I was reborn and stayed in school to lie down. I really don’t want to roll anymore!

After a few brief pleasantries and letting the other party calm down, Jiang Hao started asking again.

“Has this content been sent to other leaders?”

...

"No, I didn't dare to send it to my direct supervisor, so I sent it directly to you."

He Meiyan shook her head and felt a lot more relaxed at this moment.

Especially seeing that Jiang Hao had a good attitude towards her report email, she had more courage to raise it.

"Let me know in detail, when did this performance appraisal start in your department?"

...

"It started at the end of last year. General Manager Hu arranged for it to be implemented within our entire group."

...

"Has your department laid off anyone yet?"

...

"Yes, Brother Wang was fired last month."

"Actually, Brother Wang works very hard, and his workload exceeds the average of our group..."

He thought that after going public, Haijing Technology would give him less worries.

Especially the business of Hu Lijuan's group. Since they have the strongest capabilities, Jiang Hao is the least worried and has not paid attention to the work of their group for some time.

Who knew that he would get into such a big trouble all of a sudden? Fortunately, the incident just broke out, and with employees like He Meiyan reporting it, the matter can be suppressed internally for the time being.

While He Meiyan was still talking, Xu Qingqing knocked on the door again.

Finally, at Jiang Hao's nod, Zhang Jing and Hu Lijuan entered the house, sat down on the empty seat on the sofa nearby, and listened to He Meiyan talk about this together.

However, after seeing Hu Lijuan, He Meiyan spoke much faster and did not dare to look at her.

After she finished talking about the situation in her own group, she fell silent again.

"Can you tell me more about the negative performance you mentioned?"

...

"Boss Jiang, this... Actually... I don't have any evidence, but I just heard that, um..."

Seeing that He Meiyan was a little reluctant, Jiang Hao stopped forcing her. This matter would be easy to investigate.

He then encouraged with a smile.

"Don't worry, I can give you an answer right now regarding the last-place elimination system. We will announce the cancellation of this system later."

“You don’t have to worry about your boss deliberately giving you low performance.”

"Don't worry about what you said when you came to my office. I will ask Mr. Zhang to give you a bonus this month to thank you for your contribution to the company's system."

Seeing He Meiyan walk out of the room, Hu Lijuan, who had been holding back on words, finally spoke.

"Boss Jiang, this is my fault. I was negligent in the evaluation method for grassroots employees."

"But I think we still need to have the last-place elimination system, right?"

The last-in-first-out system is currently very popular among major Internet companies.

It is a true wolf culture that eliminates the last person in the performance appraisal and greatly improves the company's operating efficiency.

With Hu Lijuan's hardworking and daring personality, she still admires this system very much. The capable ones are promoted and the mediocre ones are demoted. It's simple and clear.

It’s a pity that the system is implemented by people, so there will be big problems in implementation.

"No! Regarding the employment system, I gave your teams too much authority before. I will reflect on this myself."

"However, this system cannot be implemented any longer. From now on, all personnel appointments in the group will be finalized by you, Sister Zhang."

In the past, Jiang Hao wanted to delegate power and give his subordinates as much space as possible for development.

The company itself was in a period of rapid growth and had not considered the problems that would arise after the power was delegated.

Today, the growth of Haijing Technology is slowly slowing down. After all, it has gone public and has already ranked first in China.

If you want to compete internationally, you still need to wait for opportunities and chances.

At this moment, some institutional contradictions are gradually exposed within the company.

"Boss Jiang, should we discuss this system again..."

Hu Lijuan wanted to make a final request, but what she got was Jiang Hao's firm shake of his head.

"Do you think He Meiyan is the only one who said this?"

"Her performance is still good, but her leader deliberately gave her low performance."

"The real problem is with other groups. I heard that a certain group specifically recruited people to take the blame for low performance, or specifically let interns take the blame for low performance, and then they left after three months."

……

The issue that bothered Jiang Hao the most was the one that He Meiyan had not dared to explain clearly just now.

Some grassroots managers are just trying to win over their own people, and those who do this are considered honest.

Some groups directly take the quota and recruit people with deliberately low performance to avoid putting pressure on the old employees in their group.

The team will even give the person with low performance some extra money as compensation.

It has only been implemented for a few months, but it has already evolved in this direction.

The so-called survival of the fittest was not reflected at all. Instead, the fact that there are policies from the top and countermeasures from the bottom was fully demonstrated.

"Boss Jiang, this... this can't be possible."

"Which group is it!? I'm going to talk to their leader right now!"

Hu Lijuan was a little bit unbelieving at first, but soon accepted the possibility in her heart.

After all, it was an internal policy she implemented herself, rather than the company's unified standard personnel system, so it was extremely difficult to implement.

Not to mention that the group led by Hu Lijuan has the largest number of employees, several thousand people, which makes it quite difficult to manage.

"What's the point of talking to someone?"

"This matter itself requires reflection on the irrationality of the system."

Jiang Hao had worked as an employee himself, so he was mentally prepared for the situations in companies, especially large companies.

There are only one or two real backbones among ten people, and the rest are just slacking off or have no ability, but at least the basic workload can still be completed.

Under normal circumstances, the backbone can be retained, even if they may be buried.

But if it is changed to a wolf-like system, it would be fine if it is implemented well, but if it is not implemented properly, it would be chronic suicide.

Gradually eliminate these backbone members from the group.

Haijing Technology is not short of mid- and low-level management personnel and has accumulated a large talent pool over the years.

However, there is a shortage of backbone people in key positions, especially those who are willing to work steadily and for a long time.

Fortunately, this policy has only been implemented for less than half a year, otherwise Jiang Hao would really have a headache.

"Sister Zhang, please send a notice later. There will be an emergency meeting this afternoon."

"When the time comes, the company's personnel authority will be rearranged. Whether it is hiring or laying off employees, the final authority should be in the hands of the human resources department, rather than the current filing-based situation."

Currently, the heads of various business line groups have great power, and hiring and firing people is just a matter of a word.

The human resources department will make a registration, and then the cost will be assessed and included in the entire business group.

Therefore, annual campus recruitment and assignment are the main tasks of the human resources department.

After today, Jiang Hao plans to take back some key powers.

The company's executive system needs to be reconsidered.

"Oh! By the way, you should conduct an internal review of this team with negative performance."

"What needs to be dealt with has been dealt with, and move quickly."