"Don't expect me to turn a blind eye, as long as I see the problem, I have to actively solve it. If I don't solve this problem, it will be unfair to those who are willing to work hard and want to get to the top. We can't chill the hearts of the majority of staff for a handful of moths, and I believe you don't want me to be that kind of person. Hang Yu said.

This time, most of the people smiled, because many of the staff representatives who came to the meeting were people who were willing to work hard and wanted to be on top as Hang Yu said. But they may just be a few days late and have no place.

The so-called superiors, except for a very few who are indeed extraordinary in means and have superhuman wills, most of them can actually be replaced. Nowadays, education is popular, and many talents are pressed by social reality and depressed.

For example, the leaders of Western countries, if they think about it with normal thinking, they must have merit in being the leader of a country. But in the words of a certain master, any high-ranking official in our country can be qualified for their position.

"Now many people hate the rich second generation, especially the rich second generation who are arrogant and lascivious and show off their wealth all day long. But I think this is a good thing, everyone think about it, if the rich second generation does not fall, what chance do we have to come up. The degenerate rich second generation is the good rich second generation, if the rich second generation is diligent and hardworking, there will be nothing to do with us. ”

"Let those rich second generations continue to show off their wealth and continue to degenerate, they only need to contribute to the average consumption level of our country, work hard and work hard, and let us pick the pillars of economic growth. ”

The staff were deeply inspired and motivated, and suddenly there was a thunderous applause.

"This is the same in our company, don't be disappointed in the company because there are some degenerates in the management, you should see the opportunity to be in the upper position. In order to remove moths in time and put talents on the table, I decided to add a reporting mailbox to the HR department. In the future, when you see the corpse vegetarian meal, fill your own pockets, and nepotism, you can report it directly by email. If you can't report it by email, you can go directly to the personnel department of the headquarters to complain, if the personnel department ignores you, come to me directly!"

"A lot of managers have been in the management for a year or two, but his subordinates don't even know his name. Don't you have anything to look out for? Don't even dare to let people know your name. I decided to increase the transparency of the management, first of all, the name, the position, and the results of the whole department or group should be announced. Hang Yu said.

It is normal to announce the name and staff, and the key is to publish the assessment results of the entire department or group. If you know your results clearly, you will be able to make a certain judgment on the ability of your superiors.

Ability is good, only the first is the foresight.

If the ability is poor, he can replace him.

In short, we can't engage in vague management, everyone is confused, and there is no motivation.

"However, in order to prevent subordinates from maliciously reporting to superiors, if we find that the report is untrue, we will punish the whistleblower. The light ones will be deducted from their wages, and the heavy ones will be fired. Hang Yu said.

The face of this next part of the management is slightly better, but most of the management is still more serious.

As soon as the whistleblowing system comes out, its power is no less than the company's assessment system, which is equivalent to the complementarity of yin and yang.

In this way, it will be difficult to continue to mess around.

It is even more difficult for those managers who take advantage of their positions to harm the interests of the company and seek benefits for themselves. Of course, it is not excluded that those who are particularly clever in their means will not only hide from their superiors but also from their subordinates.

However, there must be very few such people, after all, superiors and subordinates are often in contact.

Unless it's a nest of black, the superiors and subordinates unite to make trouble.

But in this way, the junior staff should be able to see some problems.

"In order to ensure the efficiency of reporting, you must report with your real name, and if you are not sure about the security of your Weibo mailbox, you can write a letter. Don't be afraid of being discovered or retaliated, if such a bad situation occurs, everyone knows about my Weibo account and sends it to my Weibo mailbox. Hang Yu said.

"Chairman, why can't it be sent to your mailbox in the first place?" a front-row clerk asked boldly.

"I have to do everything, so what do I do when I set up the personnel department. You don't have to worry about the impartiality of the personnel department, if there is a problem in the personnel department, I will simply remove the personnel manager. Hang Yu said.

Xia Ming was sitting in the third row, and when he heard Hang Yu's words, the corners of his eyes twitched.

Although the assessment of the personnel department is more rigorous than that of other departments, he does not dare to say that there is no problem at all. Xia Ming pondered that the matter of the reporting system should be taken seriously and listed as a major task of the Ministry of Personnel.

Xia Ming's idea was right, the reason why Hang Yu said that was to ask him to pay attention to it.

"Increase management transparency, whistleblowing mechanisms, and finally, appraisals. In the past, we used to let our superiors evaluate our subordinates and let the data speak, but there was too much data and it was troublesome for us to review. I thought about it for a long time and decided to add a subordinate to evaluate the superior, and let my colleagues speak. Hang Yu said.

Hearing Hang Yu's words, most of the managers had a nightmare, and they really wanted to pretend not to hear it.

Even a senior manager like Xia Ming is a little disgusted with the system of subordinates evaluating superiors.

But Hang Yu doesn't care, no matter how it changes, people are always not used to changing. But people's habits are very strong, as long as the system is implemented, slowly they will get used to it.

Of course, this depends on the object, and if the target is the majority of grassroots employees, it must not be so hard. The grassroots staff won't care so much, if they are unhappy, they will directly leave you with a stall.

Don't be so polite to the management, he wants to leave the stall and quit, and there is a group of people waiting behind him.

And they finally sat in the management position, and they can't give up easily.

Here we can learn from a game design concept, called "abandonment cost", that is, how much it costs to play this game, and the more you pay, the more reluctant you are to abandon the pit.

This principle is better used in reality, because in reality, even if you don't pay, even if you get wealth and status through speculation, it's not so easy to give up.

"The real-name system should also be adopted for the evaluation of subordinates and superiors, but without the management of various departments, the personnel department directly issues an electronic evaluation form to the staff, and directly submits it to the personnel of the headquarters after the evaluation. Hang Yu said.

Everyone nodded one after another, the real-name system is to hold accountable, and the hands that are not managed by various departments are to protect the staff.

Engage in unaccountable evaluation, the staff has no fear, and it is easy to evaluate randomly.

"Everyone has a Weibo account, and it will be posted to your Weibo mailbox when the time comes. Hang Yu said.

Use your email address to communicate on two points and avoid being known by others.

As for the security of the mailbox, Hang Yu is still relatively assured, and the strength of the technical security department has improved a lot. And he thinks that he shouldn't be so bearish in management, using hacking techniques to intercept the evaluation form.

It's useless to intercept it, and when the time comes, the personnel department only needs to compare and evaluate which department has good or bad management.

The evaluation, of course, is not a text, but a list of questions for the staff to choose a score. Based on the scores, it is possible to determine the quality of management, and then consult and investigate the employees who scored the low scores to confirm the facts.