Chapter 16

The final performance of a company does not necessarily depend on squeezing the efforts of employees, but the premise is that the company must have a technical competitive advantage.

Modern society does not pay according to the hard degree of your labor, but determines the amount of income according to the irreplaceable nature of your labor, which is the same as the scarcity of things.

Although Liang Shicheng's company is called a technology company, which sounds very tall and technical, it can only survive in the cracks in the face of huge competition, and its future is not clear.

The first important thing after taking over the company is to change this situation and find a unique competitive advantage for the company.

The first thing I thought of was the methods to improve the attribute values of employees in order to get bonus points.

So in the next few days, Liang Shicheng opened the company's background data and began to check his previous research results.

The company's R & D department has a total of nearly 100 people, but only the number of attribute values managed by itself have been greatly improved, while the attribute values of people in other departments are far lower than them after observation.

This is directly reflected in the attribute value of work efficiency. The average number of people in other departments is about 20%, but the number of people under their own subordinates is currently about 40%.

There are other reasons why the double gap has not been noticed by the top management of the company.

In other words, when the attribute value of employees' work efficiency is doubled, the actual work output of employees does not increase so much.

However, he soon found the reason. First, the original working atmosphere of the company was not good. The employees had no enthusiasm for their work. They just tried their best to complete their own work every day. After the actual work efficiency was improved, they took out extra time to make jokes and fish on duty.

Another reason is that the work efficiency in the attribute value is not a definite relationship to the real work efficiency improvement.

After research, Liang Shicheng found that the more work he used to think needed to use his brain, the actual work efficiency will increase with the attribute value,

However, for other heavy tasks that require brain use, the actual improvement is not so obvious.

When the work efficiency in the attribute value is doubled, the actual work speed is far from doubling due to the speed of code typing, but the speed of thinking during this period has doubled.

In other words, even if employees' work efficiency is not high, it is not obvious when they are engaged in hard and unskilled labor. This is why many low-tech human IT enterprises choose to squeeze employees' rest time, even though they are sleepy and have no spirit at all.

It's like moving bricks with a clear mind and quick thinking, which won't improve too much efficiency.

The work of programmers can also be divided into many kinds. The most low-end ones are like moving bricks. They don't need to think much. The most tired is not the brain but the arm. Therefore, they are also jokingly called code farmers. They often don't need to develop new solutions independently, but modify them according to existing ready-made solutions. However, when they encounter problems, they can't completely solve them and can only make small patches continuously, This process is not easy at all, and it consumes a lot of manpower.

But there is also a very high-end one. This kind of person is called an engineer and needs to think out a new set of solutions independently. In this case, most of the time is mental work.

Liang Shicheng found that the so-called work efficiency attribute does not refer to the efficiency in actual work. To be exact, it is just the efficiency of thinking problems in the brain.

Now that he has mastered the way to improve the thinking efficiency of employees' brains, he should give full play to this advantage and transform the company into a more technical technology company, rather than squeezing employees in exchange for poor benefits as before. For this reason, he is also brewing another new reform.

His ultimate goal is to transform the company into a high-tech R & D organization. As for employees, he attaches importance to only two problems, one is the ability to learn new knowledge, and the other is the loyalty of employees.

After several days of planning, the company's leadership announced a major reform, readjusted many regulations in the company, no longer set working hours, no longer patrol and supervise everyone's work, as long as the specified workload is completed.

In addition, the company will provide snacks and drinks used during working hours, which will be uniformly distributed in some corners of the company and take as much as you want.

Another good news is that the salary of all employees will be increased by 1000 this month, and two weeks will be given to adapt to the new changes and adjust to the best state. There is no rigid workload assessment in these two weeks.

The set of methods to improve employee attribute values previously discovered by Liang Shicheng began to be promoted in the R & D Department of the whole company.

Not only that, he also rented several other floors of the building to create a better environment for employees, a more spacious place for lunch and meditation.

Although the high-level meeting did not understand these practices, and it was reminded that the work progress might slow down in a short time, Liang Shicheng, as the boss behind the scenes, did not think it was a problem. Unlike previous shareholders, he is not concerned about the short-term performance, and even has no pursuit for the market in the field of agricultural UAVs, the company's core business.

As an old employee who has worked hard in the front line for many years, Liang Shicheng knows best that the busy and tense work rhythm with a large amount of tasks in the past can not allow employees to accumulate real useful experience in this process. Everyone just mechanically repeats the simple and large amount of work at hand.

In the end, such employees will be eliminated, but Liang Shicheng can't bear it. He hopes to give them a better future by improving their real strength.

Therefore, he needs to find a new way for the company and plan some new products, but he doesn't have a clue yet.

On the new day, Liang Shicheng came to his own company as an ordinary employee, pretending to work, actually to inspect the situation.

This time point is still early, and some employees have consciously arrived. Most of the employees who get up early in the office building stand on the jump bed to exercise. After a period of adaptation, we have recognized the effect of this sport.

The methods found and summarized by myself to improve the attribute values of employees have been extended to the whole R & D department.

Liang Shicheng was very pleased to see that the attribute values on his employees were much higher than at first.

After returning to his office, he inadvertently opened the system interface and clicked into [point exchange].

Current points 126.2

Super material, required points: 200

Universal editor, required points: 400

High density battery, required points: 1000

High power Hall thruster, required integral: 2000

Monatomic control technology, required integral: 5000

Brain computer interface technology, required points: 10000

Low temperature controlled nuclear fusion, required integral: 20000

Engine with uniform and constant force field, required integral: 40000

New technology (to be opened)

Seed list (to be opened)

Liang Shicheng noticed his points at a glance and quietly increased a lot. However, the system has not arranged any new tasks recently. The only thing he can do is to promote those methods and improve the employee attributes of the whole R & D department.

Liang Shicheng patted his head, and then understood that if you want to get points now, you don't always need to rely on the commands issued by the system, but as long as you improve the attributes of the people around you, there will be rewards naturally.

Thinking so, suddenly the score increased a little, from 126.2 to 126.3, which fulfilled his idea.

PS thanks for your recommended tickets.