Evaluate the team situation: Understand the personnel and business situation in depth at the front line, organize the district general office and regional administrative management, sort out and evaluate the organizational structure and personnel capabilities, business planning and execution status, and the existing management mechanism, and make decisions based on the evaluation Carry out partial personnel adjustments (by classification, those with poor abilities and attitudes will be optimized, those with good abilities and attitudes will be subject to salary increases and promotions, and those who meet the conditions can be partially transferred across representative offices or even across regions).

Actively communicate and build trust: explain the reasons for regional management changes and the new district president’s expectations for the team, reduce employee concerns and uncertainties, and reduce customer concerns about management changes; conduct regular weekly communications with employees in core positions to ensure Everyone has a consistent understanding of organizational goals and expectations; organizes symposiums with district general representatives and core employees to listen to frontline demands and take timely measures to meet reasonable demands; go deep into the frontline to understand the situation, and understand employees and customers through employee interviews and customer visits Regarding human resources demands (such as employee career planning, salary and welfare policies, internal team collaboration, customer satisfaction and demands for Dahua). ——Democratic Life Association

Monitor the team atmosphere and enhance cohesion: monitor and understand the team morale and working status of each representative office, provide timely feedback when problems are discovered and take measures to intervene (for example, one-on-one interviews, core employee district interviews, etc.); organize team building activities to promote the team Improved cohesion.

Establish an audit mechanism: You can consider establishing a regional audit team with the district president as the team leader and composed of the regional administration and HRBP to regularly audit the various dimensions of the representative office that are prone to problems. If problems are found, they can be rectified internally in a timely manner. Open and transparent operations, guided by individual cases, guide the formation of a positive team culture.

In-depth understanding of the business: Travel frequently to gain an in-depth understanding of front-line business conditions, so that you can provide more targeted and practical suggestions when communicating with business leaders.

Provide data support: collect and analyze human data through talent echelon construction, human efficiency, turnover rate, performance achievement, market salary research, organizational climate research, personnel interviews, competitor organization and personnel dynamics, recruitment progress, etc., to improve professionalism , providing decision-making basis for business leaders.

Co-create solutions: discuss and formulate solutions with business leaders to ensure consistency and implementation effects.

Establish a regular communication mechanism: Establish a regular communication mechanism with the business leader, regularly collect feedback from the business side, and respond in a timely manner; in addition to formal communication, you also need to conduct more informal communication with the business leader to enhance trust.

Talent Acquisition and Recruitment Optimization: 1. Measures: Analyze business needs, formulate recruitment strategies, and optimize recruitment channels. 2. Implementation method: Cooperate with the business leader to develop talent portraits, connect the recruitment team, expand recruitment channels, update the recruitment map, and continuously acquire talents, especially high-end BDM and core position hunting must continue.

Staff training and development: 1. Measures: Identify key skill gaps, develop and implement training plans. 2. Implementation method: Collaborate with business experts to develop targeted training courses, use online platforms for empowerment, and implement incentive policies for training instructors in course development and training. For example: training channel interns, training technical support interns, connecting business backbones to solve common installation problems, and developing video practical courses to empower installers and DT technology; such as distribution B technical courses and distribution A director courses; Establish a mentoring system, organize apprenticeship ceremonies, and implement mentor incentive policies.

Talent succession and reserve: 1. Measures: Ensure succession plans for key positions 2. Implementation method: identify high-potential employees, include them in talent pool training projects, load challenging tasks and incentives to accelerate growth and retention.

Performance management and evaluation: 1. Measures: Establish an effective performance evaluation system and align it with business goals 2. Implementation method: PBC goal setting organization formulates assessment goals, publicizes and implements them at all levels, organizes performance review and evaluation meetings, and improves the rationality of performance evaluation and bonus distribution through the regional OMT mechanism. Collaborate with business organizations to implement performance improvement plans and regularly follow up on improvements.

Salary and benefits: 1. Measures: Optimize the competitiveness of salary and benefits 2. Implementation method: Collect market and competitor salary and welfare information from time to time, and provide timely feedback to the headquarters to coordinate and formulate relevant policies to ensure the competitiveness of salary and benefits; travel to understand the work and life conditions of front-line employees, especially those resident in small countries, and provide timely assistance Solve life problems so that employees can do business on the front line without worries.

Team culture building: 1. Measures: Establish guidance through benchmark events, such as providing bonuses and benefits to strivers, and handling incidents that cross red lines in an open and timely manner. 2. Organize anonymous employee satisfaction surveys, democratic life meetings, and listen to employees’ voices. 3. Organize special cultural projects: such as cross-cultural tours for outstanding local employees, organizing cross-cultural seminars, organizing team-building activities, commending outstanding employees, employee skill competitions (such as training and publicity skills), and sales and store ranking horse racing, etc.