"Before the company went public, we had a long time because the collection was not smooth and we were short of money, so we were afraid.
You said this person was strange.
Tough when you are short of money.
Why aren't you short of money now? There's too much money, which makes people nervous."
The meeting room naturally burst into laughter, as if saying, Look, this rich one is showing off.
"After years of habit, I have developed a habit that I want to keep it there after a little money, and I dare not use it easily.
Now I don’t know if the money raised should be used?
If it is to be used, how should I use it?
What are the adverse consequences if you use it?
Are there any adverse consequences if you don't use it?
Now the people in the securities department have not explained it to me clearly.
Of course, it is also possible that I do not have financial knowledge reserves, which makes me always unable to understand.”
"The first year after the company went public, that is, 11 years this year, the entire company was immersed in excitement.
I didn't react, so I didn't make too many plans.
Let the company develop naturally.
Yesterday, the preliminary data of the company's financial statements came out.
The output value has been completed this year is more than 1.8 billion.
The volume of this output value is more than three times the output value of 500 million before it was launched.
Our market value has also risen a lot this year, roughly stabilizing to around 35 billion."
"Today's Western architecture can be said to have a platform, money, and people.
Why do we say that people have them?
Before going public, I remember that there were only more than 50 people in the core level of our company.
Today, there are 168 people in our core level, which has increased by more than three times.
This year's company's casual development has brought me very strong confidence.
I believe that through our efforts, we will usher in a better tomorrow in 12 years.”
The applause rang out and the participants were in a state of great emotion.
"So, I figured it out, training at the core level can actually be called training.
It can be called unity of thought, it can be called clear goals, etc.
My original intention is to pass the meeting form, to let our core level understand what the company wants to do, to establish a good link between the company and employees, and to enable the company's orders and policies to be implemented in a timely and accurate manner.
, able to truly land."
“12 years are a year when we are doing our best.
The largest serial number of our current business unit is the fifth business unit.
But in fact, some business units have empty serial numbers.
I am initially planning to split our current business unit into five real business units.
These five business units can go hand in hand and compete with each other in the future.
This solves the problem that one business unit is dominant and other business units are seriously weak.
It also leaves enough upward channels for the majority of core cadres."
"The bonus system is still in the form of the original output value award, collection award, settlement award, and excess gross profit award."
"There is another bonus that I didn't think about completely, mainly because this matter is too complicated.
It is a listed company that can use the form of options to incentivize excellent managers.
I have also started this and asked administrative personnel to study this matter.
There was no applause at this point."
There was sparse applause from the venue.
"Forget it, this option incentive thing? I didn't understand it? I guess most of you don't understand this anymore.
But those who applaud may understand what this means to give employees options.
Congratulations to those who have already understood.”
"Just talk about the good news that has brought to you for 12 years.
So what do the company needs to do if it pays such high rewards and rewards to its employees?
What everyone needs to do is very simple.
That is, no matter what the completed output value in 2011 years is, the output value target in 2012 is twice the output value in 2011 years.
According to this plan? Assuming that the output value in 2011 years is 2 billion? Then the output value in 2012 years is 4 billion.
For specific numbers, a little later, the company will release its 12-year plan goals. At this training session, it will be considered as a way to reveal some news to everyone in advance."
"In this case, we have enough managers at the core level? But the grassroots staff in the project department are not enough. The executives of the production system must speed up the research on the equipment standards of the project department and then promote them throughout the company.
I would like to remind you about the equipment standards? You can refer to the output value and project type? Let me provide a list of personnel to be equipped.
For example? A garden landscape project with an annual output value of 200 million yuan requires a project manager, a business manager, a production manager, two greening engineers, two garden construction engineers, one hydropower engineer, two material purchasing agents, two
A seedling buyer, two budgeters, and one financial cashier? If you count this way, the standard configuration for this project is 15 people.
Of course, there are also necessary chefs, cleaning and security guards that must be reflected in the form of project entry? A standard can also be set.
Speaking of standards? In addition to staffing standards, some standards can also be formulated.
For example, establishing: standards for car rental, standards for building prefabricated houses, standards for renting houses, standards for company VI promotion, etc.
We used to have some of these standardization problems, but they were not perfect and were not implemented well.
For example, if you promote company VI, you often see that there are many different projects in the project department.
Some doors are double-open, some doors are single-open, some have company logos on the doors, and some have no logos on the doors.
These things will be unified in the future.
As soon as everyone arrives at our project department, they can judge from these publicity that this is the standardized project department of Western architecture.
We must make everyone familiar with our project with conditioned reflex.”
"I just talked about the bonus.
There is another point that needs to be added.
Some colleagues reported that they had not received any bonuses for many years, saying that our bonuses were false and deceptive.
This shows that there is something wrong with our bonus system and we are starting to reform the bonus system.
Although there is no change in the type of bonus for the time being, we can try to shorten the bonus collection cycle.
For example, the original bonus once a year.
In addition to the excess gross profit award, I think the output value award, collection award, settlement award, and these bonuses, because of their simple calculation method, are easy to judge whether the company has truly completed the indicator tasks assigned by the company, and can be adjusted to receive them once every six months.
bonus.
If you let the bonus float in the air, it will make everyone feel out of reach, make everyone lose their expectations for the bonus, and also lose their enthusiasm for work.
Everyone here has seriously neglected their duties and has not carefully considered how to safeguard the economic interests of ordinary employees.
If we cannot solve the problem of how to give employees more from a system perspective, then we cannot expect employees to be proactive and proactive in their work.