Chapter 14 13. Satir Theory and Sun Tzu's Art of War

Before Christmas, Qu Luoyi had collected all the three-piece sets of performance evaluations handed in by his managers. He scored each manager and interviewed them one by one, except for Du Lala, because before the new year she Having never been to Shanghai, Qu Luoyi planned to have an interview with her when she came to Shanghai to attend the department manager's meeting after the new year, but she forgot to ask her assistant Kelly to notify Du Lala in advance. Before Qu Luoyi had an interview with Du Lala, Rose came out halfway, and in front of Qi Haotian, solemnly proposed the meaning of keeping Du Lala, and Qi Haotian seemed to agree.Qu Luoyi doesn't fully agree with Ross' point of view in his heart. He thinks that even if Du Lala is of certain importance, it is only temporary, but Ross's attention itself is more important to Qu Luoyi.

As soon as the department manager meeting was over, Qu Luoyi hurriedly found out Du Lala's performance summary with a little curiosity, and roughly read it.Regarding this year's performance summary and work goal setting for the coming year, Du Lala's homework is quite satisfactory, and there is nothing to say; her personal development plan is more interesting: --The goal of personal development is "to become an excellent HR manager"; --The gap between the status quo and the goal is "Insufficient HR professional skills"; --The action plan to narrow the gap is "practice in work".

The problem lies in the action plan. It seems that everything that needs to be said has been said, but in fact it is very vague. When will you do specific actions to achieve the effect of practice in work?Measured by the SMART principle, the action plan part of Du Lala's personal development plan should fail. Qu Luoyi's heart moved, she understood that Du Lala was too lazy to spend money on personal development.So, what is the meaning behind this knowingly lazy?Is it pure laziness?Or did he show his contempt because he already planned to leave? Qu Luoyi put down the document in her hand, recalled Du Lala's personal development plan last year, tried to find out the changes in Du Lala through comparison, but found that she couldn't remember anything.

At this time, Qu Luoyi remembered that at the manager meeting, Du Lala mentioned that the personal development plan is a double-edged sword. The employees made the plan seriously, but the supervisor didn't even talk to them, which was very hurtful. Qu Luoyi was suddenly suspicious: Did I really forget to talk to Du Lala about her performance evaluation last year?So it was me who she criticized at the manager meeting?At least including me! Qu Luoyi remembered Lala's harsh words: "Since you don't care about me, why should I be used!" He felt a little uncomfortable. The organizational development manager kept the written documents related to the performance appraisal of all employees above the manager level in the company over the years. Qu Luoyi originally wanted Zhu Qidong to look for Du Lala's personal development plan for last year.Anyway, Du Lala must have been unhappy in the past year. The key is how to do it now so that Du Lala can feel motivated without taking management risks.

Qu Luoyi thought that the 2007 employee satisfaction survey project that Zhu Qidong was in charge of originally planned to have Tong Jiaming assist Zhu Qidong, why not replace Tong Jiaming with Du Lala?For such a change, Tong Jiaming probably won't have any opinions. The key point is Zhu Qidong. Qu Luoyi can tell that Zhu Qidong and Du Lala are usually not very good at dealing with each other. For the replacement, Zhu Qidong still had to be explained, after all, he was in charge of this project.As for Du Lala, if this arrangement can be realized, she can learn a lot of important HR concepts from the project, which is obviously beneficial to her, and she should be happy.

Qu Luoyi made up his mind to communicate with Zhu Qidong and Du Lala, but suddenly remembered that he had not asked Du Lala for an interview, so he hurriedly asked his assistant Kelly to inform Du Lala to return to Guangzhou one day later, so that he could have an interview with her Her performance appraisal.Kelly asked him, "How long will the interview take?" Qu Luoyi said, "One hour." Why did Qu Luoyi have no impression of Lala's development plan last year?It turned out that he really hadn't talked to her!Originally, he asked Kelly to make an appointment with Du Lala to talk on the phone, but unfortunately he canceled it because he had something to do, and then he completely forgot about it, so he simply skipped the formality.

I can't remember this process clearly, but Du Lala can't let it go--the company stipulates that every supervisor must seriously discuss performance evaluation with his direct subordinates. After all, it is only twice a year, and she has become unnecessary. people!Even if the boss really forgot because he was too busy and didn't do it on purpose, why didn't he forget other HR managers?To put it bluntly, it is not a serious matter to ignore her Du Lala. This time, the wide-band salary system was implemented, and Lala was set at level 4—the lowest level among managers. She estimated that the boss would not need to discuss development plans with her.Lala's heart sank, and she simply wrote a few empty words indiscriminately.

Although it was a temporary notice to talk about performance evaluation, the scheduled interview time was not short. After receiving the notice, Lala was more curious than surprised, because Qu Luoyi actually planned to spend an hour with her!You must know that Qu Luoyi never talked with her for more than half an hour, and she could count the number of times they talked in a year.Curiosity is a stance, it means gossip, and gossip comes from the attitude of the person concerned to stay out of the matter. It seems that this time he wants to talk about something solidly, Lala guesses, he probably wants to talk to her about a new round of renovation projects in Shanghai, otherwise how can they find so much to talk about?

The discussion on the performance summary and work goals for the coming year went relatively smoothly. Qu Luoyi gave Lala an average score for her annual performance, and Lala had no objection to this.At this point, only half of the time has passed, and Lara is a little puzzled, because the last part left, which is her personal development plan, has nothing to talk about. Qu Luoyi looked at Lala and asked her: "How many modules are there in HR, which module are you most interested in?" Lala was surprised that Qu Luoyi asked such a real question, and she replied politely: "It's C&B." She answered very calmly, but the resentment towards Qu Luoyi slowly accumulated in her heart, let's see what he will do response.

Seeing that she didn't hesitate to answer, Qu Luoyi was a little surprised, and said calmly on the surface: "Why C&B?" Lala moved her body forward subconsciously, and explained cautiously: "Because I like technology, I like to study." Qu Luoyi felt that this reason was not sufficient, and retorted: "Every module has its own professional technology." Lara fell silent for a moment. C&B plays a key role in the job analysis and job classification - Lala thinks that the administrative manager is rated at a low level of four, and why she can only be called "OFFICE ADMIN MANAGER (administrative manager)" instead of "OFFICE ADMIN&HR MANAGER" (administrative personnel manager)"?But these are just her feelings, she has no professional basis.When Chen Jie interviewed her, she couldn't answer this question well.Administration is no more than sales. Who is more important and who contributes more than whom? Sales and profits can be compared on the table, but administration has no direct output.Who is the boss?Who is the youngest?What is the queuing standard?For this reason, Lara has a strong curiosity; moreover, she is determined to be an important person.But it's not easy for her to say directly why she loves C&B.

Qu Luoyi was not in a hurry to rush her, but waited for her to think.The two were silent for a while, and Lala felt that this silence was a bit stressful, but Qu Luoyi could turn his face, she thought about it and said: "I think I can do more important things, and I have the confidence to achieve something on a larger scale " After all, I felt a little unconvincing, and added: "Roy, maybe I'm a little false, but this is indeed my ideal." Unexpectedly, Qu Luoyi readily praised: "Very good. To judge whether an employee has potential for development, the first thing is to see whether he has the confidence and willingness to take on more important responsibilities in a wider range and exert greater influence." Lala didn't expect many opportunities from DB at first, since the boss asked, he just said it, and he didn't even bother to say it if he didn't ask.Hearing Qu Luoyi's approval, Lala was a little proud, and waited for Qu Luoyi's next words with a smile: Since I said "very good", then boss, can you tell me if you can say it. Qu Luoyi was not in a hurry, he looked down at Lala's homework: "Then, if we make your personal goals a little more specific, what you want to become is an 'excellent C&B manager'--your current situation, is far from Where is the gap between the goals achieved?" Lala said: "I think it is mainly due to the lack of relevant professional skills - I need the opportunity to learn. If I can practice in the work for a year, as long as you give me a year, I am confident that I will meet the standard." Qu Luoyi put down the development plan of Lala in her hand, raised her face and said, "If I give you a job rotation opportunity and let you replace Wang Hong as C&B manager, do you have confidence?" Lala froze for a moment and said, "You won't give me this opportunity to rotate." Qu Luoyi asked: "Are you confident?" Lala is not so foolish and bold, she said bitterly: "I'm not good enough yet." Qu Luoyi said: "This is your judgment—whether your judgment is excellent or not is another criterion we use to judge high-potential talents." Lala said wisely: "Although the judgment just now was correct, it does not prove that my judgment is excellent, because it is too obvious." Qu Luoyi taught her: "Indeed. What is good judgment? It doesn't count if you are right by chance. In most cases, you can always make a quick judgment on complicated situations, grasp the key to the problem, and take action." When Lala heard "the key to the problem", she immediately hit the snake and said respectfully: "ROY, I think the key to the problem is that I don't have the opportunity to practice--I have to have a learning process before I can take on the responsibility." responsibility." Qu Luoyi didn't expect her to be so blunt, so humorous, she couldn't help laughing, "Ha" and said: "That's right, if you don't learn, you will never learn. But we have a problem, all C&B managers, I used to be a C&B commissioner—because the manager is a link between the past and the future, and the manager himself must know what to do. If I ask you to be a C&B commissioner first, would you be willing?" Lala laughed dryly and said, "Of course I won't." Qu Luoyi shrugged: "Then what position can I provide for you to practice well? You can only be a manager directly?" Lala thought: When Liszt asked me to do recruitment, didn’t I know nothing about recruitment? Didn’t I still lead Zhou Jiuyi and Zhou Liang well.However, Lala didn't dare to talk about STAR with Qu Luoyi, she just said unconvinced: "Actually, as long as the commissioner below is an expert and has a good strategic thinking as a manager, they can still do well." Qu Luoyi said: "It is not impossible for an outsider to lead an expert. For example, an HR director may not have been a C&B manager, but he can still lead a C&B manager; however, a manager is a middle-level cadre and has to do a lot of specific work. You don't know anything. What do the commissioners below think?" Lala thought disappointedly: What are you going to say?I don't want to spend an hour going in a big circle, just to show that I am not suitable for "doing more important things"?He still cooperated and said: "It's hard to handle, the people below will definitely not accept it." Qu Luoyi said: "The 'dissatisfaction' you mentioned is about influence - if the influence is not good, it will be difficult to drive performance, because people are unwilling to cooperate with you." Lala suddenly understood a little bit, so there was still a conclusion waiting for her on the way: not enough influence! When it comes to lack of influence, Lala's inner attitude is corrected. She feels that she has this problem, and no one in the HR group convinces her.But Lala felt that she couldn't blame herself for this. She hadn't studied or practiced, so she couldn't be considered a professional, and her skills were inferior to others. How could she convince the public? Qu Luoyi seemed to see through her thoughts, and suddenly changed the topic: "Lala, do you want to know how others perceive your strengths and areas that have room for improvement in our HR team?" Lala straightened up "whoosh" when she heard the words, and blurted out: "You want to give me a 360-degree evaluation?" She used this trick to correct Zhou Liang's attitude! Seeing Lala's strong reaction, Qu Luoyi ignored her grievances, and introduced: "This 360-degree evaluation is not a set in the company's own system, but a tailor-made one that we hired a consulting company. , is dedicated to evaluating important employees, and the cost of doing an evaluation is not low-the evaluation results are used as one of the basis for formulating individual development action plans for employees." Lala murmured "I SEE (understand)", but she couldn't react for a while.It's a bit like being thrown into the cold palace and suddenly received a hint to be favored, mixed joy and sorrow, and couldn't believe it. At this moment, Qu Luoyi stood up, scribbled and wrote on the whiteboard behind her, then turned around and asked Lala, "Do you know Satya?" Lara shook her head blankly.Qu Luoyi pointed to the graphics on the whiteboard, and explained to Lala Satir's iceberg theory and the famous four coping postures. Lala listened in bewilderment, and then her eyes lit up and she said: "Sun Tzu's Art of War says, 'Know yourself and know your enemy, and you can fight a hundred battles without peril'. Does Satir's theory also mean this?" Qu Luoyi listened to Lalana's "Sun Tzu's Art of War" Bisa Tia, and she said so much, she was lucky, she came to sum it up in one word, Qu Luoyi couldn't help but laugh and cry, but after thinking about it again, it seemed that she had understood it. It didn't make sense at all, so he said: "I'll ask Shi Qi to introduce you to some content about Satir later on, so you might as well think about it when you have time." Lala quickly thanked her.Qu Luoyi said: "You will receive an email from Zhu Qidong in the future, teaching you how to do this assessment. How about we talk about this first today? When your 360-degree assessment results come out, we will discuss your personal development Isn’t the plan more targeted? The action plan formulated can also be more realistic.” After Lala left, Qu Luoyi thought about it, but didn't understand why her desire for C&B was so strong? But there is no one who puts C&B people outside the headquarters!In DB, Du Lala is famous for "I will die in Guangzhou".Qu Luoyi didn't mention this to Du Lala because even if Du Lala didn't have that uneasy relationship with Wang Wei and was willing to work in Shanghai, he wouldn't use her as a C&B manager--she A complete layman, not to mention the C&B manager, even the C&B commissioner, he dare not let her do it. It is not easy to arrange a temporary job rotation, and Wang Hong will definitely not agree without mentioning it. This function is indeed not suitable for irrelevant people to visit here. How can the salaries of so many important employees be shown to others casually. Originally, Qu Luoyi had already planned to arrange for Lala to participate in the satisfaction survey project, so that she would have a staged development in 2007, and the boss would have an explanation--but now after talking with Lala, he vaguely felt that , Lala seems not to be satisfied with one project, what she wants is the development direction of HR function. How to reconcile this contradiction?Qu Luoyi not only wants to properly satisfy Du Lala's desire for learning and development, but also doesn't want to make too accommodating arrangements just for her.You can't fabricate a position that the company doesn't need and let her develop it. After thinking about it, Qu Luoyi thought of the responsibility of the ER manager. DB China’s HR has not yet set up a full-time ER manager. Whenever there are disputes between employees and the company, Tong Jiaming is mainly responsible for settling them. After Luo Yi fully took over HR, Du Lala never participated in this aspect of affairs again.Qu Luoyi thinks that it is not impossible for ER to consider training Du Lala to do it, but it seems too early to talk about it now. Unexpectedly, something unexpected happened soon, which forced him to take immediate action to stabilize Du Lala.