Help all mankind

The final performance of a company does not necessarily depend on the efforts of its employees to improve, but the premise is that the company must have a competitive advantage in technology.

Modern society does not pay compensation according to the degree of your labor, but determines the amount of income based on the irreplaceability of your labor, just like the scarcity of things.

Although Liang Shicheng's company is called a high-tech company, it sounds very big and technical, but in the face of huge competition, it can only survive in the cracks, and the future is not clear.

The first important thing after taking over the company is to change this situation and find a unique competitive advantage for the company.

The first thing that comes to my mind is the methods that I explored to improve employees' attribute values ​​in order to get reward points.

So in the next few days, Liang Shicheng opened the company's back-end data and began to check his previous research results.

The company’s R&D department totals close to hundreds of people, but only the dozen or so attribute values ​​managed by the company have been greatly improved before, while the attribute values ​​of people in other departments are far inferior to them after observation.

This is directly reflected in the value of the attribute of work efficiency. The average person in other departments is about 20%, but the people under his own are currently maintained at about 40%.

There are other reasons why the two-fold gap has not been noticed by the company's senior management.

In other words, when the value of the attribute value of the employee's work efficiency has doubled, the actual work output of the employees has not improved so much.

However, he quickly discovered the reason. As soon as the company’s original working atmosphere was not good, the employees did not have any enthusiasm for their work. I spent my spare time gagging and fishing at work.

Another reason is that the work efficiency in the attribute value is not a definite relationship to the actual work efficiency improvement.

After researching Liang Shicheng, I discovered one thing. The more brain-intensive work I used to think, the actual work efficiency will increase with the attribute value.

But for other heavy tasks that require brainstorming, the actual improvement is not so obvious.

When the work efficiency in the attribute value is doubled, the actual work speed is far from doubled due to the coding speed, but the speed of thinking during this period has doubled.

That is to say, even if the employees’ work efficiency is not high, this is not obvious when they are engaged in hard and unskilled labor. This is why many low-tech human-based IT companies choose to desperately squeeze their employees’ rest time The reason, even though they are drowsy when they work and are not at all energetic.

Just like when moving bricks, a clear mind and quick thinking will not improve much efficiency.

The work of programmers can also be divided into many types. The lowest-end ones are just like moving bricks. They don’t require much thinking. The most tiring is not the brain but the arms, so they are also called coders. They often don’t need to develop new ones independently. The plan is to modify according to the existing ready-made plan, but after encountering the problem, it can't be solved completely, only small patches are constantly applied, and this process is not easy at all and consumes manpower.

But there is also a very high-end kind. This kind of person is called an engineer and needs to think independently of a new set of solutions. In this case, most of the time is mental work.

Liang Shicheng discovered that the so-called work efficiency attribute does not refer to the efficiency in actual work, but to be more accurate, only the efficiency of the brain in thinking about problems.

Now that I have mastered the method that can improve the thinking efficiency of the employees’ brains, I should take advantage of this advantage and transform the company into a more technical company instead of squeezing employees in exchange for the poor benefits. For this reason He is also brewing another new reform.

His ultimate goal is to transform this company into a high-tech R&D organization. As for employees, he only pays attention to two issues, one is the ability to learn new knowledge, and the other is employee loyalty. .

After several days of planning, the company’s leadership announced a major reform, readjusting many of the company’s regulations, no longer rigidly setting working hours, no longer patrolling and supervising everyone’s work, as long as the required workload is completed Just do it.

In addition, the company will provide snacks and beverages for working hours, unified branches in certain corners of the company, and take as much as you want.

The other good news is that all employees have a unified salary increase of one thousand this month, and two weeks are given to adapt to the new changes and adjust to the best state. There is no rigid workload assessment during these two weeks.

The set of methods that Liang Shicheng discovered earlier to improve employee attribute values ​​has begun to be promoted throughout the company's R&D department.

Not only that, he also rented the other floors of this building to create a better environment for the employees, a more spacious place to take a nap, and it can also be used for meditation.

Although the high-level meeting expressed incomprehension about these practices, and some people reminded that doing so may slow down the work progress in a short time, but Liang Shicheng, as the boss behind the scenes, does not think this is a problem. It is different from the previous shareholders. He does not care about short-term performance now, and even has no pursuit of the company's core business, agricultural drones.

As a veteran employee who has worked hard on the front line for many years, Liang Shicheng himself knows best that the busy and intense work rhythm with a large amount of tasks in the past is impossible for employees to accumulate useful experience in this process. He mechanically repeated the simple and large amount of work at hand.

In the end, the fate of such employees will be eliminated, but Liang Shicheng can't bear this heart. He hopes to give them a better future by improving their true strength.

To this end, he needs to find a new way out for the company and plan some new products, but he has no idea yet.

On a new day, Liang Shicheng, as an ordinary employee, came to his own company to pretend to work, in fact, to inspect the situation.

This time is still early, and some employees have consciously arrived. The early employees in the office building mostly stand on jumping beds to exercise. After a period of adaptation, everyone has agreed with the effects of this sport.

The methods that I discovered and summarized to improve the attributes of employees have been extended to the entire R&D department.

Seeing that the attribute values ​​on the heads of his employees have improved a lot from the beginning, Liang Shicheng is very pleased.

After returning to his office, he accidentally opened the system interface and clicked on the [Points Swap].

Current points 126.2

Super material, required points: 200

Universal editor, required points: 400

High-density battery, required points: 1000

High-power Hall thruster, required points: 2000

Single atom control technology, required points: 5000

Brain-computer interface technology, required points: 10,000

Low temperature controllable nuclear fusion, required points: 20000

Uniform constant force field engine, required points: 40000

New technology (to be opened)

Seed list (to be opened)

Liang Shicheng noticed his points at a glance, and they have quietly increased a lot. However, the system has not arranged any new tasks recently. The only thing he did was to promote those methods, and then the entire R&D department The attributes of employees are improved.

Liang Shicheng patted his head, and then understood that now that you want to get points, you don't always need to rely on the system's rigid commands, but as long as you improve the attributes of the people around you, you will naturally be rewarded.

Just thinking about it, suddenly the points improved a little bit from 126.2 to 126.3, which fulfilled his idea.

PS Thank you all for your recommended votes.