Completed Salted Fish's Self-help Strategy

The next Dayton was filled with sorrow. However, they didn't know that what Chuyuan Xizhi did was their psychology of hiding in the comfort zone.

The standard of recruiting well-off workers is relatively high, and the salary is also relatively fat, so they are basically experienced veterans. As a career lion who is proficient in KPI, KPI is their comfort zone. They are proficient in process and rules. They can even flexibly use process to fight against logistics and administrative departments, and they can be suspicious of life.

Therefore, the arrival of any new system, if no one guides and combs it, will be played as KPI and comfortable system by this group of workplace elites.

Chuyuanxi was obviously not satisfied with this state, but because Xiaokang was officially launched in February, the time was too short, and there was always a running in period, so he had been reluctant to speak. Although he also guided him, he did not "draw a line" or urge him.

But it seems that many colleagues work hard, and then feel that this is a perfect state. They work with the same amount of work as in the past, get a lot of money, and have higher expectations of options and bonuses. It's perfect in today's environment.

Perfect!

Therefore, he thought it might be better to put it more clearly: "brothers, I know why the OKR system needs time for you to adapt, because you are used to KPI, and you are used to doing your own things. You don't need to receive too much information, suffer too much interference, or even think about it. All the interference factors are only limited in their own project group, regardless of what the company is going to do and the status of other groups, so that they can focus on high efficiency and complete high KPI.

But it's just the requirement of other companies for good employees.

What about our company? It's not bad, but it's not good. It can't achieve the effect that 1 + 1 is greater than 2, let alone far greater than 2. That's not enough for me. My expectations for you are that 1 + 1 is greater than 5, 2 + 2 is greater than 15. Do you understand?

The characteristics of OKR system are that you must raise your head, look at the world outside the project team, observe the whole company, learn to think about problems, who to cooperate with, how to show yourself, and let others cooperate with you.

Don't laugh. It's a serious question. It involves the issue of how to distribute the interests of the company and your individuals.

Work is constantly impacted by a lot of information, your personal efficiency will certainly reduce, this is the drawback of KPI, human beings laugh when they think about KPI. But the efficiency of the company is high. It may drop at the beginning, but it will be much higher in the future.

What should I consider first as the head of the company? Obviously, it's about how to make the company efficient! Your own performance is very good, promotion and salary increase, but the development of the company can not meet expectations, is that ok? No, I can't stand the company working for you, and then you think you should. You work hard. You deserve it. No.

My obligation is to get the best return when you work hard to meet the needs of the company. It's not that you can improve your efficiency by lowering the company's standard, and then give you more bonus. There's no way. Is that easy to understand?

I didn't do much for myself in the first four months. I need to give you some running in time, but it can't be unlimited. Today, I want to make it clear to you that please immediately get rid of the bad habit of serious work in the past. The leaders of each project team are the same. First of all, you need to show your project team members to your colleagues and explain your abilities and preferences, instead of being independent and blocking information communication.

In the future, those who are engaged in an independent kingdom and use their busy work as an excuse will be given the first warning and dealt with the second time, regardless of the reason, because your ability does not meet the requirements of the company for the management.

The online content project that I personally take charge of is command type, and the advantages of OKR system must come out. Everyone must bear in mind that they should not consider what group they are, but how to complete the task package, what you can do, and most importantly, who to work with! The most important thing is who to work with. The project leaders are not allowed to set up obstacles to hinder the spontaneous cross project formation of employees. I can bear a certain degree of efficiency decline in the early stage. I'm finished. Any questions? "

Chuyuanxi's words were more severe, but he didn't get angry, because in the past few months, the reaction of both the staff and the project leader was normal. Angered by the normal reaction of normal people, it shows that they don't have a bit of B number in their heart and can't find their own position.

Especially project managers. Many high growth enterprises do not pay attention to the work quality of middle-level managers. For example, when promoting cadres, they usually look for people with strong work ability, while in IT enterprises, they usually promote the main process as a manager, no matter they do app or mobile games.

But the problem is that those with strong working ability are not likely to be able to manage and think, and it is even more difficult for them to consider from the strategic perspective of the company. If you want to achieve an ideal state, you need professional training or targeted training in your work.

Especially the well-off society.At the present stage, there are also some domestic enterprises that use OKR management system. After all, it is an advanced way from Silicon Valley. The dynamic start-ups like TMD are already in use. But in essence, there is almost no way to understand this system. Most of them are used as a supplementary way of key performance management, which is not substantially different from KPI.

In terms of OKR, the well-off society must be far deeper than the average level, which is equivalent to explorers in a certain field. In other words, it is difficult to find people with a lot of advanced experience in this direction.

From the effect point of view, logistics warehousing, content audit and other jobs do not need OKR, KPI can perfectly adapt to the management needs, but the work of partial intelligence is not. There may be ten different ways to solve the intelligence type of work, just as there may be ten different ways to solve a math problem. How to choose? Sorry, the company is already OKR, so it doesn't care how to choose. It only pays attention to the completion of the task package. The specific choice of the way to solve the task is the problem that the task owner needs to consider.

Therefore, the task package of OKR encourages competition and encourages multiple teams to apply at the same time. If a team chooses a completion path that consumes too much company resources, it will definitely lose the election, so the applicant will naturally consider all aspects, not only how fast, but also how economical. That's how efficiency is raised.

The advantage of OKR system is to let everyone know everyone, and even understand what resources the company has and the value of these resources, so as to maximize the mobilization of work energy. The first step of chuyuanxi's targeted training is to develop the habit of cross group employees, which is also the reason why he must be in charge.

If employees want to be familiar with the cross group system, they must first go beyond their immediate superiors. How can they cross without Chuyuan? But once you get used to it, the key is to let the project managers get used to it. Don't always guard their own land, so they don't have to be in charge in person in the future.

The central Taiwan system is the strategic advantage of OKR system.

There is a big problem with the central Taiwan system, which is that the rule commonly used in start-ups is that the Department responsible for making money has a high bonus. For project-based companies, this is no problem, because the products that make money are usually the R & D group and the operation group, one for production and one for sales. Of course, the success of the project is the first bonus for these two groups. What's more, the problem of "how many points" is the easiest to solve. It can be divided according to the proportion of flow and the number of users, dau and other indicators.

However, it is reorganized into the front, middle and back office, and the service provided by the middle office is not directly making money. How can we pay the bonus? The key is how to set KPI? It doesn't matter how many new users you get. At least it doesn't matter.

Take the game company as an example, the project team can use KPI to plan the bonus distribution scheme, so can the operation Department, but what about the engine department? The bonus of the Department that provides the engine to the project team is usually much lower, but the basic salary is higher. This is a distortion for the company, because if the project team doesn't make money, the high salary of the engine can even drag down the company, but it has no choice, otherwise the engine will not work.

In fact, there are similar problems in the Ba people's group, which are left over by the history of the project team of "out of the mountains in troubled times".

A large proportion of the program apes in this project group were transferred from the fruit R & D DIDU group. They used to make game packages, which is equivalent to outsourcing technical services of game products. It's not that the middle stage is better than the middle stage. They provide services and get high wages. Their work content is different from that of the middle stage, but their nature is almost the same.

When they first entered the company, Chu Yuanxi gave them a choice: to maintain the high salary in the past, but lower the bonus ratio, or lower the salary. The bonus ratio followed the normal logic, that is, the salary and bonus were all based on the recruitment standard of Ba people. The different expectations for the bonus made the different personal choices. Later, out of the mountains in troubled times made a lot of money, but the two programs with the same type of work could get as much as 40% less money, and the contract salary was at a great disadvantage compared with the bonus.

In order to do this, a few of them communicated with Zhao Jie. However, Zhao Jie did not dare to change his salary blindly. Although he was the CEO, he came to Chu Yuanxi.

Chu Yuan Xi gave the standard answer is: the next project again.

Of course, this answer is disappointing, because is the next project guaranteed to be successful? As a practitioner in the game industry, there are more ups and downs in making money and losing money. Only the current profitable projects are the most attractive. But chuyuanxi laughed at that time: "what beauty do you want! It's impossible to give you an increase in the proportion of bonus, but it's also possible to give you an increase in the proportion of bonus

But OKR system can completely solve the disadvantages brought by the middle system, because the assignment package contains options and bonus distribution scheme. So the people who set the reward standard must consider the actual work achievements of the employees, rather than whether the project directly faces the users or how much money they earn. And the person who receives the bag is completely in a state of buying and leaving, and there is no need to ask to adjust the reward method afterwards. It's all his own choice.

Therefore, chuyuanxi's fierce words are actually for the good of these members. Of course, it will take another year for them to feel the good.

After listening to each other for a while, chuyuanxi continued: "no one asked me questions, and I would not regard it as no problem. If you have problems, you are welcome to communicate later. I expect that there will be problems in the next half of the year. Don't be embarrassed. I have always been very polite about how to improve the efficiency of the company and save resources.So the next question is the game of LBS and VR. As you can see from the documents, what I want to elaborate first is not how to do our game, but the market and user needs.

Why? Since you are required to enter the state of OKR, our way of communication will change a little in the future. First of all, I will take you to see the wonderful world outside and think about the problem from the perspective of the company.

Just now someone asked, why not lbs and ar? That's a good question. No matter "fairy treasure can dream" or "together to catch the demon" are very successful, very profitable, even more profitable than Ba people's "out of the mountains in troubled times". But Xiaokang is not a game company. You can't have the illusion that there is a barman game next to you. We do convenience stores. It's not our goal to make money through games.

And we don't have the ability to make money for game players through lbs + augmented reality. We don't have one of the biggest IP in the world and one of the biggest social chains in the world.

So the game we play serves the well-off system. Is the answer clear? Then it's what we do and why we do it, which is the potential needs of users. "

"Wait, Mr. Chu, how do I feel like a millionaire in your city treasure Su Gu, the boss of the app team, suddenly raised his hand and said, "turn the real map into a game world, buy land on the map, mark it in the user's LBS System with the cycling path, and buy land and building materials with the health coin. Is there any land tax for other users?"

"Ah, you are very keen to find this benchmarking. You really feel like a millionaire, but you don't charge land tax for other users. This is called "value incentive". Let's talk about the specific playing methods later. Let's talk about the purpose and function first.

Everyone has noticed that "fairy baokemeng" and "together to catch demons" are hot and make money, but the resources they need are too strong for us to copy. What I want to introduce to you is that as early as 2014, there was a popular LBA + Ar game in foreign countries, and it is an original IP called "ingress". This game can be regarded as the originator of the AR elements into lbs, once very popular, said that the world is not so powerful, but have the opportunity to build their own dimension

Say, Chu Yuan night flip PPT, show is the game screenshot. Some careful people noticed one thing, that is, chuyuanxi almost never used PPT, at least not for them.

One is that Chu Yuanxi's PPT is so bad that it's not like an entrepreneur at all. If an ordinary entrepreneur's PPT is made like this, he must go back to work. The other is that the boss of the company doesn't need to use PPT to convince the company members. If there's something to say, it's OK. The people below are responsible for calling 666. This is the normal working relationship.

But today Chu Yuan Xi actually prepared a PPT, although still very perfunctory, but has shown considerable sincerity! It also shows that today's meeting is different from the ordinary one.

Chuyuanxi said: "however, there are several defects in ingress, which restrict its further growth and finally fall in front of the threshold of success. It's a great pity. You know, this was an epoch-making product, which redefined the sense of space and operation mode of players, intersected the game world with the real world, and developed the social relationship in the game offline. No other game at the time could do that.

Why should I focus on this game? Because I analyzed the cause of its failure. This game technology is good, entry point is also very good, but it stepped on the pit is very deep, trapped it. However, if we can step through these pits, from the perspective of the project, we will succeed, because these pits are just the pain points of LBS game users. "

After that, he turned the page again, only to find that the PPT listed several crimes of ingress:

1. Sociality is not enough. Game players are generally lazy, strangers make an appointment with each other, the power of offline cooperation is insufficient, and the freshness will cool down after the past.

2. Lack of goals, players lack "activities" after landing in the game. Players need to send their own post to the Facebook community to organize the party.

3. There is no value incentive. Because it's a game based on reality map, its values are different from ordinary games. Since players are brought back to reality, the rewards they get should also be related to reality, rather than traditional game props, game currency and other gift packages. Only in this way can players be pulled offline to experience.

Seeing this analysis, Zhou Mingjun blurted out: "about artillery! Let players about the gun, all three problems have been solved

"Yes, Momo should take this game away."

"I've heard of this game. There are a lot of cottages in China. It's a pity that I didn't expect to be able to solve the problem. Hahaha - "

" I don't want to be a cannon game, do I? How exciting

All of a sudden, Chuyuan Xixin said, what are you thinking about? Be serious to me. Hello! Zhou Mingjun, how strong is your demand for engagement to think about your pain point so quickly?

"You should be more harmonious. Now you don't even want to make an appointment with Momo. Do you want to hit the muzzle of the gun?" Chuyuan Xi clapped his hands, "look at your thinking so active, I decided to change the way. Let me leave you a simple assignment. If I say that the purpose of this "city treasure" is to promote mobile payment, I would like to ask you how to do this project through the company's existing resources and product structure, so as to achieve the goal. "The following boys all looked like they were lying in a trough, even Zhou Mingjun was no exception. Today's meeting, Cao Xiang did not come, because first, making this product has nothing to do with the blockchain; second, even the output of health coin is not on the chain at present, and his time to make contributions is behind; third, he is one of the few people in the well-off society who has fully understood the OKR system, so there is no need to test him.

However, it is estimated that someone will go to Cao Xiang soon.

"Here's a key tip." Finally, he said: "value incentive is the most attractive point of city treasure. The key is that users can get practical benefits and get value promotion. Today, I'll hand in the answers before noon on Monday and Wednesday. Please work hard. If you answer right, you will be rewarded with options. "