The backyard of the ideal sales championship caught fire, and employees were dissatisfied with the year-end bonus discount

"Rest assured that all the negative information (online) is credible, and you have to weigh the positive ones"

This is an employee in charge of the ideal supply chain, complaining to his own company, "Anyway, this is the situation around me, most people are not paid 13 salaries."

Approaching the end of the year, it was originally a time when the good news of the ideal car was frequent. They became the first company among China's new automakers to sell 20,000 vehicles a month. Unexpectedly, the backyard began to catch fire.

On January 19 on Pulse, a certified employee posted directly to blast Ideal. "Externally declare that all kinds of sales are the first, fight all over the world invincible, internal PUA employees, crazy pie to let employees complete sales performance." When the year-end bonus was finally issued, I told everyone that the sales did not reach the target, the year-end bonus was discounted, and almost everyone got it was not a month's end of the year, which was very different from the promised 14 to 16 salary, and they were ready to run. ”

After this post was released, many ideal employees in the comment area also came forward to say, saying that their year-end bonuses were discounted this year, and an employee in charge of ideal automobile logistics said that low-level employees like themselves did not even have year-end bonuses.

An ideal employee in charge of sales was even more resentful: "In the interview, he said that 6 insurances and one housing fund were 13 salaries, but the actual sales pressure after joining the company was very high, and the "262" principle was implemented in terms of performance, and 20% of employees would have the worst C on their backs in each performance evaluation." I thought that I could get more bonuses this year's skyrocketing sales, but in fact, I only had a half-month year-end bonus, and now I am ready to run. ”

According to the job website, product specialist positions vary in different regions. In first-tier cities, some promise 13 salaries, in a few sinking markets, and some job descriptions promise 15 salaries or even 18 salaries.

Even the R&D team, which Li Xiang has repeatedly announced to increase investment, has also been affected. An algorithm engineer at Ideal Car told Cheyun.com: "When recruiting, everyone is said to be 14-16 salary, but in fact it is never written in the offer, so although the lip service is crazy, it is actually empty promises." He also said that he had no other choice at that time that he had no choice but to come to his ideal, and now he has been here for half a year and has been looking for new job opportunities.

Employees are generally puzzled that last year's year-end bonus was generally 1 to 2 months, and this year's sales reached a new high, but the year-end bonus used to motivate employees was discounted.

On January 28, Li Xiang issued a letter to all employees. He affirmed last year's achievements and put forward a new vision to make Li Auto a world-leading artificial intelligence company. 2022 is the ideal year of counterattack. In December, both the ideal L8 and ideal L9 delivered more than 10,000 units, becoming the fastest brand among the new forces to deliver 20,000 units per month. A total of 133246 vehicles were delivered for the full year, up 47.2% y/y in 2021, making it the top sales among new players.

In this context, the resentment of the ideal employee seems understandable. There are many opinions about the reasons for the "deduction" of the year-end bonus, some people think that although the ideal is ahead of Xpeng and NIO in terms of delivery, the company has been losing money, and the year-end bonus is discounted to save expenses. Some people also question the ideal annual sales target, and set an unattainable sales target every year, and then use the performance of not meeting the target as a reason to halve the year-end bonus.

Ideal manages employees differently than other automakers. For a long time, the ideal car model was only available in one configuration, standard equipment is the top equipment, and this unique product strategy can also allow the ideal car to achieve extreme control in cost.

In the two years from the official mass production at the end of 2019 to the official delivery of the second car, the ideal L9, in August 2022, Li Auto only had one of the highest equipped ideal ONE produced in a factory in Changzhou, whether it is operation management, manufacturing efficiency, cost control or sales service, it is enough to become a benchmark in the automotive industry, which is also the "Toyota model" that Li Xiang advocates in production.

Li Xiang once said, "I have already operated a 10-billion-level company, and I hope to operate another 100-billion-level company and build another Toyota." ”

In terms of management, Li Xiang recently said that one of his core OKRs in 2022 is to learn Huawei's IPD process and promote the implementation. In order to promote the implementation of IPD, he also found a consulting company to train employees on IPD introduction, and also introduced Meng Xiaokun, a senior expert with Huawei background, who is responsible for sorting out and building the IPD process in the strategy department.

It can be said that the ideal advocates the Toyota model in production, and learns from Huawei's experience in management. This places high demands on the ideal employee. So it also left a good name of "picking".

But Li Xiang seems to have ignored the other side of the Toyota model and Huawei's experience. It is to give employees reciprocal returns. For example, Toyota values emphasize respect for employees and their happiness. Toyota's managers follow the "Toyota Program," one of which is "creating a harmonious family-like atmosphere."

At the 2019 labor negotiations, Akio Toyoda, then president of Toyota, explained the "family-like atmosphere", and Toyota founder Kiichiro Toyoda said that employees are family, and Toyota will implement the "Toyota Program" to the end.

Toyota likes to hire recent college graduates and self-trained mid-career students, while performing lifetime employment that is now almost impossible at other companies. This is the premise of Toyota's management model, that is, "wring out the last drop of water in the towel", which can be implemented for a long time.

Similar to Toyota, Huawei's treatment of employees has been controversial. As early as the late 90s to the early 2000s, the starting salary of Huawei's fresh undergraduate students was 4,000 yuan per month before tax, and 5,000 yuan before tax for master's students, while the average monthly salary of Shenzhen employees at that time was 1,920 yuan. Ren Zhengfei said: "I want my employees to be hungry for money ..... The reason why Huawei continues to grow is to earn more money."

On January 14, 2022, Huawei's internal forum "Voice Community" announced that the dividend of the union's virtual restricted stock in 2022 is expected to be RMB 1.61 per share, maintaining a positive growth from RMB 1.58 per share in the previous year.

In recent years, due to the disappearance of the demographic dividend and rapid growth, the importance of domestic enterprises to organization and management has increased year by year. After public information inquiries, there are many companies that advocate learning from Toyota's management model or Huawei's experience, but not many can provide equal treatment.