called "Ingress". This game can be regarded as the originator of putting AR elements into LBS, and it was once very popular, saying that Megatron is a little worse, but there is a chance to establish its own dimension. ”

As he spoke, Chu Yuanxi flipped the PPT, showing screenshots of the game. Some attentive people in the audience noticed one thing, that is, Chu Yuanxi almost never uses PPT, at least not for them.

One is that Chu Yuanxi's PPT is very bad, so bad that it doesn't look like an entrepreneur at all, if the PPT of an ordinary entrepreneur is made like this, he will definitely have to go back to work;

But today, Chu Yuanxi actually prepared a PPT, although it is still very perfunctory, but it has already shown considerable sincerity! It also shows from the side that today's meeting is unusual.

I only heard Chu Yuanxi say: "But "Ingress" has several flaws that restrict its further growth, and it is a pity that it finally fell in front of the threshold of success." You must know that this was an epoch-making product at the beginning, redefining the player's sense of space and operation, interacting the game world with the real world, and developing the social relationship in the game offline. This was something that no other game could do at the time.

Why do I want to focus on this game? Because I analyzed the reasons for its failure. This game has good technical skills and a good entry point, but the pit it it it stepped on was so deep that it got trapped. But if we can get through these pitfalls, from a project perspective, we'll be successful, because these pitfalls are the pain points for LBS games. ”

As he spoke, he turned the page again, only to see several sins of "Ingress" listed in the PPT:

1. Sociability is not enough. Gamers are generally lazy, and the motivation for strangers to meet offline and cooperate is insufficient, and the novelty is cold after it passes.

2. Lack of goals, lack of "activities" after players log in to the game. Players need to go to the Facebook community and post to organize a meetup.

3. There is no value incentive. Because this is a game based on a realistic map, its values are different from those of a normal game. Since it brings players back to reality, the rewards that players get should also be related to reality, rather than traditional game items, in-game currency, and other gift packages. In this way, players can be pulled offline for the experience.

Seeing this analysis, Zhou Mingjun blurted out: "Make a date! Let the player make a date, and all three problems have been solved!"

"That's right, Momo should take this game over. ”

"I've heard of this game, and there are quite a lot of copycats in China. It's a pity that I didn't expect to solve the problem hahahaha-"

"We're not going to make a dating game to help the well-off, right?

Suddenly, there was a lot of discussion below, Chu Yuan Xixin said, What are you sand sculptures thinking? Give the old man a little serious, hey! Zhou Mingjun, how strong is your demand for dating so quickly to think of your own pain points?

"You guys are more harmonious, now that Momo doesn't even advertise a date, do you still want to hit the muzzle?" Chu Yuanxi clapped his hands, "Seeing that your thinking is so active, I decided to change the way." I'll leave you a simple homework, if I say that the purpose of making this "City Treasure" is to promote mobile payment, may I ask, through the company's existing resources and product architecture, how can this project achieve its goals. ”

The boys below suddenly looked like they were all lying down, even Zhou Mingjun was no exception. Cao Xiang didn't come to today's meeting, because first, making this product has nothing to do with the blockchain;second, even the output of health coins is not currently produced on the chain, and the time for his meritorious service is later;third, he is one of the few people in the well-off who has fully understood the OKR system, and he doesn't need to be tested.

However, Chu Yuanxi estimated that someone would soon go to Cao Xiang for advice.

"Here's a key hint for you. He finally said: "Value incentives are one of the most attractive points of "City Treasure", and the key is that users get actual benefits and value enhancement." Today, Monday, Wednesday before noon, you should work hard, there will be an option reward for correct answers. ”