Reborn on the Internet: Starting with Games

Chapter 135 OKR
After this incident, Chen Hao was reminded that it is no longer a company but a group. The stall is getting bigger and bigger, and there are more and more places where the people below come into contact with their interests.

Human nature is the least worth testing. He remembered a saying that said:
When the profit reaches 10%, they will be just around the corner;
When the profit reaches 50%, they will take the risk;
When the profit reaches 100%, they dare to trample all the laws of the world;
When the profit reaches 300%, they can no longer be called human beings and dare to risk everything.

Chen Hao made an impromptu decision and announced that Century Zongheng Group would set up a supervision department, nicknamed "Jinyiwei", and he would personally select the specific personnel.

The person in charge of this department must be a person who has no desires and desires, is upright, and adheres to principles.

This person's figure gradually merges with the Pangban in front of you, and it's just you.

But we have to come down and have a private chat about this.

When Pang Ban reported on Century Security-related work, Chen Hao asked him to pay more attention to the reporters around the base.

As for Century Media, in addition to continuing to cooperate with major online game manufacturers, 17173 also recruited many game writers to continuously increase the content of each game area, and then took the navy resources in Zhou Xiao’s hands to cooperate with Century Media resources were integrated.

When Han Qian reported on human resources, she said that there are currently more than 1100 employees on the job.

Chen Hao announced at the meeting that he would change the recruitment strategy and change the original model of recruiting first and then cultivating. Instead, he would focus on quality rather than quantity. He would increase the number of interview rounds to select those who have the ability and experience. Those who can get started quickly will certainly not The educational requirement remains unchanged!
At the same time, let Han Qian contact headhunters to recruit senior people in various online game R&D positions with high salaries, especially talents from game studios such as Jinshan Xishanju and Daewoo. The salary can be negotiated.

Finally, Chen Hao knocked on the blackboard, and everyone looked over.

"It's mid-March now. All departments have just talked about the work progress and completion status, and their performance is very good. This is worthy of recognition, and it shows that everyone wants to do their own things well. Following common sense, I will say but "

Chen Hao paused and drank water tactically. "However, there is a missing piece in your report. Does anyone know what it is?" As he spoke, Chen Hao looked around at everyone.

These people looked at each other, and then looked at the report in their hands. They felt that there was nothing missing and everything was expressed clearly.

Perhaps he was a newcomer, and it was clear to the outside world that Wu Hanqing raised his hand to ask for a speech. Chen Hao smiled and said, "This is not a school. If you have anything to say here, just say it without raising your hand."

"Goals, the setting of goals and the actions to be taken are missing from the report."

Chen Hao gave a thumbs up and gave a thumbs up, "Xiao Wu is right. Everyone's reports are only yesterday, today and no tomorrow. It shouldn't be, comrades! Since you didn't mention the goal, then I will give it to you this time. Let’s decide!”

With that said, Chen Hao listed all the indicators of each department on the blackboard.

Century Interactive Entertainment: Make money.

Miracle, Ragnarok RO, and Bubble Hall currently occupy 52% of the market share.

Chen Hao directly wrote down the goal of guaranteeing 50% and fighting for 60%.

Three Kingdoms OL: We will see the first version at the end of June and open beta at the end of the year.

Martial Arts World OL: The preliminary preparations for the first half of the game are all completed.In the second half of the year, we will complete the development of the 3D self-developed engine and tackle large map seamless connection technology.

Focusing on the work focus of these people just now, he set goals for the first half and the whole year.

"If you have any difficulty, digest it internally first. If you can't digest it, come to me at any time and I will help solve it! If you have a problem, raise it now. If there is no problem, I will treat it as your acquiescence."

Chen Hao waited for a while and found that no one raised any objections. After seeing everyone writing down their goals, Chen Hao erased the blackboard.

Three letters were written: OKR!Everyone was confused, what the hell?
OKR (Objectives and Key Results) is the objective and key results method.

It is a set of management tools and methods for clarifying and tracking goals and their completion.

People may have often heard of OKR (objectives and key results method) and KPI (key performance indicator). What are the differences between the two?
For example, the former is a compass that can help corporate employees find the right direction and steps for their work, and encourage employees to challenge themselves and exceed their goals.The latter is a stopwatch that accurately records the work output of each employee for performance appraisal; one is active and the other is passive.

In fact, Chen Hao has been thinking about it since the Chinese New Year. When the company is big, it is too backward to rely on the traditional task of me and you to complete it. There will definitely be relevant employees. How to improve the efficiency and enthusiasm of employees as a whole?You need to use management methods.

Chen Hao first remembered the two methods of OKR and KPI.

Although it was not made clear before, the company actually used a KPI method, which is to assign tasks and complete tasks from top to bottom.

He set the game's public beta node as follows:

The same goes for Lu Tao's miracle of a major version update every month.

But the long-term solution is not a healthy one.

In fact, these two management methods had many successful cases abroad at that time. KPI first began to be introduced into the country, and major companies began to imitate them.

After several years of practice, we found that under the traditional KPI assessment, employees are increasingly inclined to "cope with the indicators". Work enthusiasm and creativity are almost wiped out by indicators. If you complete the target in order to complete the target, long live 60 points. The thoughts are extremely serious.

Most employees have very serious work attitudes and lack of creativity and initiative.

Compared with KPI, OKR has a stronger driving force for employees and advocates motivating employees to work hard from the inside out.Under the OKR system, employees' working hours and workload have not changed, but their working status has completed the transformation from passive acceptance to active development.

Failure to meet KPI targets will affect employee performance, which is no different from salary deductions. It is a critical education.

OKR is to achieve the goal on this basis, and there will be better rewards. It is an encouraging education.

There is no right or wrong method, it depends on whether it is suitable or not, and it also depends on the ability and conscience of the business managers.

In fact, many good things have become stale after being used in China, and they eventually become tools for capital to squeeze employees.

Thinking of this, Chen Hao, the attacker with painful memories as a social animal in the past, why did he still propose OKR in this meeting?

He wants to make changes and is willing to try for it. Even if he pays some costs and takes some detours, it is worth it.

After finishing the concept and specific methods of OKR.

Chen Hao announced that various departments will begin to trial the OKR system, which is not linked to salary.

However, each department will have a corresponding bonus pool. The size of the bonus pool depends on the overall completion of the department's OKR.

The same is true for each employee's specific bonus, which depends on the individual OKR achievement rate.

Regarding the setting of OKR, the top and bottom parties reach a consensus together, which is similar to a contract.

(End of this chapter)