Digital Kingdom

When Wang Zhengjun came to see Zhao Ziming, he was presiding over the induction ceremony for Stuya.

With his outstanding performance, in just six months, Stuya was promoted from a temporary secretary to assistant to the president of North America. This time he was transferred to the headquarters for three months of training.

Invested in Witricity wireless charging company, acquired Celsion Precision Medical, opened up the North American market, coordinated and resolved the "law firm gate" incident, reconciled the relationship between the digital group and the two-level government of the United States...

Any one of them is a remarkable achievement.

Outstanding appearance, extraordinary mind, tenacious will, deep connections, Stuya mix ups and downs, driving the performance of the North American branch to climb.

Digital Group gave her an excellent platform, and she also bloomed with the most dazzling light.The two achieve each other and grow together.

"Congratulations", Zhao Ziming brought a medal to Stuya,

Company management is a deep science. From reckless to formal, various systems must be established, and incentives are the core of them.The way does not care about the material and non-material.

Material incentives are naturally bonuses, wages, stocks, options, etc., while intangible ones have honor, affirmation, motivation, and responsibility.

Incentive methods vary from person to person.Motivation methods that work very well for some people may have little effect for others.

To become a true boss and controller, you must understand the needs of each employee and use the most suitable incentive method to encourage them to work hard.

In addition to the regular remuneration package, Zhao Ziming promotes honor incentives within the group. Although he is not from a major, the way to control people is the same. He always believes that if you want to make a person work hard, you must have money Other benefits.

For employees who have made contributions, timely feedback, timely recognition, and timely recognition can maximize their enthusiasm for work.

The motivation for many people to do their best is to gain recognition.

The honor medal is the best recognition.

As a boss, the most taboo thing is to be self-righteous. I feel that I have praised someone in my heart and acknowledged his contribution, so I don’t need to say it again.

Wrong.

It must be shown that what people need is not only the "acknowledgment" in their minds, but also the feeling that your acknowledgment is sincere, a "sincerely, five-body acknowledgment."

Only in this way, he will sell his life for you, and he will have the urge to "die for the confidant".

"Papa Papa", enthusiastic applause rang out, and the board members formed a semicircle with a smile on their faces, giving the recipients the greatest affirmation.

"Thank you", Stuya solemnly accepted the medal, with a hint of excitement on her immaculate face.

Every commendation meeting requires all employees to participate. It is not long and there is not much nonsense, and strive to deliver a serious and solemn atmosphere.

Once the ceremony was over, everyone left. Zhao Ziming left Stuya to speak. This time, the position arranged for her was the secretary of the board of directors. The main job was to assist Vice President Wang to establish a key performance evaluation system.

Start-up companies do not need KPIs. Mature companies are indispensable. All the way to the present, digital conglomerates have increasingly felt that they are inadequate in management.

Reluctantly learn from the assessment mechanism of other companies, because it is not compatible with the company's strategy and organizational characteristics, leading to prominent administrative bureaucracy and huge administrative expenses. In the second quarter, gross profit, sales expenses, and management expenses increased simultaneously, but profit margins were The drop.

In the end, Zhao Ziming made up his mind to formulate a new assessment mechanism based on the actual situation of the company and take this as a core project. He was naturally the first person in charge, and Wang Tianbao and Shen Yiyi were both members of the team.

KPI construction is a big project, which is neither done overnight nor done once and for all. It is even said that the success or failure of an organization lies in performance evaluation.

The members of the entire preparatory team include both management and expert think tanks, as well as middle-level and frontline employees. It can be said that the focus of the work in the next six months is to establish a good performance evaluation mechanism.

Before becoming the boss, Zhao Ziming thought that by hiring an expert or consulting a professional company, all management difficulties would be overcome. The longer he mastered the company, the more he found that it was not the same thing.

The most stupid thing is to pin one's hopes on outsiders, hoping that others will give oneself a universal solution.

The company is its own, not an expert or consulting company. If you don't worry about it, how can it be rewarded? How much time and energy you spend on it, you will get so much return.

Consulting company is a tool, and the process of consulting is a relationship of joint efforts and common progress.

Similarly, even if the performance appraisal is formulated, it is not permanent, but a dynamic adjustment and revision process.

An organization that is good at using the KPI system for management should often review and revise the operating effects of the KPI system after the business analysis meeting.

Although Stuya is very capable and glamorous, she doesn't have many personal relationships with Zhao Ziming. For a long time, the two of them have been in a working relationship.

For him, "Stuya" is to use B-level rewards, hire an A-level talent, and make a lot of money, because she created a super A-level return.

For enterprises, only after those who create resources get the normal return they expect, there is still a surplus, then this person can be said to be outstanding, and the enterprise has the opportunity to achieve greater development in the long run.

The more such outstanding talents, the more likely the company is to prosper. Therefore, Zhao Ziming has a great affection for Stuya.

Putting her in the preparatory group this time also gave a lot of trust. I hope she can make persistent efforts and play a better side.

Stuya is a foreign catfish and has no interpersonal relationship with the group headquarters, which can guarantee the greatest degree of fairness and justice. On the other hand, as a multinational company, the cultural conflict between the East and the West is also a factor to be considered. She can give it here. Professional advice.

If it is a domestic subordinate, Zhao Ziming doesn't mind showing his friendly side, while Stuya is an authentic American, he only has to do business, so as not to leave a bad impression.

"If you need to tell me directly, whether it is life or work."

Stuya smiled and nodded.

She dresses neatly today as usual.

The burgundy suit in oil painting color looks very textured, with classic black pants, elegant and not gaudy, very attractive.

When Zhao Ziming sent her to the door, he took a closer look and found that Stuya had a slightly different impression from that in the United States, and she was more feminine.

He wore a black belt around his waist, highlighting the exquisite figure, showing a more charming and sexy side, and the temperament and action are much softer.