Yang Yun only joined Bolang in March, and she was made permanent just over a week ago.
Typical ‘new employee’.
If it weren't for a start-up company like Bolang, Yang Yun's promotion to vice president would be like landing from the air.
However, now, it will give all current employees of Bolang a visible hope. As long as you are capable, you can become a senior executive.
Of course, in fact, the current position of Vice President of Bolang is still a temporary product and cannot be regarded as a real deputy rank.
Although they are both vice presidents, the actual value of Yang Yun's vice president is lower than that of Li Ze and Wang Wanyu...
At best, the analogy can be compared to Chen Jiaxin and Tang Pu, who are in charge of two departments.
On the contrary, Li Xia, the assistant, is now at the same level as the first-level department manager.
As for Wan An, she belongs to a certain level of non-leadership positions, compared to the deputy manager level of the second-level department.
In short, Bolang's organizational structure is still not perfect yet, which is also a process that the company must go through in its development stage.
You can't just put up a show before the business is done, that's all money.
Therefore, in the relatively clear long-term plan of Wen Liang and others, Bolang has more expedient products at this stage.
For example, there are groups directly under the second-level department.
The perfect structure in the future will be five levels: office meeting → first-level department → second-level department → third-level department → group.
The subsidiary is at the same level as the first-level department, and the corresponding department under the subsidiary is automatically moved down one level.
…
In the afternoon, when there was still a short period of time before I got off work, the sun's luster already had a golden halo.
The light shines in from the floor-to-ceiling windows of the general manager's office, making the shadows of everything in the office very long.
Looking straight at Yang Yun, who was sitting in a dignified posture across from him, Wen Liang raised a smile and got straight to the point: "According to the resolution of the shareholders' meeting, you will be promoted to vice president starting tomorrow."
Hearing this sentence, Yang Yun was obviously stunned for a moment.
Even so, she didn't ask such naive questions as 'How could it be me?'
After all, all the former department manager-level managers already knew that one of them would be promoted to vice president in the next two days.
When it fell on him, Yang Yun quickly grasped the key.
'Internal Personnel.'
'Mr. Wen takes this matter more seriously than expected.'
So, Yang Yun quickly said sincerely: "Thank you Mr. Wen and the shareholders for their trust. I will do my best."
Wen Liang was quite satisfied with Yang Yun's reaction: "From now on, you will be solely in charge of the company's human resources."
Then, Wen Liang expressed his thoughts: “I tend to split human resources into two parts: administration and organization;
The former is responsible for administrative affairs such as recruitment and salary review, while the latter is responsible for the training, selection and impeachment of reserve personnel, as well as the assessment of total salary and benefits."
After speaking, Wen Liang leaned back slightly and made a patient gesture: "I want to hear your opinion."
This is an overall structural matter.
Yang Yun obviously needed time to sort it out, she didn't answer immediately.
From the perspective of her interests as a human resource, such a split is not beneficial.
However, she knows that she now needs to consider the interests of the company. Such a split is even the current optimal solution for a company system.
Human resources is a department related to ‘people’, but human resources is also composed of people.
This separation of relative checks and balances can, to a certain extent, reduce the problems caused by "people" within human resources.
After thinking for a while, Yang Yun finally said in a calm tone: "I agree with this working model. Manager Yuan and I are responsible for each other, which will also help improve work efficiency."
Hearing this, Wen Liang pointed out bluntly: "You are the vice president in charge. You are responsible for everything and report directly to me."
Yang Yun understood the meaning of Wen Liang's words. Wen Liang was too lazy to play the role of checks and balances.
All he wants is checks and balances in the system itself.
"I understand." Yang Yun nodded repeatedly.
Then, without letting Wen Liang ask, Yang Yun took the initiative to provide some of her opinions on the company's personnel issues.
"In the past week, the company's backlog of problems has been resolved to some extent, and the process system has been improved."
"However, all things are essentially human matters."
"The company's development time is short and it is developing rapidly. There are advantages and disadvantages. The disadvantage is that more energy must be spent on running-in. The advantage is that we can still make drastic changes now."
"I have several ideas about internal communication software..."
"about……"
Speaking clearly and coherently, Yang Yun paused for a moment, looked at Wen Liang, considered it and said, "There is another more radical idea."
Wen Liang was very patient from beginning to end, without interrupting or expressing his position.
But Yang Yun still knew how radical what she wanted to say was.
Seeing that Wen Liang just nodded lightly and motioned for him to continue, Yang Yun couldn't help but take a breath before saying: "The company has a large number of outsourced part-time developers. According to relevant records, it can be seen that the code submission efficiency is good. This shows that at least the company
The R&D department has the foundation to work flexibly;
This is not to say that we should completely copy Western practices, but from the perspective of an employee, I personally believe that flexible working is very attractive to talents;
So I wonder if the 3+2 work system can be implemented on a small scale in the R&D department."
Yang Yun almost didn't dare to pause and continued: "In terms of employee benefits, the company has reached the forefront of the industry. With our current salary system, talent retention is definitely better than the entire industry except for the system;
I know that many large companies have various accounting models for labor costs. The original intention of these models may be fine, but when implemented, it is easy to become efficiency-oriented. Grassroots employees will always have endless overtime and endless fish to catch.
;
Our company pays attention to effectiveness and has restrictions on overtime, so I thought about trying something more beneficial."
Wen Liang showed an appreciative look: "It's a very good proposal. You are right. Since even outsourced part-time developers can submit qualified code in flexible office, there is no reason that full-time employees cannot do the same."
“3 days for company and 2 days for flexibility is a suitable try.”
After a pause, Wen Liang added: "We will formulate a plan and submit it as soon as possible. If we don't have to work overtime, we will need it at the meeting tomorrow."
Yang Yun nodded and wrote it down.
There was an inexplicable intuition in her heart, and she seemed to express some of Wen Liang's original thoughts.
Even, maybe her idea is not as radical as Wen Liang thought.
She really guessed it right.
In Wen Liang's eyes, the essence of all things is human affairs. He attaches much more importance to talent retention and talent attraction than everyone imagines.
Otherwise, the distribution system would not be scrutinized again and again, because this is the most basic underlying benefit.
Because Wen Liang understands that although traditional concepts, educational concepts, etc. make many people at the bottom have a moral concept that is almost hypocritical, the essence of society is still inseparable from interests.
Just like Wen Liang and Mapelly, although they speak politely, every word is full of benefits.
It's the same with a company. It talks all the time but doesn't pay you, and it's just a picture. Who will do the work for you...
Looking at Yang Yun, Wen Liang added: "Personnel issues are the core issue. How to treat people as human beings is the focus of your future work;
At the same time, I also remind you not to turn human resources into a house game. Don’t make it look like employees are busy and departments are idle. In fact, it is worthless, wasting resources, making noise, and wasting other people’s time.”
"The internal communication software will be officially launched tomorrow morning, and the voices of grassroots employees will flow to me most smoothly. This will be an important basis for my judgment on human resources work."
Yang Yun responded solemnly.
She felt the weight on her shoulders.
She also likes such a challenging future.
…………
June 29, Friday, the last working day of the second quarter.
Early in the morning, every employee who walked into the company had some expectations. Today is another very special day for all Bolang employees.
Option grant.
Incentive arrangement.
Personnel transfer.
As well as the organizational structure adjustment that everyone has speculated about.
Although the resolution of the shareholders' meeting has not been made public, everyone at Bolang believes that the current organizational structure is not enough.
This is all consensus.
At ten o'clock in the morning, the quarterly summary meeting was held as scheduled.
This is an enlarged meeting.
However, Wang Zhiyi, Zhao Mingjie, Zhang Yulin, and Qin Zheng did not attend the meeting.
There were only twenty or thirty people in total.
The first is basic reporting work.
All are relatively simple contents.
For example, in the recruitment of human resources, the current number of Bolang employees is 1,319.
This, of course, includes the staff of the Huihui Payment subsidiary who also work in the Silver Gray Building.
Followed by some progress in various departments.
Finally, Wen Liang summed it up briefly: "The company has achieved brilliant results in the second quarter, and everyone has worked hard."
“Let’s talk about the first thing first, option grant.”
"A total of 16 million shares have been granted this quarter. We will select 150 suitable people from this list of 200 people to grant them. Everyone here has already been allocated."
A total of 16 million shares were issued, of which 4.8 million were awarded to managers who attended the meeting and did not receive options in the first quarter.
Including Wan'an.
However, Wan An didn't get much, only 150,000 shares.
You must know that the remaining 11.2 million shares are divided among 150 people, and the average number is nearly 75,000 shares.
And, Bolang’s shares are now valuable!
According to the conditions proposed by Wen Liang to several investors, the pre-money valuation of Xiaocheng Shu will exceed 20 billion. Based on this valuation, the total share capital will be 1 billion, and the market valuation per share will be 20 yuan.
That's why Wen Liang said before that she didn't know what Wan An thought. The 150,000 shares she got this time based on her work performance are now worth more than 3 million.
Moreover, options have an exercise period of two to three years. The number of employees who can get options this year after two or three years, with an average per capita of RMB 10 million, is a result of Bolang's development.
After all, the market value of a total of 5% of the shares will only be 5 billion in two or three years, and Bolang will only be worth 100 billion. It will be no different from the current decline of Weibo, which means that the family fortune has declined significantly.
…
This was not the first time I had to screen option objects, so things naturally settled quickly.
Wen Liang then briefly announced the established organizational structure adjustment arrangements and personnel arrangements.
Yang Yun was promoted to vice president.
Even Yuan Shiya was just a little confused at first, and then came to his senses.
Yuan Shiya has a great advantage: she knows herself clearly.
Anyway, this adjustment of the organizational structure is equivalent to a disguised increase in the ranks of Xindai and others. No one is dissatisfied, and some are very comfortable with the promotion.
Finally, Wen Liang looked at everyone: "Considering that this year is already halfway through, the company will make major adjustments, and other factors, we will hold an all-staff meeting at Grandview Marriott at two o'clock in the afternoon to announce some news."
"Including personnel on duty at necessary positions must also participate."
"The meeting will last one hour. Please prepare in advance. I need to find some references through this office vacuum period."
As Wen Liang stood up after speaking, everyone in the conference room also stood up one after another.
Obviously, what Wen Liang needs now is not to raise questions, but to execute.
He has made it clear that he wants to create an artificial office vacuum for one hour.
You must know that every minute and every second after the new year, Bolang's necessary positions are always manned.
So although most of them are developing steadily, when all positions are really empty, the pressure that that kind of office vacuum will bring to every manager will be very great -
PS: Let me just say a few words. I saw a lot of comments from the background that actually criticized the distribution arrangements. But...big guys, if there weren't some twists and turns back then, this is the society we can really experience.
The environment, labor is truly glorious, and real people have hope.
In my opinion, this matter requires no external driving force at all for a protagonist who has experienced the times.
Think about it carefully, don't you who are already working hope that you can be treated as a 'human being' at work? And this is just an online article, don't be so harsh, I can't change the reality, I just want to have something beautiful