The sun peeks out from behind the clouds from time to time.
It's like hide and seek.
Yangcheng has been cloudy for many days, and sunny days are almost becoming a rarity.
After Wen Liang made the final decision, the large conference room suddenly fell into silence.
Nothing else, the guided discussion is gentle.
Being gentle and gentle is the one who works steadily and without haste.
What is more radical than everyone thinks now is gentleness.
Moreover, no one had expected that Wen Liang would make such a radical decision based on "taking too big a step and exposing a series of problems."
Even Xindai, who was the last to join Bolang, has had many work-related exchanges with Wen Liang. Whether it was first impression or work impression, in Xindai's eyes, Wen Liang is calm, steady, patient, confident and easy-going.
He has a long-term vision and a broad vision.
However, now, people like Xindai who come from big factories are also digesting Wen Liang's radicalism.
Wen Liang's decision is fine in theory.
It’s a solution that takes into account both symptoms and root causes.
If this decision is implemented, ideally the internal situation of Bolang Company will become like this:
Version 1 of the "Three Kingdoms Cards" mobile game was released as scheduled in mid-March. At the same time, a group of development engineers were conducting internal testing of version 2, and another group was pre-researching version 3;
There should also be a group of people planning another new game.
In addition, the further development work of Xiaochengshu will not stop, and various things must be completed in groups within the project.
For example, the structure of the e-commerce module is sorted out, such as new version internal testing, pre-research version development, etc.
In this ideal state, it can certainly perfectly solve the company's existing problems.
Not only does it not waste time, it also supports the fact that Bolang needs multiple legs to walk.
However, in this ideal state, the number of development engineers alone is an exaggeration. This is still taking into account the situation of more than 400 part-time outsourced developers.
The pressure on executive management will also be exaggerated to the point of explosion!
Therefore, Li Xia had to take the initiative to advise: "Mr. Wen, this plan can treat the symptoms and root causes, which is good, but is it a bit too radical at this stage?"
He glanced at Li Xia first, then Wen Liang glanced at the people present, and said calmly: "Don't you take the situation that Bolang is about to face too seriously? Isn't the stable development period in the past month not enough?"
"Need me to remind you that the company's plan is being implemented slowly?"
“Are the office areas rented on the 8th, 11th, 12th, 13th, and 15th floors of this building used to collect dust?”
Just three questions in a row.
It is very unusual for Wenliang to directly show his tough style in meetings.
In the past, it was all about moderation and strength.
At the end, Wen Liang emphasized in a strong tone: "I don't hope that the exposed problems have been discovered. There is only one radical solution, and you are still procrastinating. If the company is not bigger, you will suffer the consequences of a big company."
sick!"
"It's hard to find top students in 985211. IT training institutions catch a lot of people who can't make a living! If they're not suitable, they'll be eliminated. Most of you here are experienced, but we can't get them with hundreds of people? Do you want to enroll you in a class?
For a moment?”
"Go and work for me. I will see the first round of expansion of the R&D department in place before the end of the month!"
Yuan Shiya was the first to come to her senses and responded quickly: "Understood!"
"I will list the department's needs right now." Sun Baoyin also followed up.
Then, everyone expressed their opinions one after another.
The meeting ended here.
No one raised any objections.
Wen Liang doesn't just lose his temper randomly. The steady development for a month has made everyone feel a little relaxed.
Yes, Li Xia's advice is correct, but it is not suitable for Bolang, who is already fully wound up at this stage.
Bolang must run fast at this stage, and run a little faster in order to cope with business development needs and the external competition that may burst out in the next second.
And now such a radical expansion plan is just testing whether Wen Liang's internal administrative management skills are sharp enough.
In layman's terms, it tests Wen Liang's steering and decision-making abilities.
It also tests Wen Liang’s ability to truly spread the word.
External competition only needs to be dealt with at first sight, while internal problems must be treated as gently as cooking fresh food most of the time.
However, the former Director Wen was not afraid of this.
For seven of the eight years in his previous life, Director Wen was either passively or actively learning to ‘cook fresh food’.
…………
…………
In order to cope with this exaggerated expansion, Wen Liang temporarily suppressed the option grant plan.
In the afternoon, the various departments summarized their plans and put them on Wen Liang's desk.
In order to meet the company's future development needs, each department needs to expand and recruit people.
According to the needs listed in the plan, coupled with Wen Liang's revised formal implementation plan, the new organizational structure and staffing became:
There are 15 people in finance, 30 people in human resources, 10 people in administration, 45 people in operations, 20 people in operation and maintenance, 10 people in legal affairs, and 30 people in public relations.
And the R&D department that has changed the most.
The R&D department will be split into two departments: R&D and product.
The latter is temporarily managed by Li Bowen and is equipped with a team of 15 people.
The first phase of expansion of the R&D department is very brutal and will expand to 240 people.
Including development engineers and algorithm engineers for iOS and Android.
You must know that Bolang has more than 400 external part-time outsourcing developers, which does not include the laboratory staff where Zhang Yulin and Qin Zheng work and the assisting developers they may use for their project research.
After this expansion, the overall number of software developers inside and outside Bolang may exceed 700.
The number of official employees of Bolang has reached 431.
It is also thanks to Wang Wanyu that the office rental plan proposed by Wang Wanyu is very sufficient based on relatively long-term considerations.
The total area of rented office areas on the 8th, 11th, 12th, 13th, and 15th floors of the Silver Gray Building is more than 2,100 square meters. Excluding necessary space occupation and a small amount of independent office planning, there are 66 groups of 6-person stations covering an area of 21 square meters.
However, after this expansion, there are only a few vacancies left in the six office areas, even though there are actually 479 office spaces.
It is also a coincidence that the office area available for rent on the 8th floor is relatively large. Including the 901 area, it can just accommodate all employees of other departments except R&D and product.
"..."
After Wen Liang's revised plan was officially distributed for implementation, Li Ze walked into the general manager's office.
The short-haired Aze sat on the chair opposite the desk and didn't speak in a hurry.
Wen Liang was not in a hurry.
After a while, Li Zenong raised his eyebrows, looked at Wen Liang, and said helplessly: "At least give me a breather in advance and wink. I'll charge. You hold the line from behind, which not only shows that you are smart, but also has room for maneuver.
"
"It's not easy to be the boss. If you get tough too many times, it will easily make everyone nervous, and it will be difficult to lead the team."
"Look at this time, even Xiao Chen couldn't understand what you meant right away."
Finally, Li Ze touched his head again: "Besides, my appearance should be that of a villain."
After hearing what Li Ze said in one breath, Wen Liang smiled and said, "I know how to measure things. As a boss, you can't always look like a Bodhisattva."
Li Ze clicked his tongue for a moment and agreed: "Yes, it was just right just now. As you said, starting a business is really not something humans do. Xiao Chengshu is out of the dying stage, but Bolang is still in danger. Unless we don't
We will continue to take advantage of good opportunities to develop vigorously.”
Wen Liang nodded gently.
Later, Wen Liang said a few more words: "You should pay more attention to the meeting. Even if it is an emergency, as long as Mr. Wang does not show up, it means that the problem is not big."
Li Ze was stunned for a moment, then shook his head repeatedly and murmured: "My eyelids are short-sighted."
That's right, Wang Wanyu single-handedly brought up Wen Liang and has worked in a global company like Deloitte for many years. Even if some of Wen Liang's performances surprised her, she would not lose her basic judgment, let alone stay out of it.
Not any time!
Wang Wanyu didn't show up at the regular meeting, which meant there was no problem.
It's like Li Ze will come over now, but Wang Wanyu won't.
…………
In the next few days, except for the three departments of finance, human resources, and administration, all other departments moved out of 901.
The operations and operation and maintenance departments moved to the 8th floor, and the multimedia room was also demolished.
The public relations and legal affairs offices, which need to cooperate with the work of these two departments, have also been moved to the 8th floor.
The remaining product and R&D departments were first moved to the office area on the 11th floor and above.
In the week starting from the 20th, there were not many new employees, fifty or sixty, and a large part of them were people with whom we had some contact before;
However, on the new Monday of the 27th, the number of new employees increased sharply, with as many as 190 people in one day. Most of them were in software development. There were some internal recommendations in this part, and most of them went directly to nearby computer training institutions like Beida Jade Bird.
recruitment.
By the morning of the 29th, all the new employees needed for this crazy expansion were in place.
Wen Liang didn't use many novel methods to sort out the internal situation.
He just sent an all-staff email.
The focus is on three things:
1. Considering everyone’s contribution in the early stages of the company’s development, all employees who joined the company before February 7th will be promoted to full positions in advance.
2. Announce the list and corresponding ranks of the first four people who have been granted options, and announce the agreed purchase price of the options.
3. Determine the second batch of option grant plan time as March 31, determine the total share of the second batch of options to be 12 million shares, and make it clear that option awards will only be based on work contribution and performance regardless of rank.
4. It is clear that the company does not judge employees based on overtime work, but values based on creativity. Those who create higher value during working hours will receive substantial bonuses.
The superficial effect of this email is obvious.
As long as you are not stupid and know how to surf the Internet, you will know how high Bolang's current valuation is in the capital market.
Getting an option means getting a note that is already extremely valuable at a very low price.
At least the extremely impetuous atmosphere in the company caused by radical expansion disappeared immediately.
Because everyone has seen the glimmer of hope.
In addition, Wen Liang did not interfere in the internal management of other departments except the R&D department, and gave full authority to the managers of each department.
As for the R&D department, which accounted for more than 50% of the company's total personnel, Wen Liang did not make any big moves. He just helped Sun Baoyin subdivide it into multiple groups and adjust the rationality of staffing.
While all the employees except Duan Yi and the four people who got the options secretly rejoiced, Wen Liang went out of his way to let the wind out, stating that the company would conduct an assessment in mid-to-late March, without distinguishing between old and new employees.
5% of employees.
If we follow the messy theoretical models, Wen Liang used things like the 'catfish effect', 'interest induction', 'benchmark power', 'empathy', 'anticipated crisis', 'involution', 'public pressure', 'last place'
Eliminate a series of industrial and commercial theories such as ', '...' and so on.
In fact, the methods are relatively simple, but they can be effective at this stage.
Wen Liang's intention is obvious, it is true that he expands blindly and crazily, and it is true that he reduces talents in an eclectic way, but how to look at each performance specifically.