I have a flow system

Chapter 294 'Some are good and some are bad' (Happy New Year's Eve to everyone!!!)

Liu Bin is the head of the e-commerce department of Aiying Group.

Although the proportion of 'traditional e-commerce' business has become smaller and smaller due to the company's diversified development, the company's main business is still based on e-commerce channels.

Recently, the company is creating a self-operated e-commerce app. I heard it is already being tested.

Of course these are not the focus, as one of the top executives of the company.

What he gained in 2020 was something he could not even imagine.

In terms of direct income, the company's salary + year-end + year-end bonus, the total income exceeded 3 million, and I became a billionaire in one year. This was something I had never dared to hope for before.

In the past, I used to watch the rich people in the news and TV, criticizing Fang Qiu, which was enviable, and I felt that they were too far away.

After all, such wealth is almost determined at birth in most cases.

But I didn't expect that I would become the minority in the end.

And there are not a few people like him in the company.

He has also been under great pressure this year. Since the introduction of smart AR, there has been less and less human intervention in the company's performance appraisal.

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In fact, the assessment of his leadership was not very good. He was always only grade B, barely qualified, and even reached C in some months.

So in 2020, Liu Bin was at work during the day, and after get off work he would find teachers to 'study', constantly enriching himself, and based on the problems encountered at work,
Go find answers and gain continuous improvement in the process.

In this year, he has changed a lot, and he is much more mean to his subordinates. He used to be able to get along well with his subordinates, but now, as soon as he enters the office, the office, which was originally a little noisy, suddenly became quiet. a lot of.

In fact, he didn't want this kind of change. He really liked the atmosphere of fighting and relaxing with each other, but he had to do this.

After all, work doesn't have to be so serious, as long as the results are good, that's fine.

In the company, everyone has different levels, but outside the company, everyone is an ordinary person, and there is no so-called third, sixth, or ninth grade.

Liu Bin naively thought that if I treat my employees well, my employees will know how good he is and cooperate with his work well. '

But the fact is that this was indeed the case in the beginning, but gradually, after he lost the sense of 'distance' from his subordinates, and when he 'continuously gave in', these subordinates and 'friends' would start one by one. 'Pushing on the nose and hitting the face', 'Yang serves and Yin violates'.

It even made it impossible for him to manage it.
For example, Liu Fei, as a veteran employee of the company, is older than him, so they got along well with each other at work at the beginning.

However, with Wu Zhou's strong implementation, the entire company's assessment system has changed from human assessment to intelligent AR assessment.

Most people's assessment results suddenly changed in a 'subversive' way.

The managers of each group have always been A-level. Some are A-level and have excellent performance. In addition to monthly salary, there are separate incentives. Some are B-level, which is normal salary + performance.

As for C, he is at the end of the line and can only receive normal salary.

And Liu Fei got a B in her first assessment. This can be said to be the best among several company team leaders. However, most of the current team leaders are B, and a few are A.

Everyone who gets an A grade needs to make a simple sharing about why they got an A and how to do it.

At the beginning, Liu Fei was also curious about those people who got A and what they shared.

But when I saw that many people who got A's performance were not as good as her, I started to feel tired. As for the content shared, I no longer wanted to listen to it. If they were not as good as her, then why should I listen to it? It's obviously a broken system. If there is a problem, we should still follow the previous assessment standards and use performance as the final assessment criterion.

Then during the entire sharing process with other 'outstanding colleagues', she wrote a series of complaints, justifications, and suggestions for rectification of the intelligent AR assessment system on the intelligent ar management system and submitted it.

But a month later, there was no response.

The second time her assessment results came out, she got a B-, but then it dropped again. Liu Fei found Liu Bin and complained, because her performance had obviously increased very well and she was among the best in all the groups, so why did her rating drop.

Liu Bin 'helped' her convey her 'difference'.

Then there was still no result.

When it came out for the third time, Liu Fei was furious because her score dropped again and she got a C. This declining assessment result will continue, and I will not be demoted next year.

Liu Fei felt that Liu Bin must have not conveyed it to her at all.

As a team leader, she actually got a C. This made her unable to get along with her subordinates, and she was very embarrassed when compared with her colleagues.
Then she jumped over again and even approached Han Ying and Wu Zhou, hoping that Han Ying could help talk about this matter.
As an old employee of the company, Wu Zhou gave her a direct reply, asking her to further learn and improve according to her "deficiencies" analyzed in the assessment, and also to learn from the strengths of other colleagues in each sharing meeting. .

Since then, Liu Fei's attitude towards work has completely changed.

Han Ying felt a little strange looking at Liu Fei and complained all over.

When she was asked to learn how to improve, she did so very perfunctorily.

Not surprisingly, in the fourth and fifth month assessments, her evaluation was still C.

Then, in the sixth month, she began to have frequent dinners with more than ten colleagues from various departments.
At the end of the month, she resigned in 'a fit of rage'.

Among the good sisters and good friends who had dinner with her before, two of them also resigned with her.

Liu Fei thought that if she resigned, there would be someone at the company level to persuade her to stay.

But Liu Bin did not persuade her to stay, after all, the two of them were already having an unpleasant quarrel.

Wu Zhou didn't try to persuade her to stay.

Only some "colleagues" who play better on weekdays told her not to be impulsive and act on her own initiative. After that, he used his personal mobile phone to form a small group, contacted several colleagues who were still in the company, and continued to gather privately.

Of course, there is definitely no leader like Liu Bin, nor is there a 'big leader' like Han Ying.

"I'm obviously one of the best performers in the company. Why do you keep giving me a C rating? Isn't this bullying? If you don't want to give me a salary increase, just tell me. I don't care about that."

"Obviously, the previous assessment was very good, but we insisted on making some changes to break the assessment system. If there are problems with the results, we will not deal with the feedback."

"I reported the problem to the leader, but it was still like that. After I asked the team leader of the third group that there was a problem with the assessment, and reported it back, they changed the assessment. Why didn't my assessment result be changed?"

"Tch, the company will be great when it gets bigger, right? We, the old employees, didn't build it together. There are so many people poaching me from outside, and the salary is higher than here. I haven't gone there all this time. Now think about it. , It’s so silly, it’s just a job, as for that, I can go wherever the salary is high, humph” Liu Fei told her complaints.

At the end of October, Liu Fei resigned and went through an expedited process. The handover time was originally one month, but due to the intervention of the ar management system, the handover speed was much faster than manual handover.

And 'there was nothing to hand over'. 2 was handed over in just 7788 days. On the third day, Liu Fei left the company.

Soon afterwards, rumors spread within the group that she had switched jobs to an e-commerce company in Hangzhou, with a monthly salary of 10+, which was double her current salary of about 5 per month.
Liu Bin is extremely speechless towards Liu Fei. Is there really a problem with the smart AR assessment? In Liu Bin's opinion, there was no problem at all. These problems had already existed before the intelligent assessment system. However, at that time, he also felt that if the performance was growing, then this problem would not be a big problem, so he casually told her about it. Several times, but never changed.

But now, the intelligent assessment system has clearly listed these issues for her in just one month. As for her, she still feels "aggrieved" and even thinks that it is just a trivial matter that should not affect her assessment at all. result.

But what about the facts? There are several suggestions for rectification, such as:
1: Use data to speak, describe the problem mainly with facts, and reduce subjective opinions.

When Liu Fei conveys information to the waiter or describes problems at work, she likes to use exaggerated descriptions and makes very arbitrary decisions.

For example, the after-sales service assistant of a certain platform came to her and asked her to help deal with several product complaints.

Then her feedback to the company was that there were a lot of customer complaints about this product, and the proportion was very high. The company's product quality inspection department was just doing nothing. It was recommended that this product be removed from the shelves, so as not to affect the company's entire brand image. .

Then Liu Bin followed up on this matter, and the result was very speechless, because the fact is that "just a few consumers subjectively feel that it is not delicious, and a very small number of them complain about quality issues, and the after-sales departments of these companies will also follow up." deal with."

Moreover, the overall after-sales rate of the product is less than one-tenth of the platform industry standard. There are many customer complaints just because it is sold in large quantities.

This kind of thing happened many times. Later, the company's internal management system also directly had a new function, ar review. Liu Fei submitted four removal suggestions, but they were all rejected directly by ar, and they were given time and time again. All for similar reasons.

"The product quality is much higher than the industry standard. The current after-sales rate is only 7% of the industry standard. Quality assessment: excellent. Sales volume assessment: excellent. Result: continue normal sales."

2: As a manager, the work content of the team members is confusing. The system recommends that the work allocation of the members be adjusted.

Liu Fei is the leader of the group. Every time she gets busy, if she is too busy and has no time, she will randomly assign someone to handle it.

Any issue needs to be assigned by her alone.

Of course, if that person doesn't handle it well, she will curse. After all, she is so busy at work and has done something wrong, and she has to finish it off.
So in her group, everyone has to be 'all-around'.

And she herself couldn't tell the difference at all.

He was obviously a group manager, but something went wrong in a certain link.

You have to ask, "Who was it last time? Who handled it last time? Let's add it up and see who handled it."

3, 4.5
In fact, many problems are quite simple. Liu Bin thinks it is easy to adjust them if you grit your teeth and make some changes.

And after adjustments are made, work efficiency can also be improved.

But even so, she barely changed in a few months.

As a simple 'executive' employee, Liu Fei is still suitable, but as an operation staff and manager, she is too impulsive.

This is also the reason why her assessment rating keeps falling again and again.

Because the first assessment is actually the "most lenient", and everyone makes mistakes sometimes, and no one is perfect.

But the most important thing is the ability to "know your mistakes and correct them".

In the company, there are many, many people who, after receiving similar assessment results as Liu Fei, constantly 'corrected' themselves based on the rectification suggestions above, and finally the assessment standard changed to B or even A again.

These people even shared this experience in internal sharing meetings.

The most important thing is that in the end, Liu Fei left in an unseemly manner, because she left the company at the end of the year, when Double Eleven was about to come.

Anyone who has done e-commerce knows that the end of the year is the peak season for e-commerce.

Leaving at this time was obviously intentional.

If it is a traditional e-commerce company, it may be really painful.

But Aiying Group has fully completed the intervention of ar work assistant.

He even felt that even if he left the company immediately, it would not necessarily have any impact.
Not everyone can recognize themselves.

　This time I returned to my hometown in the countryside to celebrate the New Year, and was busy with various things every day.

　　I didn’t even have hot water to drink on the first day I got home, and I started walking ten thousand steps a day! ! !

　　I have met many elderly people in the village these days, which is different from what I remembered! Obviously they shouldn't be that old!
　　Suddenly I woke up and realized that I had 'grown up'.

　　Time flies so fast!
　　
　
(End of this chapter)