Pei Qian blinked, listening with a completely bewildered expression.

What the hell?

A great success?

And the new recruitment exam had attracted a large number of mid-level backbone employees, truly optimizing the company’s personnel structure?

There were even people willing to take pay cuts to join Tenda?

This wasn’t right. This didn’t match the expected script at all!

Pei Qian had originally thought that since too many people had participated in the previous recruitment exams, those hired were definitely academic elites, exam wizards, or people with genuine skills. By launching a sudden new recruitment exam without warning, people wouldn’t have time to prepare, so surely they could bring in some slackers or people who slipped through the cracks, right?

But the response had been incredibly enthusiastic!

Because there were so many applicants and the exam rules were very strict, those who ultimately made it through still had genuine skills and abilities.

Pei Qian was silent for a moment, then asked, “So… what do you estimate these people’s work attitudes will be like?”

If they were coming for the benefits and had very laid-back work attitudes, then this situation might still be acceptable.

Wu Bin gave an emphatic thumbs up: “They’re all absolutely top-notch, no question about it!”

“Although some people were willing to take pay cuts to join Tenda, which might make it seem like they’re just coming for the benefits, there are two factors that ensure they’re still full of motivation!”

“First, the fact that they could reach backbone positions in other companies proves they’re all diligent and hardworking. Now that they’ve finally gotten into Tenda, these work habits will naturally continue.”

“Second, the reduced working hours will force them to further improve their work efficiency to adapt to Tenda’s work model. Because they have rich work experience, these people can take over tasks much faster than fresh graduates or newcomers!”

“For example, the employees poached from Shengrun Group by Headwind Logistics are already familiar with all aspects of the work. After a slight ideological transformation with the Tenda spirit, they’ll be able to shine! Our company’s expansion speed will definitely increase significantly!”

Pei Qian: “…”

Something wasn’t right. The more he heard, the more wrong it felt!

Could it be that this recruitment exam and targeted headhunting had brought in another batch of workaholics?

Well… to be confident, looking at the current situation, bringing in more workaholics was already inevitable.

Where was his Tenda Spirit Test? Bring it up immediately!

No, no, just one Tenda Spirit Test was completely insufficient now. He needed to think of other methods quickly.

Especially important was preventing this new batch of mid-level backbone employees from corrupting the company’s atmosphere!

So, where should he start…

Work processes!

If he restricted the work processes properly, these people wouldn’t be able to cause trouble.

Actually, Pei Qian had already made many similar attempts before, such as limiting overtime quotas, implementing random mouse movements after work hours, sending internal messages encouraging everyone to rest and relax more, and so on.

But these seemed somewhat unsystematic, unable to be implemented across all aspects of work.

Now with more and more new hires, many employees joining who had been poisoned by other companies’ cultures, the pressure was even greater. He needed to think of other methods.

Suddenly, Pei Qian had a flash of inspiration.

What was most closely connected to work processes? Of course, it was the company’s internal office chat software!

Currently, Tenda was using a very mainstream office software called FXT. Compared to social chat software, this type of office software focused more on workplace communication, making it more convenient for handling work tasks.

For instance, it didn’t provide invisible status options, allowing for clearer visibility of contacts’ online status; it could display the company’s organizational structure, making it easy to find the right personnel by department; everyone used their real names, with all contact information including phone numbers and emails visible; it could force pop-up reminders, send notification messages, and clearly show whether the recipient had read a message, and so on.

This software was primarily designed to improve communication efficiency at work, with basically no consideration for the privacy protection or user experience aspects found in regular social chat software.

After all, in a work environment, the user experience of ordinary employees and work efficiency were often contradictory.

In fact, after the company set up this software on the internal network, technical staff could view all chat records, constantly monitoring employees’ private complaints or grumbles.

Of course, due to Tenda’s unique company characteristics, their usage of this software was definitely different from other companies. For example, all departments defaulted to no forced pop-up reminders during non-work hours.

But this was after all just a tacit rule, not something every department would strictly follow. Moreover, department heads might sometimes use phones or other common social chat software to assign tasks during non-work hours, not necessarily arranging work through the FXT software.

Pei Qian suddenly realized that this situation had to change!

This office chat software clearly couldn’t meet his needs and was completely at odds with the Tenda spirit.

At the beginning, Tenda’s company structure had been quite simple, and FXT was just an internal chat software. Even if it didn’t align with the Tenda spirit, it wouldn’t produce too serious consequences.

But now the situation was different. In the coming period, Tenda’s employee count would experience another surge. If they couldn’t plan work processes and systems early enough, the workaholic situation would definitely get increasingly serious.

This matter absolutely couldn’t be taken lightly!

Tenda had the development capability for this—the TPDb website team could develop such internal chat software, and there was already an existing framework they could use. He just needed to assign this task to Ma Yiqun.

With this in mind, Pei Qian immediately called Ma Yiqun and summoned him over, asking him to work with Wu Bin from the Human Resources Department to complete this task.

The headquarters of both TPDb website and Terminus Chinese Web were in the same building, so Ma Yiqun arrived quickly.

After pondering for a moment, Pei Qian said, “I have a new task for you—develop an internal office chat software specifically for Tenda.”

“The FXT software has incomplete functionality and seriously violates the Tenda spirit. As more and more new employees join Tenda, we need to develop an internal office chat software of our own.”

Ma Yiqun and Wu Bin both nodded, feeling that Mr. Pei’s words made a lot of sense.

The FXT software was indeed somewhat outdated. Developing an internal office chat software tailored to Tenda’s specific situation was indeed necessary.

“So… Mr. Pei, should we just develop this software according to standard office software practices? Improve on the functions that FXT doesn’t have?” Ma Yiqun asked.

Pei Qian shook his head: “Of course it’s not that simple!”

“I think the biggest problem with the FXT office chat software is that it completely fails its positioning because it blurs the boundary between work and life!”

“What kind of office software frequently sends messages during non-work hours?”

“In my view, the internal office chat software we develop for Tenda should have the following characteristics.”

“First, there should be strict differentiation and restriction of software functions between work hours and off-hours. Normal use during work hours, but during non-work hours: no pop-up notifications, no sound or vibration alerts for messages, emergency voice calls allowed but only after applying for overtime quota, with monthly frequency limits.”

“Departments that send too many messages during off-hours indicate that the department head lacks capability and should be publicly criticized!”

“Second, all work must be communicated through this chat system and email. For anything not recorded in this software, employees can refuse to execute.”

“Third, create a clock-in leaderboard. Employees can clock in and out, with rewards for those whose clock-in times are closest to the standard work hours. Anyone who arrives early or leaves late demonstrates poor work efficiency, and department heads must pay close attention and provide admonishment!”

“Fourth, strictly standardize process handling methods: non-urgent, non-important matters send messages; important and urgent matters communicate face-to-face, then follow up with messages; important but non-urgent matters send emails first, then messages; urgent but non-important temporary matters hold video call meetings, then follow up with messages.”

“In short, managers must standardize their work processes and clearly define task levels. Any problems caused by unclear instructions have nothing to do with the employees.”

“Fifth, open an anonymous forum, like the Tenda Spirit Test, where only I can see the identities of anonymous users; no one else can. Allow everyone to post information anonymously on the forum to discuss the company’s mistakes and shortcomings.”

“That’s about it. If I think of new content, I’ll add it later.”

Pei Qian’s goals were simple: first, require everyone to use this software for communicating work content; second, strictly monitor and severely prohibit arranging work on rest days!

When using FXT, some functions weren’t fully developed, so department heads simply made phone calls or sent messages on other chat software, which created significant difficulties for supervision.

How many people were secretly working overtime on weekends? It was quite difficult to calculate.

But with this new software, requiring all managers to use it for assigning tasks, if they didn’t use it, employees would have the right to refuse execution.

This way, which departments were secretly working overtime and which departments consistently had early arrivals and late departures would all become clear!

As for the clock-in leaderboard and anonymous forum, these were natural derivative functions.

Wu Bin and Ma Yiqun listened in stunned silence.

So this was what Mr. Pei meant by “FXT’s incomplete functionality”!

Although Mr. Pei’s requirements seemed a bit strange at first glance, upon careful consideration, they actually seemed quite consistent with Tenda’s style.

In a company where mouse cursors ran wild after work hours, was it strange to freeze 90% of the internal chat software’s functions on rest days?

It didn’t seem strange at all—in fact, it felt quite reasonable!