Completed Salted Fish's Self-help Strategy

The feedback from the employees made chuyuanxi feel good.

There are several reasons why we need to mobilize the whole staff. The first is to explain the situation of the company. Many IT companies don't explain why they hire people to work. Some new employees don't even know how many departments and project teams the company has. They don't think about cooperating with others or caring about the work of others in the project team.

But under the OKR working system, I don't know how to do it, because the OKR system doesn't tell employees how to do it. It only tells employees what rewards are in the task package, how much you need to do to get rewards, and how to do it.

This is the result of Chuyuan's thinking about well-off society during the Spring Festival.

The essence of this system is to give full play to the talents of employees, but the premise of giving full play to talents is that employees must know what resources they may mobilize in order to design a reasonable and efficient work plan. If you don't know the business structure of the company and what other colleagues can do to help you, designing your own work plan will not be different from the work efficiency under the KPI system. Such OKR is nothing more than a gimmick.

But the gimmick comes at a price - it's hard to manage. The outstanding advantage of KPI is that it is less difficult to manage.

OKR must break the barriers between KPIs. Otherwise, the disadvantages that are difficult to manage will be enough to swallow up the slightly improved efficiency. The general ledger may still lose money, and it will not be able to cure the diseases of large companies. Therefore, Chu Yuanxi must take the lead in explaining the company's situation, and the middle-level management in the future is the same. He needs to take the trouble to explain the company's situation and what resources can be mobilized to the employees. Otherwise, the management is very difficult.

Then there is the ritual sense of the oath meeting. Why do many companies and projects have such formalism as the oath of allegiance meeting, and even have to sacrifice three sacrifices when the film and television project starts? Because of the sense of ceremony, the effect of this sense of ceremony is invisible, but it has a strong sense of existence. It's like adding buff before the war and pressing the button of rocket launch, which can make employees enter a completely different state. After buffing, the efficiency will be improved by 30% to 50%.

And they can unify their minds. The word "unified thinking" is often used in news broadcast, but it is urgently needed by any group company to avoid internal friction to the greatest extent. It was impossible for chuyuanxi to wait for internal strife to put out the fire. Especially when he had once had experience in the original world, it was an inevitable choice to know where there might be an accident.

In fact, before the mobilization meeting, Chu Yuanxi had called the management to hold a small meeting. His core idea was not to hate trouble, but to embrace it. In the face of trouble, we should first consider whether it is beneficial to the company, and then consider the actual interests. Under the OKR system, the person who receives the task can obviously distribute the rewards by himself. Of course, some of the rewards can also be distributed to the person who provides help for him.

For employees, he also said: "maybe many new colleagues have never been in touch with the company's OKR system. Although the human resources team has explained to each new colleague according to the process, if I were you, I would not understand the essential difference between OKR and the KPI system that I am familiar with. It's all about completing a job to see the effect?

Now I want to tell you the essence of the manual. In our company, you will not only have doubts, but also be "troubled" frequently.

In the process of completing your job, you will encounter colleagues from different departments to trouble you, especially those from middle management positions. I expect that there will be many ordinary employees from other departments to harass you, and you need to provide some help that you may think has nothing to do with the work of both parties. Most of them are advisory, and a few of them may produce substantial work content. At this time, the other party should assign you certain OKR task rewards or other ways. In a word, you can't do it for nothing.

Don't be afraid of trouble. If you want to get along well in our company, you should not only be afraid of trouble, but also take the initiative to trouble others. Otherwise, if you take the task under OKR and can't design a good work plan, the final result is that the task rate will not be assigned to you, unless you are the only applicant.

This OKR system is not the one who takes over the task first. You need to provide a high-quality work plan to the company for audit, which is very critical.

We only look at the results, not the process. The result of not receiving a task is the same as that of not receiving a task. If there is a team waiting for the company to assign work, I especially don't want this to happen. Similarly, if anyone is particularly reluctant to be bothered by others, you are also very, very close to leaving the company, because you will hinder the healthy operation of the whole company.

Indifferent people, who only sweep their own door snow, can't get along in our company, providing help for others is the best self-help. We are an open, enthusiastic and enterprising company. If you are autistic, you can either try your best to change yourself or quit in time.

I'm a very direct person. I like to say ugly words first, and then we can draw pancakes. I think the above is your responsibility and obligation. Let's talk about rights and rewards. In drawing this pie, I want to emphasize another word - sharing.What's the point of working in a startup? Start up companies usually work overtime, which will devour a lot of employees' time, and you have to take the initiative. In a word, it's not comfortable and the salary is average. However, most start-ups can offer options to share their success with their employees.

We need to be more special. If you don't know about barren group, you can communicate with those who do. Barren group supports employees' internal incubation and entrepreneurship. The first incubation company has been established. It's our bottom floor business. The founder is a planner of the game team.

Xiaokang's future support for employees is not only to support entrepreneurship, because our company has a special attribute. On the one hand, it has rich resources. On the other hand, I estimate that a certain proportion of colleagues have little interest in entrepreneurship, and the company can provide more support than simple entrepreneurship.

However, I would like to remind you that in our company, those who can share the fruits of our growth must be willing to share with others. Your zodiac sign can be Taotie, but it can't be Zhuo. That's why I emphasize sharing.

Finally, let's talk about the distribution of options and the promotion system within the company. "