With the development of Xinchuang Electronics to the point where it has reached this point, even if Lin Qi tries to improve efficiency, it is inevitable that there will be some bloated and bureaucratic.

A few years ago, when the scale of the enterprise did not exceed 1,000 people, Lin Qi knew about every project of the company.

However, with the current scale of the company, the staff of the group headquarters alone exceeds 10,000 people, and the subsidiaries or shareholding companies are all involved, at least 500,000 people are involved. No matter how strong Lin Qi's energy is, it is impossible to know how many people and projects there are in the entire new entrepreneurship department, let alone know the real business conditions of subsidiaries and teams in various places.

Such a huge business empire is no longer energetic and can be managed. In order to coordinate internal resources, the company also had to adopt a large number of management regulations. Theoretically, various management regulations are designed to make the company more formalized and efficient. However, as is often the case, more and more systems are needed to regulate and manage enterprises, which has shown that enterprises will inevitably fall into bureaucratization.

Bureaucratic companies, with a large number of management and employees, are increasingly taking routine tasks as the most important task. As for the company, there is no explicit assessment, most people will turn a blind eye, and KPI assessment is not omnipotent. Setting too high KPIs is not always necessarily to increase long-term competitiveness, and the biggest possibility is that employees only focus on KPIs and ignore non-KPI content. Even, KPIs are set out of reality, which may lead to bottom-up data fraud.

Lin Qi also has no good way to stimulate the potential within the enterprise. After all, this is the inevitable result of any business. At the beginning, the grass platform team, all kinds of systems are informal, there are no rules and regulations, and they are always thinking about how to better seize the opportunity to develop, and that stage should be the most creative period. For example, the initial development speed of new venture electronics is not a growth rate of tens of percent per year, but a percentage of the growth rate, which is directly dozens of times a year.

Today, the new start-up electronics company is still a relatively fast-growing enterprise. But the speed of development is no longer dozens of times per year, or even impossible to grow several times per year, but only an enterprise that grows by more than 30% per year. This growth rate, measured from the perspective of a listed company, is still a company in a rapid growth stage.

In this regard, Lin Qi did not have a particularly good way, not only to maintain the growth rate, but also to maintain internal efficiency.

In the end, only Buffett's management model can be considered, that is, controlling subsidiaries in the form of financial investment. Of course, it is impossible to streamline the core personnel of the entire group like Berkshire, and there are only a few dozen core personnel in the entire group, and a large number of subsidiaries are only responsible for dividends and reading financial statements all year round, but rarely interfere in the operation of subsidiaries. If the invested company does not do well and cannot make it better, then it can only sell the equity of this subsidiary. Through this minimalist management model, Berkshire controls hundreds of thousands of people, but because it basically only supervises and watches, it maintains a steady growth.

Of course, Lin Qi does not plan to learn from Warren Buffett's Berkshire, because most of the companies Berkshire invests in are financial insurance, food and beverage, monopolistic energy and public services that do not need to improve technology. Few products are almost static, and even if they are decades from now, they will not require much investment in R&D, and there will not be much change in the industry. To put it simply, it is the kind of 3-year-old who sees the old and knows that it will still be like this in a few decades, and it may be that as the world grows economically, the business will also rise.

However, this is not necessarily the case in the high-tech industry, for example, in the 70s, was there a demand for routers in the market? No, in the late 80s and 90s, with the popularization of microcomputers and the Internet, routers and other network equipment had a market demand. As for the ubiquity of the Internet, people don't feel the need for wireless routers. However, with the spread of laptops and smartphones, wireless routers also became products with a penetration rate no less than that of computers.

To put it simply, the needs of the technology industry have always changed, just like the people of World War II, it is difficult to imagine the appearance and function of the microcomputers of later generations, let alone the popularization of microcomputers in ordinary people's homes like televisions.

Even now, it is still difficult for people to imagine what the most popular consumer electronics terminal will look like in 20 years!

"In order to maintain the creative vitality of our group companies and to stimulate the decision-making wisdom of the management of our subsidiaries. Lin Qi said seriously, "In the future, we need to enhance project incubation, as well as some very mature and stable projects, and the importance is not as important as the core technology such as Pangu host, XRM architecture CPU, Pangu operating system, etc., we should divest one after another." For example, projects such as Palm Entertainment, Xiaobawang and so on can be operated independently. Our group of companies acts only as equity investors and supporters of technology, capital and channels. But these projects should be independent, and implement a separate equity incentive system or even a listing plan!"

"Boss, don't you want to go out independently?" Liu Zhendong couldn't help but stand up and said, "You know, without the group's technical strength and channels, we can't get to the point we have now." Of course, it's not about seniority, the palm entertainment team is the first to be led by you, and before Pangu Hosting, we have become the company's most important source of revenue and profit. It wasn't until Pangu was listed that we gave up the status of our main business and became a ...... of other businesses."

"Needless to say, Lao Liu, I don't want to drive people away, just to straighten out the development orientation of the group company. The main development direction of the group company is a strategic direction, and palm entertainment can only be regarded as a tactical success. It is impossible for this platform to reach the status of the Pangu platform. Now it's for your own good. Lin Qi said firmly, "It is not necessary to force employees from group companies to become subsidiaries. In fact, there can be a variety of options, one option, do not retain the establishment of the group company, but can retain the equity of the group company, join the subsidiary, and also enjoy the equity incentive system of the subsidiary. Second, retain the establishment and equity of the group company for three years, and still use wages to buy the equity of the parent company every year, and if the subsidiary does not develop well, you can choose to come back. Third, the establishment will be completely converted into a subsidiary, without retaining the equity of the group company, and the equity of the parent company can be converted into cash or converted into the equity of the subsidiary, but the group company promises that if the subsidiary is in trouble within three years, the group company will be responsible for the resettlement. As for the equity of the parent company, employees can retain it, whether they work in the parent company or in the subsidiary, they can become shareholders of the group company. However, if they leave the new venture group and join a company that has nothing to do with us, then they need to sell their shares to the group company at fair value!"

"Okay!" Liu Zhendong said helplessly, "I'll choose the second one!" As an old employee, most of Liu Zhendong's equity dividends are invested in the equity of the parent company. As for the salary, it is only pocket money for his daily expenses. Of course, Xinchuang Electronics Group did not treat him badly, as one of the first seven founding employees, he is worth more than 1 billion yuan. He is also a member of the "1 billion club" within the group company. At present, the number of members of the 1 billion club of the group company is less than 10, and most of them are the first batch of old employees to join the company. Among the seven veteran employees, Li Ruoxi, who is the least valuable, also has a capital of more than 500 million yuan.

For Liu Zhendong, retaining the equity of the group company is where his greatest interests lie. More than seven years ago, he was just an ordinary person, but because he joined the new venture electronics group, a great company with a rocket development speed, he has the value he has now.

Compared with Lin Qi, he is naturally not particularly awesome. However, Liu Zhendong is full of pride in joining the new venture electronics group, after all, at least 10 of the top 20 people in the top 20 of Hong Kong's rich list are related to the new entrepreneurship department.

Outside, Liu Zhendong doesn't need to emphasize his worth of a billionaire, just need to introduce the first seven employees of the new entrepreneurship department, which is enough to make people worship!

"Don't be so pessimistic, Lao Liu, you will always be an employee of the new venture electronics group, for life!" Lin Qi said with a smile, "All the employees who have contributed to the group's $1 billion business are for life, and even if they don't create any benefits in the future, they will not be laid off." Moreover, I am announcing that all employees of Xinchuang Electronics Group, as long as they retain their establishment, we will implement a plan of never laying off employees, and we will arrange some simple work for employees who are not suitable for the rapid development of business. In short, in the future, the establishment of the group company should not exceed 10,000 people! If it exceeds 10,000 people, we need to optimize and streamline! Transform a part of the group's business team into an independent subsidiary, and delegate power to the subsidiary to reduce the group's management pressure!

There are actually a lot of simple jobs in the new venture electronics group. For example, its property management company collects rent, and even acts as a security guard. Or, transition to a teacher, or even, to a sales or after-sales business unit.

Of course, those simple positions are no longer within the establishment of the group company, but from the establishment of the group company to the establishment of the subsidiary......

Although, it is a bit cruel, but at least the group company still takes into account efficiency and the survival of employees. Even some employees who have lost their value in the group will be given a simple job that can be done until retirement.