Pei Qian opened the TPDb website and briefly looked at the current ratings of various business sectors.
Benefiting from the 1024 Digital Festival, related businesses such as Slackin’ Takeout, ROF Assembly Service, and Headwind Logistics had all seen significant growth in their ratings, currently hovering around 9.5 with very low negative review rates.
The currently profitable businesses, including several profitable games from Tenda and Shangyang Games, Slackin’ Internet Café, and Mingyun Private Kitchen, all had good ratings as well.
Although the situation for this cycle was challenging, Pei Qian still had plenty of time to think things through.
Opening the internal network of the TPDb website, Pei Qian browsed around a bit and found that some employees had already posted messages there.
Many large companies had internal forums specifically for employee communication, and Tenda was no exception. When Pei Qian had Ma Yiqun take charge of the TPDb forum, he also had him set up an internal forum.
After going through the internal forum, Pei Qian was quite disappointed to find not a single post expressing dissatisfaction with Tenda.
Tenda’s internal forum was different from most companies’ internal forums.
For most companies, their internal forums were supposedly places where employees could speak freely and offer suggestions to the company, but they were also places full of speech control.
Whether it was internal chat software or internal forums, as long as the technical staff was willing (or more precisely, if upper management was willing), they could track down who participated in discussions and what they discussed.
Therefore, when many company colleagues wanted to speak ill of their company, they wouldn’t discuss it on internal chat software but would use social media instead.
The same was true for internal forums. If it were just general hot topics, people could discuss them without much issue; but if there was negative news about the company internally, inappropriate comments could still be deleted, and the employees who posted them might be called in for a talk or even “be resigned.”
This was normal, after all, large companies all had public relations departments responsible for public opinion management.
If public opinion outside the company couldn’t be controlled, the internal opinion certainly could be, and the company could easily handle its own employees however it wanted.
But Tenda’s internal forum was completely different.
Pei Qian was practically waiting with bated breath for bad news to appear!
He thought that perhaps many employees were shy and didn’t dare to tell Mr. Pei some bad news about the company face-to-face.
But online, they should be more willing to speak up, right?
Pei Qian was so afraid these employees wouldn’t dare to speak up about bad news that he had the program designed with a proper anonymity mode, making it impossible for anyone to trace anonymous posts back to their authors.
Furthermore, Pei Qian had the administrative department educate all employees, telling them that the anonymity on the internal forum was truly anonymous, that no one could trace who posted what, and encouraging them to freely criticize the company on the internal forum.
Recently, the internal forum has become increasingly active, with more and more employees participating in discussions.
However, the lack of any posts complaining about the company was somewhat disappointing to Pei Qian.
Pei Qian suddenly felt that, as the boss, he should say something on the internal forum.
Many company CEOs liked to post internal letters on their intranets, whether to pump up morale or brainwash employees, which should have some effect.
Pei Qian felt that he should also help unify the thinking of Tenda’s employees a bit.
Otherwise, everyone continuing to work so hard and backstabbing him non-stop wasn’t going to work!
Although Mr. Pei had repeatedly instructed everyone to work less and rest more, everyone treated his words as a passing breeze, not taking them to heart at all.
Too much!
He decided to post an internal letter, pinned at the top of the internal forum.
This way, all employees would see this internal letter every time they opened the forum.
This was Mr. Pei’s beautiful wish, as well as a wake-up call and encouragement!
Pei Qian opened a document and began to compose.
Half an hour later, he had squeezed out three lines.
“…This isn’t working, I still need to find a template.”
Pei Qian deeply felt the disadvantage of his lack of culture, so he had to turn to Baidu, wanting to search for some internal letters from major companies as a reference.
Soon, Pei Qian found quite a few morale-boosting internal letters from major companies.
Looking at the date, today was October 31st.
A year ago today, Pei Qian decided to rent an office building, recruit employees, and formally expand the company to lose more money.
It could roughly be seen as the first anniversary of Tenda getting on track for rapid development.
Perfect, this internal letter could be developed around this topic.
The motivational internal letter Pei Qian found was titled: “Work Hard for a Better Life.”
The content was simple, merely emphasizing that only by working hard to make money and obtaining better personal development could one improve their standard of living, realize their life’s value, and achieve a happier life.
Standard success-oriented chicken soup, toxically effective.
Pei Qian deliberated a bit, then began to translate it word by word according to this template.
…
“Live Fully for Better Work”
To all colleagues of Tenda Network Technology Co., Ltd.:
Today marks the 409th day since Tenda’s birth, and the first anniversary of Tenda moving into Shenhua Luxurious View, key employees joining, and the company getting on track!
In the past year, Tenda has achieved some insignificant accomplishments while also exposing a series of serious problems.
Here, I want to say something heartfelt to all Tenda people: Live fully for better work!
I know that in many people’s eyes, compared to other companies, Tenda’s conditions are already considered very generous.
But everyone must not forget that in this world, there are still companies with better conditions than Tenda!
Therefore, don’t be satisfied with the current work environment. Every colleague has the obligation to make more demands of the company!
Times are developing, and industries are advancing.
No matter how hard a person tries, they can never keep up with the pace of the times.
Therefore, sacrificing your health to complete temporary work is meaningless!
When I first established Tenda, I always spent money extravagantly. The office building had to be the best, the office chairs had to be the most comfortable. When tired from work, take a nap; when it’s time to leave, leave work not one hour late.
When the alarm goes off, just turn it off and continue sleeping. There’s only so much work, and it’s the same whether you do it after you’re well-rested.
But so what?
Tenda’s games were still developed one after another, no progress was delayed, and with rapid development, we quickly achieved today’s scale.
Facts have proven that personal effort has little to do with a company’s development!
Excellent employees continue to emerge at Tenda. In the past year, at least four or five employees have received the Dream Fund to start their businesses.
Although the company continues to recruit new members, more and more people are working desperately, and fewer and fewer people know how to rest. If this continues, the company will only be swallowed by blind struggle’s toxic chicken soup, heading down a path of no return!
Employees who sacrifice their health and work overtime are not good!
The company has so many people, each with their own duties. When everyone works together, a task can be completed quickly without anyone needing to work overtime.
If you work overtime, you’re not trusting your colleagues’ work abilities or your leader’s work arrangements, which goes against Tenda’s company spirit!
A truly good employee must know how to balance work and life rhythms. Learn to live fully first, then you can work better!
If you only focus on work and neglect life, causing family conflicts, leaving no time for rest, unable to learn, improve, and continuously progress in your free time, then such employees will eventually be replaced by younger newcomers. This is not the talent Tenda wants!
Tenda is already very successful. Whether everyone works a little harder or a little less hard, it won’t make much difference to such a large company.
Tenda will not force employees to avoid overtime. Occasional overtime is allowed, but every Tenda person must have the spirit of balancing work and rest, and must know how to enjoy life!
I now get up at 10 o’clock every day and work for 3-4 hours daily, but the company is still thriving. So don’t worry, and don’t have excessive anxiety; everything at the company is fine.
Finally, I hope all colleagues and brothers can truly understand the Tenda spirit:
The 8-hour workday is a right that countless predecessors fought for through struggle and hard work for all laborers. 996 is not a blessing; happy work is a blessing!
Work is only part of life. If you struggle a bit more when you’re young, will you achieve success? Of course not.
Working overtime until your health deteriorates, although the company will provide overtime pay and work injury compensation, it’s still you who gets hurt.
Since that’s the case, why not save the overtime hours to spend more time with family and develop your interests?
Tenda encourages employees to develop in multiple ways, and it’s precisely because of employees with diverse development that Tenda now has such a scene of abundant talent!
Overtime is a distortion of human nature, a collapse of morality, a tragedy for society, and a regression of civilization!
I hope all Tenda colleagues will join me in starting from ourselves, beginning now, refusing overtime, and embracing a happy life!
When it’s time to leave work, please go home immediately!
…
After writing it and reading it through from beginning to end, Pei Qian felt very satisfied.
After completely renovating the original “Work Hard for a Better Life” open letter from beginning to end, the entire text transformed from chicken soup to toxic chicken soup at once, perfectly expressing Pei Qian’s current mood.
Employees working hard were harming others and themselves!
Employees slacking off was a win-win for happiness!
In this difficult moment when the future cycle’s loss conversion would become 10:1, Mr. Pei needed more unity of thought with employees to overcome difficulties together!
One less day of overtime for employees meant one more bit of happiness for Mr. Pei!
After checking once more for any issues, Pei Qian pressed the send button, sending out his first open letter on the internal forum, and promptly pinned it at the top.