Siheyuan: The beauty Xueru Huizhen, the birds are jealous

She knew that her cousin's success was not accidental, but was the result of countless efforts and sweat.

"You don't have to be discouraged." Zhou Rong comforted her, "Everyone has his or her own path to take. As long as you work hard, you will definitely find your place."

Cai Xiaoguang also nodded and agreed: "That's right, we should not blindly envy others, but cherish the opportunities and resources we have."

At this time, Yang Ming came over. He saw Zhou Rong and Cai Xiaoguang chatting happily, so he smiled and said hello: "What are you talking about? You look so happy."

Zhou Rong saw her cousin coming and stood up quickly: "Cousin, you are here. We were just talking about you." Yang Ming laughed after hearing this: "What are you talking about me? Are you praising me again?"

"Of course, we are all praising you." Zhou Rong said with a smile.

Yang Ming waved his hand: "What's so great about this? It's the result of everyone's joint efforts. Well, it's getting late, I'll take you back to the Literature Club."

On the way back to the literature club, Cai Xiaoguang and two female classmates looked at Yang Ming with strange eyes. They were full of respect and admiration for Yang Ming's achievements.

"Yang Ming, are you really not a traverser with the 'Shock' system?" a member asked cautiously.

Yang Ming smiled slightly and shook his head: "Traveler? System? Those are all plots in novels. I am just an ordinary director of a steel mill, and I have some little secrets of my own."

The members looked at each other, half believing and half doubting Yang Ming's words. But Yang Ming had already changed the subject and began to talk about how he got to where he is today.

At the same time, a regular meeting was going on in the conference room of the steel mill. In the spacious and bright conference room, leaders from various departments gathered together, and the atmosphere was serious and tense. As the factory director, Yang Ming sat at the head of the conference table, scanning everyone with sharp eyes.

"Our production efficiency has declined recently, and this problem must be taken seriously by everyone." Yang Ming's voice was low and powerful.

The heads of various departments nodded in agreement, but their faces showed confusion. They knew that the decline in productivity was a serious problem, but the specific cause was elusive.

"I think the problem lies in the attendance mechanism." A leader expressed his opinion. Yang Ming nodded and motioned for him to continue.

"Our attendance mechanism is too loose and workers lack discipline. Some are often late, leave early, or even absent from work. How can such a work attitude guarantee productivity?"

Yang Ming took a deep breath and said in a deep voice: "You are right. There are indeed problems with the attendance mechanism. But I think this is just a superficial phenomenon. The deeper reason lies in our salary system."

(Is that good?) Everyone was surprised when they heard this. They didn't expect Yang Ming to blame the problem on the salary system.

"Our factory's salary system is an eight-level salary structure, which seems fair and reasonable, but in fact has many problems," Yang Ming explained. "First, it lacks incentives. Whether the workers do a good job or a bad job, as long as they don't make big mistakes, they can get a fixed salary. As a result, the workers lose the motivation to work hard."

"Secondly, this system easily breeds laziness. Some workers think that since the salary is the same, why bother working so hard? So they start to slack off and slack off."

"Finally, this system can easily lead to a brain drain. Capable workers will choose to leave when they see that their efforts are not being rewarded as they should be. This will further reduce our productivity."

The leaders nodded frequently, agreeing with Yang Ming's analysis, but they also realized that it would not be easy to solve this problem.

"So what should we do?" asked a leader.

Yang Ming was silent for a while, then slowly spoke: "We need to reform the salary system and introduce a more flexible and incentive mechanism. At the same time, we must strengthen attendance management and improve the workers' discipline."

"However, doing so requires a lot of money and energy," a leader said worriedly.

Yang Ming nodded: "Yes, it is indeed a challenge. But we have to face it. Otherwise, our steel mill will be in trouble."

After hearing this, everyone fell into deep thought. They knew that Yang Ming was telling the truth, but they also understood how difficult the reform was.

The workshop suddenly became quiet, and all eyes were focused on Yang Ming. He took a deep breath and continued, "We all know that materials are in short supply now, and every effort is particularly precious. I wonder if we can find a way to motivate everyone to work harder and improve our production efficiency?"

The workers looked at each other, some nodded in agreement, while others looked puzzled.

Seeing this, Yang Ming explained his idea in detail: "We can set a new production target based on everyone's work efficiency. We will conduct performance evaluation once a week, four times a month. If we meet the target in four consecutive evaluations,

If a worker gets an excellent grade, he or she will receive a red ticket, which can be exchanged for ten kilograms of pork in the canteen."

As soon as these words came out, the workshop was in an uproar. The workers were talking about it, some were very excited, while others looked embarrassed. The leaders also started a heated discussion and expressed great interest in Yang Ming's proposal.

However, there were also doubts in the discussion. Some people worried that the selection criteria for red tickets were too high and difficult to meet; others worried that those employees who had been performing poorly for a long time would be hit.

In response to these concerns, Yang Ming proposed a revised plan: “We can keep the conditions for obtaining red tickets as they are, but add a green ticket mechanism.

If you get an excellent result in a single evaluation, you can get a green ticket. If you accumulate four green tickets, you can exchange them for a red ticket. Green tickets can also be exchanged for two kilograms of eggs in the cafeteria as a daily reward. "

This revised plan was recognized by everyone.

Leaders have expressed that such a reward and punishment system is both fair and humane, which can not only motivate outstanding employees to continue their efforts, but also give those employees who perform poorly an opportunity to improve.

As a result, the new reward and punishment system was officially implemented, and weekly performance evaluation became one of the things workers looked forward to most.

They work hard to perform well on their evaluations to get that precious red or green ticket.

Those employees who performed poorly also began to reflect on their own problems and worked hard to improve their work performance.

Over time, the factory's production efficiency has improved significantly.