Hang Yu is more greedy, he wants to increase the efficiency of scientific research, but also wants to save money.

At least not to increase spending.

"It's unlikely that you can have the best of both worlds, but Mr. Fu's suggestion can be considered. It's a big deal to add a few points to the base as a subsidy, such as 8 to 5, which should be acceptable to both parties. Xie Wujin said.

"Our pay is good enough, and it's a bottomless pit to just use the way we raise our pay to motivate our staff. I think there should be more punishment mechanisms, and there is pressure to be motivated. Xia Cheng said.

Xia Cheng is the manager of the mobile technology department, many of Jiangyan's products are divided into PC and mobile terminals, and the mobile technology department is the department responsible for the development and maintenance of mobile terminals.

Everyone thinks that it is normal to give the best treatment to technicians, but Xia Cheng does not think so. In his opinion, it is true that technology is important, but it is not possible to overindulge the technical staff.

Many people mistakenly think that technicians really only care about technology, and everyone is a "science maniac", but this is not the case. There are very few people who are obsessed with technology, and most of them are still doing technology to support their families.

So you can't think of these guys too purely, they also have times when they are lazy, when they are negative, when they are clever, when they cut corners...... If these "outliers" are not punished, it is easy to affect the overall atmosphere.

The four words of reward and punishment are clear, which almost exhausts the essence of management.

"Mr. Fu said before that we would work after the fact, but in fact, we didn't even do a good job after the fact. After many things happened, I didn't find a way to solve them, but continued to jump into the pit. It is found that the technical staff who are rich in their own pockets are obviously punished much more easily than the managers, so this kind of thing has not been suppressed. Xia Cheng continued.

"It makes sense that what we do is cutting-edge scientific and technological research, and it is impossible not to jump into the pit. But if you fall into a pit and don't know how to dodge, it will be stupid to continue to fall next time. With regard to this post-event work, we need to come up with a sound reward and punishment mechanism to curb the bad atmosphere that exists in technology companies. Hang Yu said.

"This is as it should be, but the severity of punishment is difficult to grasp, because the psychological quality of technical personnel in dealing with social and organizational relationships is often not as good as that of ordinary people. If it is too serious, it is easy to irritate these tech nerds. Once their resentment comes up, I fear that it will provoke widespread silent revolt. Xie Wujin said.

"Silent resistance?" Hang Yu was puzzled.

"I just don't say it, but I resist it in my heart. Xie Wujin explained with a smile: "You should know that most technicians are not very good at handling interpersonal relationships, so they rarely communicate with us openly. This is also where we are troubled, if we can't really understand them, we can't do targeted management, and one size fits all is easy to cause trouble. ”

One-size-fits-all management is not good, unless there are too many people and time is tight. In an enterprise, as long as you have the ability, you should know your subordinates as much as possible.

"It's not that serious, it's them who suffer from bad performance, even if they have a little shock in their hearts, they can adjust it. Everyone is an adult, how can there be no twists and turns. Xia Cheng felt that they had taken too much care of the technicians.

"Individually, in a short period of time, of course, it is not as serious as it is said. However, from the perspective of the long-term development of technology companies, if the atmosphere is not good, it will definitely affect efficiency. Although everyone is an adult, tech nerds tend to have low emotional intelligence, and they have suffered enough setbacks in the technology development process to make them worry about organizational relationships anymore. If we want to build an environment that is suitable for technology research and development, we should fully consider the psychological problems of technicians. Xie Wujin said.

Xie Wujin has a higher emotional intelligence, and he is very patient and willing to understand the psychological condition of the staff. He would rather suffer his own losses than affect the work of technicians, and such management is undoubtedly rare.

Xia Cheng's thinking angle is more "enterprise-oriented", he hopes to improve efficiency as soon as possible, thus ignoring the psychology of technical personnel and the overall environment construction of technology companies.

Whose idea is better, Hang Yu and Fu Lei, and other technical management are not easy to judge for a while.

"I think Mr. Xie's suggestion is more appropriate, we need to train our own technical personnel, instead of constantly recruiting new people like other companies. Of course, it's not that we won't eliminate or recruit new people, it's just that the frequency is not that high. After all, newcomers need time to grow, and the excellent talents we have cultivated are easy to lose if there is no good environment. In order to highlight that our environment is better, we should occasionally organize technical staff to visit other companies so that they can understand the gap through comparison. Fu Lei said.

"That's right, we need to retain the best people and weed out the people who are indiscriminate. This process should not be as drastic as other departments, and should be taken in a softer way to avoid affecting the R&D environment. Compared with ordinary positions, it is still relatively difficult to train and recruit excellent technical talents, and it is normal to be better for them. Hong Yan said.

Hong Yan is the director of R&D of the operating system structure, and he speaks completely from the position of technical personnel, that is, to strive for the welfare of technical personnel as much as possible.

"I think you're all overly complicated, and most of the techies I know are pretty straightforward. They don't like to beat around the bush in the way of management, good is good, bad is bad, everyone should keep things simple. The key lies in the openness of rewards and punishments, and as long as it is reasonable, I believe that everyone can accept it. "Natsu Cheng has his thoughts.

"I agree with Mr. Xia's statement, I prefer a straightforward management style. Su Xinyuan said.