Liu Lu's life is better because she participated in Xiaomi's stock repurchase in 2014, when Xiaomi was valued at $45 billion.

People are so strange. $45 billion is an unimaginable price for a non-listed company that has been established for four years. For Xiaomi employees at that time, almost no one is willing to short sell. They all think it will rise. Everyone does not realize that this year is the peak of Xiaomi's life.

She joined Xiaomi in 2011, and Xiaomi also implemented 20% options every year. Therefore, as one of the few people willing to short stocks in 2014, even if she only cashed in 60%, she was already a winner in life and realized financial freedom.

This is also the reason why she always relaxed her mentality later. She could spend half her life playing games or achieving a greater self by making a correct decision.

Today, Liu Lu will talk about corporate governance and performance structure, take out a report, and open the first page: "I plan to follow the big dogdong in recruitment and use the second-five principle. What do you think?"

The so-called two-five rule is a relatively famous one in Goudong recruitment. It only recruits people who have worked in a company for more than five consecutive years, or who have worked in a company for more than two years in their careers.

She didn't expect that the first item would be crazyly denied by Chu Yuanxi: "No, no, definitely not."

"Why? Didn't Dagou Dong also build a company based on values? You can't deny everything about Brother Qiang Dong just because his personal halo is broken, right?"

"I don't deny him. I've never seen Brother Qiang Dong's halo. I mean, Big Dog Dong didn't use the 25th Rule to recruit from the beginning. They have already reached a very high stage before they came up with the 25th Rule. Do you know the reason?"

"You mean the reason why the two-five rules are recruited is relatively stable?"

"Yes, it is not suitable for pioneering periods, has poor momentum and weak initiative."

Liu Lu frowned: "But Xiaokang must be a big company. Have you considered internal strife? The stronger the initiative, the easier it is to internal corruption have you considered?"

"I have considered it. I have even considered that the more hardworking, the more responsible, and the more safeguarded the interests of the company, the more you will get. However, the company cannot tell whether the employee is really considering the company, or is it because of personal interests, factional conflicts and internal struggles, or even because of corruption?"

Liu Lu couldn't figure it out: "Why do you feel like you have run a company with thousands of people? Fortunately, I know your resume, otherwise I would have thought you were possessed by some old ghost?"

Chu Yuanxi was embarrassed and Hu Lulu on the back of his head, thinking that you are the right one! Fortunately, he can make up for this question: "Because I was fired by Pengfei Technology, that's how I was fired. Hahaha."

"Ah yes, you even extorted a sum of money before leaving, 2n+2. Someone gave me some science to popularize this history just now."

"Who?"

"A man named Chen Qi is also a human resource. He said he was introduced by your former colleague, Yang Jiangang, and he wanted to verify something from me."

"Oh, I understand. I asked her to ask Yang Jiangang to confirm that this slap..." Chu Yuanxi thought to himself how impatient Chen Qi was? "Well, about internal corruption and internal strife, this matter is not based on motivation. The reasons for internal strife are many. What I can guarantee you is not to appoint any relatives and classmates, so that it will not be easy to fight within. Even if there is an internal strife, it will be easy to deal with. In the future, if someone asks me, I will also use the solemn promise to their partners. What do you think?"

"The question is that when others ask you for it, will you keep this promise?"

"Don't you know that my relatives don't recognize you?"

"Since this is the case, it is better to be a company article. No one can introduce relatives and classmates to the company. Although it may miss a certain talent because of this, the benefits outweigh the disadvantages."

"Can"

Liu Lu quickly recorded it and then turned it over: "Then, I'll make another suggestion, banning love in the company, right?"

"This is a bit inhumane."

"But it's a big harm."

Chu Yuanxi opened his mouth and swallowed half of the words back: "I don't think so. Management is prohibited from falling in love. Ordinary employees should not be so inhumane, otherwise why should they earn so much money? Only by leaving the company can you enjoy family happiness, which is not what we want to see."

Liu Lu nodded: "That's fine, the damage caused by ordinary employees' love is not that great. Is there anything else that needs to be added?"

Chu Yuanxi thought it was strange, but he thought of the real world in the original world again. But he couldn't give up on his food because of choking.

As for the addition, he thought about it and concluded: "Overall, we should be lenient and strict, and to the bottom-level employees as a whole, and to the management as a stricter. Middle-level managers must be accustomed to change, and cannot develop a group of old white rabbits to resist everything that violates their interests. The company is composed of many employees, and each person is a discrete individual with his own ideas. It is impossible for all employees' ideals to overlap perfectly with the company, and there must be differences. The advantage of emphasizing corporate culture and values ​​is that this overlap is able to be adjusted to the greatest extent possible, rather than just surface overlap."

Liu Lu didn't say anything, just recorded it quickly, and then read another article, "Then let me talk about the performance structure I want to adopt. According to your requirements, this structure must be non-KPI nature. By observing the actual situation of Ba people's operations, I think the okr system may be more suitable for you and your company among many non-KPI management systems."

"What is OKR?" Chu Yuanxi was very happy to hear that, and finally someone could come up with something that belonged to him. This is a very good thing, and it is worth recruiting Liu Lu with great desire for talent. Cai Chongxin helped Jack Ma design a clear equity plan and equity incentives, which is Jack Ma's knowledge gap. Chu Yuanxi does not need Liu Lu to do an equity structure, but the importance of the enterprise structure is no less than equity.

"OKR is the goal and key result. This system is currently lacking in successful application examples in China, but there are already many practices in Silicon Valley companies. I have changed it on the basis of Silicon Valley companies." Liu Lu thought to myself that if you want to be "great", then I will give you a great framework. As for whether you have the ability to control it, it is not good. It depends on whether your ability can be as powerful as your mouth.

Chu Yuanxi didn't say anything, and was quietly waiting for Liu Lu to popularize science. Liu Lu was not polite, and stood in front of the blackboard and wrote a few lines:

1. The company publishes tasks, employees receive tasks, and after completion, the relevant leaders conduct assessments, and finally issue task rewards based on the percentage of completion and available value.

2. The management changes from managing employees to evaluating and serving employees, giving employees full initiative and freedom, and allowing employees to combine freely.
Chapter completed!