Big Sister's Troubles (Part 2)

  Shi Lin interrupted, "I've been annoyed these days, but seeing you're even more annoyed, so I didn't mention it to you. Every day, there are at least eighteen people coming to ask for news, and when I say I don't know, they don't believe me. Each one asks what's the relationship between us two, and wants me to put in a good word for them with your dad. I say my dad won't fall for that, but they all say, 'Come on, you're father and daughter, very close.' I reckon if someone doesn't get promoted by two levels, who knows what kind of vicious rumors will spread behind their back."

  The factory director puffed on his cigarette and still didn't speak.

  Shi Lin continued to vent her frustrations: "The most annoying one is Zhang Jingjing from the fourth car, who is said to be a friend of that shrew who caused a big scene last time. This time, she's trying her best to get promoted to level 2 and also wants her husband to get promoted to level 2. Every day, she comes to me with some nauseating flattering words and insists on introducing me to boyfriends, bringing over ten photos. I don't know what she does, but where did she get so many photos?"

  Shi Lin said, "Dad, it's all because of you that I didn't immediately turn against her. Otherwise people would say that your daughter came to the factory and started playing favorites, not getting along with the ordinary workers. But if she keeps going like this, I won't guarantee that I won't turn against her."

  Shi Lin said: "And, the director of her workshop is also afraid of her. According to what she boasted about, they secretly promised to promote her two levels. If it doesn't happen later on, she'll definitely settle accounts with you. This person, who knows what kind of big trouble she might stir up? You'd better be careful."

  Shi Chang said in a deep voice: "The sky is clear and the earth is calm. Can she still turn things upside down? I have a clear conscience, what's there to be afraid of?"

  Shi Lin said: "In the past, those factory leaders would give their trusted followers more bonuses and even dare to accept gifts in exchange for positions. Even if they offended a group of people, as long as they got benefits for themselves, there would always be a group of loyal followers around them cheering them on. But you? You want to play fair and square, with everyone getting an equal share, but when the time comes, it's actually harder to handle."

  Jiang Zhan thought for a moment and interjected, "Isn't the decision on such a big matter as salary increase supposed to be made collectively by the leadership? How did it become your personal decision this time, Uncle Shi?"

  The factory director was somewhat surprised that the middle school student Jiang Zhihan was interested in this topic, but still patiently explained with a good temper: "Now it's said that we want to reform and improve the efficiency of the leadership team, and emphasize division of labor. As for the matter of raising wages, just leave it to me, the production deputy factory director."

  Jiang Zhan said: "This is taking you to roast on the fire."

  The factory director sighed: "Is it that obvious? Even a child can see it."

  Jiang Zhan said: "I read a book on company management the other day. Now, most Western large companies emphasize good ideas and good thinking, which should be freely circulated throughout the company, bypassing the inherent hierarchical structure of administrative management, that is, to flatten the management hierarchy. However, when it comes to functional distribution and performance evaluation, they are still strictly hierarchical. The performance evaluation of ordinary employees should be done by first-level managers, and the performance evaluation of first-level managers should be done by second-level managers. If there is no serious violation of moral or legal phenomena, second-level managers are generally not encouraged to evaluate employees across levels, at most providing some reference opinions if they have direct experience working with the employee. Employees are also not encouraged to skip levels to appeal or ask for favors. Although skipping levels is inevitable in practice, the system is very clear. If you follow this common system, you should focus on evaluating workshop directors and middle-level cadres, and leave the evaluation of workers and clerks to the workshop director and section chief, who are at the same level as middle-level cadres."

  Shi Changzhang was surprised by Jiang Zhihan's words and sat up straight, no longer slouching on the sofa. "Our country has its own characteristics, doesn't it? The evaluation of mid-level cadres, the first-in-command and second-in-command will definitely not give up power, handing it over to me is their best chance to win over mid-level cadres."

  Jiang Zhan said: "Even so, you should give the assessment of workers and clerks to middle-level cadres, lest everything be borne by yourself."

  The factory director said, "Actually, the list of recommendations was made by mid-level cadres, and we just made some minor adjustments in the end." He rubbed his brow and said, "This matter is quite troublesome. One or two workshops have already submitted their lists, but some people are not very reasonable, and we can't let them do whatever they want."

  Jiang Zhan said, "Actually, the biggest problem with adjusting salaries is the lack of transparency. Some leaders who want to take advantage of the situation are willing to operate in secret. But this way, often several months before and after the salary adjustment, everyone is anxious and worried, affecting work efficiency, not to mention the unfair treatment that affects employee morale. Someone like you who has no personal motives should make this process more transparent, and there will be fewer complaints and rumors."

  "What transparency method? We've tried it before, the Youth League and trade union are supposed to do some persuasive explanatory work, but no one wants to listen."

  Jiang Zhanchan said: "Quantitative indicators, of course, this is a bit of a stretch for me, but it's just some theoretical things I've seen. For example, each workshop and department has different contributions and is allocated different proportions. To give an analogy, if the second workshop contributes the most to profit growth, then 30% of employees in the factory can be promoted two levels, so the second workshop can give them 40% or 45% of the quota. This is one aspect. Then there's individual assessment, which you should be more familiar with, but even if an outsider looks at it, the main indicators are basically a few things: attendance rate, work performance evaluation, length of service, and comparison of average salary for people with the same length of service and their current salary level. No matter how many factors there are, give them out, give a proportion, and let everyone know through a public list. Although some evaluations will always be subjective, someone will always have something to say. But the masses' eyes are still bright, as long as the evaluation standards are clear and transparent, there should be fewer complaints."

  The director of the stone factory thought for a moment and said, "It's not a bad idea, but it's not easy to operate. Moreover, the factory leaders will not agree to completely delegate power to the workshop departments."

  "Then we can make a public announcement, the workshop's decisions will be posted for three days, and those with opinions can express them. The factory department can collect opinions and hold meetings to discuss the top 5% or 10% of opinions. And everyone can only say why the person on the list shouldn't get a raise, not why they themselves should get one. They have to give specific reasons. This way, we basically respect the workshop's opinions while giving the factory leadership some power to adjust. Alternatively, we could consider allocating 5-10% of the quotas directly to the factory to decide, and leave the rest to the workshops, still with public announcements, this is also a form of people's democracy."

  Shi Chang nodded thoughtfully: "You young people are indeed formidable! What you said I will carefully consider, maybe I can draft a charter."

  Jiang Zhan said, "I'm just talking on paper. By the way, I'd like to ask you, since other factory leaders have given you the power to decide on salary increases this time, haven't they lost their previous benefits?"

  The factory director sighed and said: "Firstly, their intentions can be reflected through the mid-level cadres who are close to them, and there must be people they have planted on the list. Secondly, in my place, every leader also wants to push a few people, can I refuse them all? This time, it's a pilot reform of wage adjustments, and the Light Industry Bureau will send an investigation team to listen to the feedback from employees. The biggest goal is, ah, you can imagine. So, getting the benefit while avoiding the harm is a very clever move. Haha, you are Xiaolin's younger brother, we are all one family, this can only be said at home, and cannot be spread out to affect unity."

  Li Ruoruo looked at Shi Changzhang speaking to Jiang Zihan, but his eyes shifted towards himself, and he quickly said: "Director, rest assured, I know the boundaries. These are things that won't be randomly discussed outside."

  Shi Changzhang was so willing to open up because he felt that Jiang Zhen's words had broadened his horizons, although they were not entirely feasible, but gave him a lot of inspiration.

  Jiang Zhan said: "Uncle Shi, I've been reading the recent editorials in the newspapers, and they all emphasize one thing - crossing the river by feeling for stones. We need to experiment, innovate, and dare to reform, which will ultimately bring rewards. Some people are passing this hot potato to you, trying to reap the benefits while avoiding the risks. I think it's a good opportunity for you. If you make some bold changes, you might just cater to the tastes of those above, and take another step forward, rather than being held back like now."

  Jiang Zhan said, "I often hear my mother say that you are truly knowledgeable about production and honest. The second workshop with the best efficiency now is the one you started. If this factory wants to be truly revitalized, it still needs people like you who can get things done to have a real say."

  Shi Lin laughed and scolded: "Little fart."

  The factory director came with interest, and Jiang Zihan started a long conversation. As for the complex factory management, Jiang Zihan naturally didn't understand much of it. However, he was very interested and asked some strange questions. The factory director, from being an operator to a team leader, to a workshop director, to a deputy factory director, had decades of experience in handling production problems or interpersonal relationships, but hadn't read any modern management books. So Jiang Zihan's views, although somewhat immature, still gave him many insights.

  This chat actually lasted until after 11 o'clock. It wasn't until Shi Lin urged several times that the conversation for the night ended. Shi Lin smiled and said, "Dad has found a kindred spirit," and laughed at Jiang Zhihan's abnormality, liking such topics at a young age. Shi Changzhang even sent him to the door, shook hands with Jiang Zhihan and said, "Young man, you have a promising future, come visit us more often when you're free."

  They bid farewell and left, with the mother and son walking on the road under the dim moonlight.

  Lisi said to her son, "Sometimes I think you must have been invited by ET to board a spaceship, why is it that now when you talk about things I just can't get in a word." ET was a story Jiang Zihan had told his mom, and she was using it freely.

  Jiang Zihan said: "I promised you, the dreams you didn't achieve, I'll help you achieve. Hmm, it's not enough, we need to double the achievement, quintuple it... ...tenfold, is tenfold enough?" As they spoke, mother and son couldn't help but burst out laughing together.