Chapter 350 The Management Philosophy of Guangjia Aerospace
For old investors, Big A is an eternal pain.
I was frightened by the violent rise, and the continuous decline, but I felt that I was doing well again.
However, Li Xiyin is not a stock investor. She is a Christian. She is still the kind of Christian who has been stuck at high points and cannot repay her capital for three years.
“We have no plans to go public for the time being. I think we are somewhat similar to Huawei in terms of going public, because our profitability has always been decent, so we are not in a hurry to go public.
Going public is actually stressful for companies like ours. ”
Listing is the end point for most companies, especially private companies. After listing, major shareholders no longer think about business operations, but how to find ways to reduce their holdings and sell the company to shareholders.
< br>It’s okay for these major shareholders to just think about reducing their holdings. What’s more terrible is that subconsciously, they no longer regard the company as their own, but regard the company as a fat sheep that will be sold to investors at any time. Naturally, they will try their best to hollow out this listed company through various operations.
Some of these operations are illegal and some are not. Even if they are illegal operations, the penalties imposed by the supervision are only a drop in the bucket compared to the benefits they obtain. No.
After this kind of company is hollowed out and sold to shareholders by major shareholders, the whole ghost story is not over yet. After the shareholders have been cut off by this wave of operations, the bookmakers come to take over this kind of company. , will use all kinds of violence to increase prices, distribute chips, and then cut off investors
It is precisely because they have seen too many ghost stories like this that veteran investors are still afraid of all violent rises. Even if Yanjing speaks out, they will feel that the banker is handing out chips and is ready to cut off investors at any time.
The bigger the dealer, the stronger its ability to cut leeks.
So really good companies are not in a hurry to go public at all.
This is the case for Huawei DJI.
With core technology in hand and stable cash flow, going public is a constraint.
"That's right, with so many monopoly technologies, Guangjia Aerospace doesn't have to rush to go public just for the patent licensing fees.
Not to mention that if you want to raise funds, a lot of banks are willing to offer ultra-low interest rates.
Mr. Lin, in the five years you have been managing Guangjia Aerospace, you should have seen many successful rocket launches, from recyclable rockets to electromagnetic thrust rockets to composite power rockets, and so on.
Whether you watch it remotely via live broadcast or in person at the launch center, do you feel proud that your hard work has paid off?" Li Xiyin asked.
On Weibo, Li Xiyin also has a bad image. She feels like Lin Jia’s bitch. Every time she interviews Lin Jia in a video, some Weibo netizens will regard her as helping Lin Jia whitewash her name. .
This time is no exception.
After listening to this, Lin Jia thought to himself, if he said that this was the reward for his hard work, there would be a huge quarrel on Weibo.
“This is mainly the result of scientific researchers. I actually only did a small part of the work.
The management of Guangjia Aerospace is relatively easy. We have established a relatively complete system. Such a system makes all transactional managers relatively relaxed.
Even starting from last year, we have been significantly reducing the number of middle-level transactional managers, and more of them are involved in artificial intelligence," Lin Jia said.
Li Xiyin was immediately interested, because Huawei often has a so-called wolf culture, and retired Huawei executives will come out to talk to you about Huawei's management logic and management philosophy.
Guangjia Aerospace has never been able to do so. Firstly, because it has been established for a short period of time and little information is known to the outside world. Secondly, because of the management philosophy of Guangjia Aerospace, we will not take the initiative to say how we are managed.
All high-tech companies in the outside world are curious about how Guangjia Aerospace is managed. Many technology companies want to learn from Guangjia Aerospace’s management concepts and management systems.
Just like retail people all over the country want to learn from Fat Donglai, the difference is that Fat Donglai’s boss likes to teach others, while Guangjia Aerospace never accepts such requests.
So Li Xiyin naturally judged that Lin Jia personally discussed the management of Guangjia Aerospace, which was definitely a breaking point.
"Artificial intelligence intervenes in management decisions?" Li Xiyin asked.
Lin Jia shook his head: "Involvement in management, not decision-making.
We are gradually handing over many transactional management tasks to artificial intelligence.
For example, when asking for leave, you If your request for leave complies with the regulations, then you can take it, no problem.
We strictly follow relevant regulations and arrange vacations according to employees’ working years. For example, employees who have worked for less than five years are entitled to five days of annual leave, and those who have worked for more than five years. How many days of annual leave are there for several years of work, up to 20 days?
Employees do not need approval from their leaders to take leave. As long as you have leave, you can take it.
Even if you don’t have any leave and want to take personal leave, that’s no problem. According to the regulations, as long as you can accept the consequences of deducting money, you can take leave.
In the past, his direct management personnel were needed to judge whether you could invite him or her, but now there is no need for it. "
Li Xiyin asked: "Is it possible that, for example, the tasks during this period are particularly tight and must be completed before this day, so everyone needs to work overtime and cannot take leave?
What if this happens? Or is this not going to happen with Guangjia Aerospace? ”
Lin Jia said: "Of course there will be, and this involves several points.
I said before that we are reducing the number of transactional managers. This is because of transactional work, such as business, personnel, and finance. Positions such as administrative positions are highly replaceable. There must be at least three people doing the same thing for the same person.
Even if no one can do it, people can be temporarily transferred from other departments and follow the company's internal GPT. We can also teach on-site.
So it doesn’t matter. As long as you ask, we will definitely give you a job.
For R&D and manufacturing jobs, there will still be middle-level managers. , which cannot be banned in a short time
Then this tests the planning ability of middle managers.
They need to plan during which time period our tasks will be very tight. During this time period, which of my subordinates must not take leave.
For example, I have a total of four people, ABCD, and A must not ask for leave during this period. Then I will initiate an application through the internal management system in advance. A, you cannot ask for leave during this period, and then you need to obtain A. After A agrees, if he wants to take leave during this period, someone will need to intervene. "
"So it's the mechanism. Guangjia Aerospace has established a relatively complete mechanism. "Li Xiyin said.
Like the company system, this is something that countless entrepreneurs have emphasized, but Lin Jia has his own point of view on this matter.
"Yes or no, all companies will emphasize that they value system construction and corporate management standards.
Almost larger companies will emphasize this.
But my understanding of this matter, And what I implement within Guangjia Aerospace is different from what most other companies emphasize. The essence of the difference here is that in most management philosophies, the system is a tool for managing subordinates, not a tool for restraining oneself.
The system should leave loopholes for people to take advantage of. This is the advantage of those in power
Even the fuzzy space of rules will be directly related to the power of the superior.
This is true at all times and in all countries.
America follows case law. This legal system results in the staggering status and income of their lawyers and judges.
In the past three years, the most important work I have done within Guangjia Aerospace is to clarify all the rules. If there is no ambiguity left, there will be no ambiguity.
As small as asking for leave, as large as performance appraisal and promotion, everything is clarified through the system.
Therefore, our employees will find it particularly easy to work in Guangjia Aerospace. The reason why they are relaxed is that the rules formulated and implemented are a set of rules. Whether it is their direct leader, me, or even Yuan Guang, they will not Go beyond the rules.
This kind of management system and management philosophy is the reason why Guangjia Aerospace employees feel that working here is simple and easy, and it is also one of the fundamental driving forces for us to always focus on research and development with all our strength. ”
Both the civil law system and the maritime law system have their own shortcomings.
But the essential reason why judges and lawyers in the maritime law system have such an amazing status is that case law brings The fuzzy space can be described in professional terms as discretion.
If you are a legal student, you will know that the logic of Guangjia Aerospace is to deprive the management of discretion.
Management that has been deprived of discretionary power really has no way to gain the pleasure of managing people except for higher wages.
Li Xiyin was shocked after hearing this. She also has a self-media company. She has also been involved in the company from its establishment to the current scale of nearly a hundred people. She feels the satisfaction brought by having the power of life and death.
Guangjia Aerospace is a company with more than 20,000 people and is one of the top technology companies in the country and even the world. After she has experienced the pleasure of power, it is difficult to imagine that anyone would voluntarily give up power.
Putting power in a cage is easier said than done.
“It’s amazing, this is really difficult to do.” Li Xiyin said.
Lin Jia nodded: "Of course, in the past, wasn't it said that universities should be governed by the president?
I think it should essentially be rules, clear rules to bind everyone.
Even if Even as a principal, he must be placed within the framework of rules. He only has the framework given to him by the rules.”
“Mr. Lin, what you mentioned just now is a simple example. Can you give us a more complicated example? Examples?
For example, the performance you just mentioned." Li Xiyin asked.
"For example, performance, each person's performance is truly anonymously scored.
Each person's score will have different weights.
This is a very complex system. We have An artificial intelligence team of four people is responsible for this matter.
It involves not only the members of the employee group, but also other colleagues who have intersections with him. They jointly score and then rate each person. The weights together construct the employee's performance score.
I can only give a brief summary of how we do it. At the end of the year, everyone needs to rate all of your colleagues with whom you have important interactions.
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After all scores have been scored, the system will then begin to calculate each person's weight.
Yes, you have to wait until the scoring is completed before starting to calculate the weight. The weight here is related to the score you obtained, and it is also related to your rank.
After the weights are calculated, the calculation will be performed to calculate the employee's final performance score, and then calculate the salary based on the performance score.
Neither I nor Yuan Guang will interfere in the whole process. Yuan Guang may be better off. After all, he has to deal with R&D personnel more. He can obtain the scoring power of some grassroots employees. I don’t want to interfere at all. It will involve the scoring of grassroots employees.
We have been operating the entire performance mechanism for two years, and the evaluation has been very good after two years.
Yes, what’s more interesting is that the entire performance algorithm team is rated as a whole by all employees of the entire company.
The scores given by all employees can show whether the algorithm is set appropriately.
Because of a very simple reason, scoring cannot satisfy everyone, especially anonymous scoring in the true sense.
When we let all employees trust that this is an anonymous rating, the entire rating will become very real.
As for your final score, only the closer it is to your self-perception, the score you give to the performance appraisal team in the second year will be close to the true value.
The underlying logic here is that everyone has three selves, the real you, the you the outside world knows, and the you you think you are.
The three are similar but also different.
The scoring is looking for what the outside world knows about you, and you will give feedback based on who you think you are.
Because after all, there are 20,000 employees, and everyone’s collective score will tend to be rational. What’s more, it is also beneficial to them to take away the power of performance from the leaders and give it to each of them.
The scores they give to performance teams can reflect certain situations.
Therefore, after the first year of operation, the performance appraisal team scored close to 8.5 points in the second year. After last year's score came out, they adjusted the entire model and the entire model can continue to iterate.
The essence of this is the equal division of discretion. I divide the discretion equally among everyone. Each person only has one-tenth or even less. When such egalitarianism and power are too small, This will make the entire environment positive. ”
After listening to this, Li Xiyin had only one idea, that is, this method of playing is not something that ordinary companies can learn.
Whether it is the determination of the management or the cost of building the entire system , or it may be the acceptance of employees. In China, only Guangjia Aerospace may be able to play well.
If you talk to domestic entrepreneurs about discretion, they will think that I should learn the wolf nature at zero cost. Culture.
"Very awesome, really awesome. I want to go to work in your company just by hearing about it.
I have talked with many entrepreneurs and read their management philosophies. Mr. Lin gave me It gave me a new perspective to think about the problem."
Lin Jia said lightly: "From the first day when Yuan Guang and I established Guangjia Aerospace, Yuan Guang told me about the vision of Guangjia Aerospace. , I was thinking about what kind of management mechanism can match such a lofty vision.”
(End of this chapter)