Chapter 38 Chapter 35 What Employees Value Most: Promotions and Salary Increases

Tony Lin is about 35 years old, and like Wang Wei, he is also a handsome man, and he is also a Beijinger.But he is very different from Wang Wei: Wang Wei usually doesn’t talk much, and gives people the feeling that he has a Beijing-style arrogance in his bones, which belongs to the cooler category; Tony Lin is good at interpersonal relationships, and he is easy-going when he sees everyone Saying hello to each other is a very popular type. In addition to the very different interpersonal styles, the two have very different professional characteristics.Wang Wei is a genuine salesman, and he is a good salesman. He has worked in DB for 8 years and has been promoted step by step. Tony Lin joined DB 3 years ago. As a monk, the ability to do business is not comparable to that of Wang Wei.

When Tony Lin first joined DB, the commercial customer part was divided into two parts, A and B. He was in charge of the relatively small part B, whose business volume only accounted for about 20% of the company's total business volume. Although Tony Lin's sales level is not at the top among several directors, it has two advantages. One is the first-level execution ability, and he closely follows the instructions of the president He Haode; the other is that he cooperates very well with the marketing department. In place, the sales results are good. This is the cleverness of Tony Lin. He knows that he has to learn a little bit to do business. The level of DB's marketing department is among the best in the industry. He doesn't have particularly brilliant market insights, so he is happy to listen to the marketing department.The sales strategy of the marketing department, among the three sales business departments, Tony Lin's commercial customer department is the most thorough implementation, so the relationship between him and the marketing director John Chang is not bad, not as stiff as Wang Wei and John Chang.

As an airborne soldier, Tony Lin is not as deep-rooted as other directors in DB. He is not qualified to challenge the boss, so he completely follows the boss and simply grows together with the boss. Peter Zhang, the sales director of Department A at the time, was dissatisfied with He Haode, the president of DB China who had just come to DB China. The two had different views on doing business.Peter Zhang thinks that He Haode is too careful, and thinks that he does not understand the Chinese market.Relying on the fact that he has served in DB for nearly 10 years and has a large amount of business in his hands, Peter Zhang thought that He Haode would not dare to do anything to him, so he confronted him openly and secretly.

Peter Zhang is also a very smart character, so he has his own reasons for doing this - forcing the CEO away, it's not like he hasn't done it before, and he has successful experience. We all know that the bigger the boss is, the higher the requirements for one ability, and this ability is the ability to compromise-as a boss, you have to weigh different interests and know where to make compromises. Bosses are not so easy to do. If your performance is not good, you have to leave. If you want to perform well, you have to weigh the subordinates who have achieved key performance. Otherwise, it is hard to say who will leave.

Peter Zhang, who is well versed in this, is determined to challenge He Haode's ability to compromise, otherwise Peter Zhang will find it difficult to do business according to his own ideas in DB China in the future. During the feud with Peter Zhang, He Haode has been keeping a low profile, but who knows that he kept silent, and suddenly fired Peter Zhang when he found an opportunity.The company declares to employees and the outside world: Peter Zhang has better personal development, so he left DB, thanks for his long-term contribution to DB, we wish him a bright future (may he have a bright future) and so on.

He Haode persuaded DB Asia Pacific in advance and made a bold decision to merge commercial customer departments A and B. As soon as Peter Zhang was dismissed, he announced that Tony Lin, who had first-class execution ability, would be appointed as the director of the commercial customer department. Tony Lin Chunfeng was proud, but he was not dizzy.He summed up that he was able to succeed because of: first, Peter Zhang was against the president; second, his excellent execution ability; Jump out and object. Tony Lin and Lala are several levels apart, but they have one thing in common, that is, good execution ability, both of them are top-notch.As soon as the boss speaks, they can do it right away, without discounting, without urging, and delivering on time with quality and quantity, whoever is their boss is not happy.It is for this reason that they have been appreciated and cultivated by He Haode.

Tony Lin knows that almost all of his regional managers have more sales experience than himself, and many of them are not convinced by him. He thought, he still has to make use of his strengths and avoid his weaknesses. Although his own business level is not as good as other sales directors, he can make good use of the regional managers under him, and achieve the same results--well, at such a high position, the high level of professional skills is naturally the best. Well, if the technology is not good enough, you don’t need to do it yourself, you just need to manage and employ people. Tony Lin first divided his regional managers into three parts, the core part is the Beijing faction, then the peace faction, and finally the peripheral faction.

Speaking of the concept of hometown, Beijingers are almost the most indifferent among Chinese people, but Tony Lin played this trick. In fact, his regional managers from Beijing may not really buy his Beijing concept, but the boss decided to unite with you. Don’t you unite with the boss? Like it or not, everyone united under the banner.Objectively speaking, every place has its own cultural characteristics. People who grew up drinking the same water can indeed communicate more smoothly. Tony Lin deliberately trains the first-line managers in the North District, and discovers potential people from them.Once there is a vacancy for the regional manager, he will not recruit outside, and immediately promote it strongly from within the northern region.After the newcomers came up, he first sent them to a relatively unimportant area like the West District, so that the newcomers could start exercising from there.

What's funny is that his criteria for employing a Shanghai-based Eastern District Manager are exactly the same as Lala's criteria for employing a Shanghai supervisor.He wants this person to be easy-going, preferably not wanting to be promoted again, able to do work independently, and not too strong. Originally, Tony Lin's Eastern District Manager was not such a person, but he was an experienced regional manager after all, with a good level of thinking. As soon as Tony Lin came to power, he could guess the mind of his boss.The manager of the eastern region pretended to be self-positioned to hold on to his current position, and sometimes he was lazy, pushing some big and small things to the senior front-line managers below to deal with.It was hard for him to pretend, Tony Lin classified him as a peaceful faction in his heart, and asked him to use more snacks during the year-end performance appraisal interview.

There are always some regional managers who are not from Beijing and have great ideas. Naturally, they are considered peripheral.For this kind of people, Tony Lin is in control.He Haode is very concerned about the level of regional managers, because the backup candidates for directors are likely to come from these people. Tony Lin sometimes talked to He Haode about the strengths of the outsiders, and by the way, their weaknesses.This trick has a He Haode mentioned to Lala once that the manager of the commercial customer Nanda District is a person who "some people like it and others don't".