Chapter 352: China Aerospace also wants to learn

"In the end, you went to the God of Light and you couldn't hold it anymore." Li Xiyin teased.

Lin Jia, who hoped to take control of everything, eventually found himself out of control.

Just as Lin Jia said just now, if she had any other opinions on Chen Yuanguang's decision, she had to raise objections through other executives. Chen Yuanguang had to be cautious even in exerting influence, let alone controlling him.

In Li Xiyin's opinion, Lin Jia, who hoped to have 100% control over his own destiny, instead ended up losing control to the greatest extent possible. This might be the humor of fate.

Lin Jia rolled his eyes at Li Xiyin and said, "So this is where the uncertainty in life comes from.

When I found him, he was just a poor student. I didn't even know his family background. I estimated that all the clothes he had on him cost less than 2,000 yuan, and he didn't own any brand names at all.

I thought at the time that even if he eventually made a career, the probability that he could be on par with me would be very slim.

Who knew he could become a god?"

Lin Jia was helpless. Most people who start a business can be called entrepreneurs if they have a nice title, or at most have the prefix "people" in front of it. If they have a bad reputation, they are called capitalists.

Who knows that the person you are looking for can make you a god by starting a business?

In the internal forum of miHoYo, you can often see posts like this: when Chen Yuanguang was just starting out, why did miHoYo have to watch Chen Yuanguang's nickname being God of Light instead of God of Yuan?

The marketing staff of miHoYo seemed particularly regretful. If the name was Yuanshen, they would have found the best civilian spokesperson for miHoYo without having to pay him.

Every time Chen Yuanguang appears on the hot search, the online gamers who play the Yuanshen launch meme are indirectly advertising Yuanshen.

Li Xiyin asked back: "If you go back to the past and are given a chance, will you still choose the God of Light?"

Lin Jia said without hesitation: "Of course.

It is a vision to hope that everything is under my control, and I will work towards this direction.

But that doesn’t mean that I would not buy a lottery ticket that has already won 200 million just because I don’t have the ability to control my wealth.

These are two different things.”

This is like people abroad who have won astronomical amounts of money in the lottery, and then returned to poverty after experiencing a period of extravagant life. They would complain that they would rather not have won the lottery. But if they are given a chance to choose, what they would always hope for is to go back to the day when they won the lottery, rather than not winning the lottery.

"Yes, Jiajia, as someone who has already answered the question of marriage, you are already standing on the shore, feeling calm and at ease, while I am still struggling underwater, not knowing which direction to swim." Li Xinyin said.

Lin Jia said, “So just follow your heart.

I don't believe in that whole thing in the movies about following your heart, but I'll still give you that advice.

It’s just like when you chose your major after graduating from high school, and when you asked me whether to go abroad or stay in China for postgraduate study after graduating from college, the answer I gave you was the same.

Following your heart does not mean that the decisions you make based on your heart are necessarily the best solutions.

But there is no so-called optimal solution in life, and no one can achieve the optimal solution.

Every decision you make seems important, and even seems important when you look back in the future, and changes your life, but if you don’t make this decision, your life will remain the same.

Because life is a process of mean reversion, it will be within a range and the decisions you make will not deviate from this range.

The range is determined by your genes, experiences, upbringing, personality, etc.

In my opinion, since life is a process of mean reversion, there is no need to worry too much when making decisions.”

Li Xinyin looked at Lin Jia who was talking nonstop and thought of the time when they had just finished the college entrance examination. At that time, she, Lin Jia and Zhou Yaqi spent the summer vacation together at Lin Jia's home. Lin Jia would often sit in the living room and tell them about his insights after reading a book.

Later, she was able to embark on the path of an up-host. It is hard to say what impact this experience had on her. Li Xinyin still believes that Lin Jia is more suitable for self-media than her.

"Well, your terminology has evolved from range to mean regression, and it's becoming more and more advanced." Li Xiyin complained.

Lin Jia smiled: "You have to understand that we are managing R&D and manufacturing companies. If you don't have some professional knowledge, you can't even understand the work report."

As expected, the interview with Lin Jia was not broadcast on any domestic platforms.

In other words, the version played on domestic platforms is only a 20-minute edited version, while the full version of more than minutes can only be seen on YouTube.

Li Xiyin knew during the filming that what Lin Jia said would not pass the domestic review mechanism at all.

Not to mention Lin Jia, even Chen Yuanguang couldn't pass the review.

It is not taboo to talk about artificial intelligence managing humans, but if you talk about other things, it is obviously not okay.

Even the number of questions and answers on Zhihu about this episode exceeded 2,000 in just two days, making it an absolutely hot topic.

But many of the answers have been deleted, and many of the ones that have not been deleted cannot be seen in the comment section.

"Thanks for the invitation. I watched the full version on YouTube. I have to say that Ms. Lin is indeed a woman who can tie down the God of Light. She has great insights on many things. The management logic and philosophy she talked about, including the attempts she made, I find it hard to imagine that this is something a woman in her twenties can do.

Over the past decade or so, we have seen many second-generation people in their twenties taking over business in our country, both men and women. When they are interviewed after taking over, you can only hear three words: It's so hard for me.

Before, my perception of Lin Jia was that he was Guangshen’s childhood sweetheart, with good public speaking skills and a great stage presence, whether he was hosting press conferences at Guangjia Technology and Guangjia Aerospace or as the vice president of Xiaomi Motors.

Including Guangshen's impromptu speech at the Guangjia Aerospace Building after she won the Nobel Prize, she spoke very well and had her own style.

In terms of management, I always thought she was the type who would not interfere in specific affairs and would have dedicated professional managers to be responsible for management, something like that.

Therefore, I never believed the rumors on the Internet in the past that she was very strict.

After watching this interview on the Internet, I am really impressed by him. He has his own complete thinking logic and puts it into practice, realizing the important role of artificial intelligence in future management.

All these factors combined show that Lin Jia is definitely not a vase as described on Weibo, but an outstanding management talent. Back to the management system she mentioned, the most important thing is not artificial intelligence, but to deprive managers of their power through equal power and then distribute it to everyone.

What she used was not equality for all, not absolute egalitarianism, but result-oriented process equality.

This is really amazing. When I heard about performance, I thought they were scored directly by artificial intelligence. I thought Guangjia Aerospace's artificial intelligence was already able to score based on the work reports written by employees.

After all, the Fuxi AI they developed is quite amazing in its professionalism.

I thought that artificial intelligence would give the scores, and humans would make the final corrections. If the difference between the scores between humans and artificial intelligence was too great, then a higher level would intervene.

The result is actually this kind of result-oriented equality throughout the entire process, which is really very, very difficult.

The difficulty lies in that you need to restrain your likes and dislikes towards your subordinates and evaluate him based on all the individuals who have worked with him.

For example, if Guangshen doesn't like executive A, if it is based on his original value, Guangshen will give A a low performance rating and transfer him to a marginal department, allowing him to resign on his own initiative.

In other words, I assigned executive A a task that was not humanly possible to complete, and he did his best but failed to do it well. I took the opportunity to give him a low performance rating and optimize him out.

In the system of Guangjia Aerospace, the God of Light was the first to be deprived of this right. After the most important power to control subordinates was lost from top to bottom, the most important power of the entire enterprise was distributed to everyone.

If everyone has it, then no one has it.

The sense of respect that this kind of equality throughout the entire process brings to high-end talents is absolutely unmatched by any other company.

I have always thought that when SpaceX came to Shenhai to poach people last year, no employee of Guangjia Aerospace submitted his resume. At that time, an employee of Guangjia Aerospace came out on Zhihu and said that he looked down on SpaceX and that Guangjia Aerospace's working atmosphere was better than any other company and was just bragging.

They don't leave because of a confidentiality agreement.

Now it seems that this is probably true. At least a tyrant like Musk will never tolerate his power being taken away.”

“Thank you for the invitation. As an employee of Light Armor Technology, I am really envious of Light Armor Aerospace’s humane approach. We still have the team leader, department head, and vice president taking turns to give you performance points, with weights of 20%, 30%, and 50% respectively.

Even the vice president may dislike you and directly cancel your performance-based salary. I have heard of this kind of situation every year in the past three years.

We are all from the Light Armor family. I feel that Light Armor Aerospace has already gone to the 23rd century, while Light Armor Technology is still in the 21st century. When can we introduce Light Armor Aerospace's management system?"

There are endless voices of envy, jealousy and hatred on Zhihu.

"As an employee of Guangjia Aerospace, I haven't opened Zhihu for a long time. When I opened it, I saw the background was full of @ me inviting me to answer this question.

Before answering, I deliberately read most of the other people's answers. Some of them make sense, so I will not repeat them. I will just talk about some points that others have not mentioned, and talk about the overall feelings as a person with personal experience.

We now do have artificial intelligence involved in most of the decision-making. For non-standard management work that artificial intelligence cannot decide, many of them are equally distributed to everyone. The most typical example is the performance appraisal mentioned by Mr. Lin in the interview.

For a person in charge of a R&D team, the most important job is to assign work to team members and then develop a work plan.

As long as it involves allocating work, it will be easy for some people and difficult for others.

But because all personnel participate in the final performance appraisal, it can be guaranteed that colleagues who do difficult work can get higher performance appraisal scores in the end.

You don't do your work alone. It definitely involves cooperation with colleagues from other groups. Everyone can feel your work status and difficulty level.

Therefore, it will not happen that A who does a difficult job gets a lower score than B who does an easy job.

The power of the team leader has been cut off. If the team leader's score is not high, his weight in the performance appraisal is likely to be lower than that of his team members.

Therefore, the current mechanism gives us ordinary employees a feeling of ease and freedom. With clear rules, you don’t have to worry about issues such as relationships with colleagues, standing in line in the office, and pleasing leaders.

These are not necessary in Light Armor Aerospace, you just need to do your job well.

Of course, this management philosophy is not without problems. Now there is a new problem. That is, no one wants to be a leader. The enthusiasm for climbing up has greatly decreased. Everyone only wants to be promoted in rank and get a salary increase. The attractiveness of a higher position has greatly decreased.

This environment is naturally suitable for lying down.

Didn't I mention before that Guangjia Aerospace has a strict learning and examination mechanism? The overall intensity is similar to that of domestic undergraduates. You take a professional course a year, and then take the final exam. Those with good grades have an advantage in subsequent promotions.

Since the introduction of this management mechanism, everyone's enthusiasm for class has weakened. When there is no desire, one is strong. When everyone has no intention of climbing up at all, then studying for exams will really rely purely on self-motivation, and there are very few people like this.

So recently I heard that during a senior management meeting, the God of Light proposed to increase rewards to motivate everyone to study hard. I heard that these were opportunities for subsequent space station tours.

I don’t know about other people, but this qualification is still very attractive to me. If the reward is a trip for two, my girlfriend will also support me not taking her out to play during the holidays and studying like crazy at home.

In short, Light Armor Aerospace is really very suitable for small town test-takers who study science and engineering. For these people, entering this environment is like a fish in water. You will feel very familiar and very calm inside. There is no need to adapt at all, and it will be a seamless experience.

My colleagues who came to Guangjia Aerospace for their first job after graduating with a master's or doctoral degree all felt that it was great. They could earn hundreds of thousands of yuan a year as postdoctoral students. They brought in other people, and many of them brought in the entire group of graduates the following year."

The answers on Zhihu have made Guangjia Aerospace's spring recruitment even hotter this year. Fortunately, Guangjia Aerospace originally planned to expand from 20,000 to 25,000 people this year, so there are still plenty of positions for graduates.

Lin Jia also took advantage of this wave of interviews to successfully establish a different personal image on China's social media.

"Yuan Guang, can you give us your management system?

The aerospace industry has long been criticized for its outdated management system and serious bureaucracy. It has become increasingly difficult for us to recruit PhDs in recent years. Can you help us improve it?"

When Chen Yuanguang visited China Aerospace and saw the simulated underwater lunar environment, the president of China Aerospace asked.

Chen Yuanguang said directly: "Of course.

Are you sure you won't make a censored version?"

Chen Yuanguang’s subtext is, if you make a castrated version and don’t learn the good parts but learn all the bad parts, don’t blame me.

(End of this chapter)