Salted Fish’s Self-help Strategy

Liu Lu's life is better because she participated in Xiaomi's stock repurchase in 2014, when Xiaomi was valued at $45 billion.

People are so strange. To a calm person, $45 billion is an unimaginable price for a four-year-old non-listed company. For Xiaomi employees at that time, few people were willing to sell short, and they thought it would rise. , Everyone does not realize that this year is the pinnacle of Xiaomi's life.

She joined Xiaomi in 2011, and Xiaomi also implements 20% options every year. Therefore, as one of the few people willing to short-sell stocks in 2014, she is already a winner in life by cashing only 60%, realizing freedom of wealth .

This is also the reason why she has always been so relaxed afterwards, making a correct decision can spend half of her life playing games or realizing a greater self.

Today, Liu Lu is going to talk about corporate governance and performance structure. He produced a report and opened the first page: "I plan to follow Dagudong in recruitment and use the 25th Five-Year Principle. What do you think?"

The so-called two-five rule is a well-known one in Godong recruitment. It only recruits people who have worked in a company for more than five consecutive years, or those who have worked in a company for more than two years.

She didn't expect this first item and was frantically denied by Chu Yuanxi: "No, no, definitely not."

"Why? Isn't Dagoudong also a value-oriented company? You can't deny everything about Qiangdong just because his personal aura is broken?"

"I don't deny him. I have never seen Qiangdong's halo. I want to say that Dagoudong didn't use the two-five rule to recruit from the beginning. They had already reached a very high stage before they took out two. The Five Rules, do you know the reason?"

"You mean that the reasons for the two-five rule are all stable?"

"Yes, it is not suitable for the pioneering period, with poor momentum and weak initiative."

Liu Lu frowned: "But Xiaokang must be a big company. Have you ever considered internal fighting? The stronger the initiative, the easier it is for internal corruption. Have you considered it?"

"I have thought about it. I even considered that employees think that the harder they are, the more responsible they are, and the more they protect the interests of the company, the more appreciation and reward they will get. However, the company cannot judge whether the employee is really thinking about the company or This is done because of personal interests, factional conflicts and internal struggles, even because of corruption?"

Liu Lu couldn't figure it out: "How does it feel like you have opened a company of several thousand people? Fortunately, I know your resume, otherwise I think you are possessed by some old ghost?"

Chu Yuanxi was embarrassed by Hu Lu Hu Lu back his head, saying that you were really right! Fortunately, he can solve this problem: "Because I was expelled by Pengfei Technology in this way, hahaha."

"Ah, yes, you ruined the human resources for a sum of money before leaving, 2N+2. Someone just gave me the history of popular science."

"Who?"

"A man named Chen Qi is also a human resource. He said it was introduced by your old colleague, Yang Jiangang, and he has to ask me to verify something."

"Oh, I know, I asked her to ask Yang Jiangang for confirmation, this scum..." Chu Yuanxi said how impatient Chen Qi was? "Well, regarding internal corruption and internal fighting, it doesn't really depend on impulse. There are many reasons for internal fighting. What I can assure you is that you will not use any relatives or classmates. In this way, internal fighting is not easy, even if internal fighting is not easy. It is easy to deal with. In the future, if someone asks me, I will prevaricate them with solemn promises to partners. What do you think?"

"The problem is that if someone asks you, will you keep this promise?"

"Don't you know if my six relatives don't recognize me?"

"In this case, it is better to set it as the company's articles of association. No one can introduce relatives and classmates into the company. Although it may miss a certain talent, the advantages outweigh the disadvantages."

"can"

Liu Lu took a quick record and then turned over: "Then, let me make another suggestion to prohibit dating in the company?"

"This is a bit inhumane."

"But it's dangerous."

Chu Yuanxi opened his mouth and swallowed half of the words back: "I don't think it is like this. The management is forbidden to fall in love. Ordinary employees should not be so inhuman, otherwise, why do they earn so much money? Only by leaving the company can you enjoy family happiness. This is not what we want to see."

Liu Lu nodded: "It's okay. The damage caused by ordinary employees falling in love is not that big. Is there anything else I need to add?"

Chu Yuanxi said that it was weird. He thought of the human reality in the original world again. But you can't stop eating because of choking.

As for the supplement, he thought for a while and concluded: “In general, we should be both leniency and strict, be more generous to the lower-level employees, and be more strict to the management. The middle-level managers must be accustomed to change and cannot develop a group of old white rabbits. Resist everything that violates their interests. The company is composed of many employees. Everyone is a discrete individual with his own thoughts. It is impossible for all employees to have their ideals perfectly overlapped with the company. There must be differences. Emphasis on corporate culture and values The advantage is to be able to adjust this overlap as much as possible, not just superficial overlap."

Liu Lu didn’t speak, but quickly recorded, and then turned over another article, “Then I’ll talk about the performance structure I want to use. According to your requirements, this structure must be non-KPI in nature. By observing the actual situation of Pakistan’s operations, Among many non-KPI management systems, I think the OKR system may be more suitable for you and your company."

"What kind of system is OKR?" Chu Yuanxi was very happy to hear ~www.wuxiaspot.com~ finally someone was able to come up with something that belonged to his knowledge gap. This is a very good thing, and he is eager for talent Recruited to Liu Lu. At that time, Cai Chongxin helped Jack Ma design a clear equity plan and equity incentives. This is exactly the knowledge gap of Jack Ma. Chu Yuanxi doesn't need Liu Lu to do shareholding structure, but the importance of corporate structure is no less than shareholding.

"OKR is the goal and the key result. This system currently lacks successful application examples in China, but there are already many practices in Silicon Valley companies. I changed it on the basis of Silicon Valley companies." Liu Luxin said that you want " "Great", then it will give you a great framework. As for whether you have the ability to control it, that is not good. It depends on whether your ability can be as powerful as your mouth.

Chu Yuanxi didn't speak, and quietly waited for Liu Lu's popularization. Liu Lu was not welcome, standing in front of the blackboard and writing a few lines:

1. The company issues tasks, employees receive tasks, and after completion, relevant leaders evaluate them, and finally award task rewards based on the percentage of completion and the available value.

2. The management changed from managing employees to evaluating employees and serving employees, giving employees full initiative and freedom, and allowing employees to combine freely.

3. Tasks have time requirements, and so are rewards.