Completed Salted Fish's Self-help Strategy

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

People are so strange. In the eyes of calm people, $45 billion has been an unimaginable high price for an unlisted company that has been established for four years. For the employees of Xiaomi at that time, few people were willing to sell short and thought it would go up again. Everyone didn't realize that this year was the peak of Xiaomi's life.

She entered Xiaomi in 2011, and Xiaomi also implements 20% options every year. Therefore, as one of the few people who are willing to short sell stocks in 2014, that is to say, only 60% of them are winners in life, realizing the freedom of wealth.

This is also the reason why she has always been so relaxed, making a right decision can spend half of her life playing the dust, or achieving greater self.

Today, Liu Lu is going to talk about corporate governance and performance structure, take out a report, open "can"

Liu Lu quickly records it, and then turn the page: "well, let me make another suggestion, forbid falling in love in the company?"

"This is a bit inhumane."

"But the harm is great."

Chuyuan opened his mouth and swallowed half of the words: "I think it's better to ban the management from falling in love. Ordinary employees should not be so inhuman. Otherwise, why do they earn so much money? Only by leaving the company can we enjoy family happiness, which is not what we want to see. "

Liu Lu nodded: "it's OK. The damage caused by ordinary employees' falling in love is not so great. Is there anything else to add? "

Chuyuan Xi heart said strange, he thought of the original world in the real world. But you can't stop eating because you're choking.

As for the supplement, he thought about it and concluded: "on the whole, we should temper justice with mercy, be lenient to the bottom employees as a whole, and be strict with the management. We must let the middle managers get used to change, and can't cultivate a group of old rabbits to resist all things that violate their interests. The company is composed of many employees. Everyone is a discrete individual with his own ideas. It is impossible for the ideals of all employees to overlap perfectly with the company. There must be differences. The advantage of emphasizing corporate culture and values is to be able to adjust the overlap as much as possible, not just the surface overlap. "

Liu Lu didn't say anything, but quickly recorded it, and then turned to another article, "let me talk about the performance structure I want to adopt. According to your requirements, this structure must be non KPI. By observing the actual situation of Ba people's operation, I think OKR system may be more suitable for you and your company among many non KPI management systems. "

"What is OKR?" Chuyuanxi is very happy to hear that someone can finally come up with something that belongs to his knowledge gap. This is a very good thing. It's not in vain that he is eager to recruit Liu Lu. At that time, Cai Chongxin helped jackma to design a clear equity plan and equity incentive, which was the knowledge gap of jackma. Chu Yuanxi didn't need Liu Lu to do the ownership structure, but the importance of enterprise structure is no less than equity.

"OKR is the goal and key result. At present, there is no successful application example of this system in China, but there are many practices in Silicon Valley companies. I've changed from Silicon Valley. " Liu Luxin said that if you want to be "great", it will give you a great framework. As for whether you have the ability to control it, it's not good. It depends on whether your ability is as strong as your eloquence.

Chu Yuanxi did not speak, quietly waiting for Liu Lu to popularize science, Liu Lu is also impolite, standing in front of the blackboard to write a few lines:

1. The company releases the task, the employees receive the task, after completing the task, the relevant leaders evaluate it, and finally give the task reward according to the percentage of completion and the available value.

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

3. Tasks require time, so do rewards.