Given the potential for enemy sniping hidden within this seemingly simple land acquisition for demolition, everyone felt unprepared, uncertain of how to proceed, and hesitant to speak.

Seeing the sudden silence, Hu Xian'er carefully chose her words. "Since this possibility exists, we must prepare for two eventualities. The first is to resolve this through official channels, though that may cost us more in funds and time. The second path is to fight fire with fire—take down everyone who comes to cause trouble. I am confident that if they are colluding, they must have some unsavory dealings. We will expose these hidden matters to the public, steer public opinion against them, and force their compliance."

"Wouldn't that be counterproductive, placing our company in the crosshairs of public opinion?" Jiang Lu expressed some concern.

Hu Xian'er continued, "Perhaps I shouldn't say this, but everyone must remember one fact: our Starry Sky Group has become a legend in Hong Kong, bringing immense benefits to both the government and its citizens. Under these circumstances, even if we cause some trouble, as long as we don't overstep too far, the Hong Kong government will clean up after us. We are already a major corporation; sometimes, adopting extreme measures to achieve our goals can be understood. We are not cutting off the livelihoods of those fishermen; our compensation package is extremely generous, and they even have the option to work for Starry Sky Group if they wish. I believe if these compensation standards were publicized, the ones facing public backlash wouldn't be us, but those greedy individuals seeking overnight riches."

A brief silence fell over the room, yet everyone felt a degree of frustration. Starry Sky Group had grown large, but they still lacked fully owned land, which severely complicated land utilization and made them susceptible to various external pressures. Even offering high prices for acquisition wouldn't guarantee acceptance. At that moment, everyone deeply wished for a piece of land that was entirely their own, where they could operate however they pleased.

Liu Hui, listening from outside, nodded subtly, filled with admiration. He had heard every word of Hu Xian'er's speech. He hadn't expected this beautiful, outwardly glamorous girl to handle matters with such decisive, sharp efficiency, blending strength and gentleness without any hesitation. Previously, he had only seen her as an excellent secretary, never realizing her capabilities were in no way inferior to the executives in the room.

Without further hesitation, Liu Hui pushed the door open and entered. Seeing him arrive, all the executives in the room immediately rose to their feet. Liu Hui smiled, motioning for them to sit down.

"Everyone, my deepest apologies. I apologize for being late today due to some personal matters, and I assure you this will not happen again," Liu Hui stated.

Jiang Lu smiled warmly. "Boss, we understand that you are incredibly busy." The others murmured their agreement.

"I have been here for a while and heard everything you discussed. I believe Hu Xian'er's proposed solution is excellent; proceed with her plan regarding the American general distributor. As for the demolition and land acquisition in Bude’ao, her general approach is sound. However, remember this: once the submarine manufacturing plant relocates to Hong Kong, it will fill a critical void in Hong Kong's manufacturing sector—a significant positive development for the government. Therefore, we cannot handle this solely with our own resources. We must involve the Hong Kong government, making them partners in this endeavor. With governmental participation, many aspects of our work can be managed smoothly. We need to have the moral high ground—if we cannot stand at the absolute pinnacle of righteousness, we must at least avoid being attacked in the name of morality," Liu Hui concluded.

Upon hearing this, enlightenment dawned on everyone. Building the submarine plant wasn't solely their affair; they needed to bring the Hong Kong government aboard. This would grant them the banner of righteousness, making their actions far more convenient. The Boss, indeed, stood higher and saw further than they did.

"Does anyone else have matters to discuss? Bring them forward now," Liu Hui inquired.

"Boss, the Group's Human Resources Department submitted a report stating that some of our overseas sales liaison staff are involved in corruption and violations of company policy. They seek guidance on how to proceed," Jiang Lu said, handing over a file.

Liu Hui took the file, browsed it, and frowned. "Why are all of them the old guard who came to Hong Kong with me from Bashan?"

Jiang Lu replied, "Boss, we bear responsibility for this lapse in management. Those veterans shared hardships with you. Now that the company has grown, they feel it's time to enjoy the fruits of their labor and have become somewhat lax, looking down on those of us who joined later. We have been aware of this situation, but without your directive, those managing them were reluctant to act decisively."

"This is entirely the fault of incomplete systems and inadequate supervision!" Liu Hui felt a surge of anger. The veterans who followed him to Hong Kong, resting on their past merits, had degenerated into corruption so quickly—it pained him deeply. During the company's recent period of rapid growth, he felt excellent, failing to notice the hidden crisis lurking beneath the surface.

"Xian'er, how do you think these people should be handled?" Liu Hui asked, perhaps intending to gauge Hu Xian'er's competence further.

"Boss, I believe we must deal with them severely. They are indeed our company veterans and have made due contributions to our growth, which is undeniable. However, we have also provided them with commensurate compensation and honors; we have certainly repaid their efforts. When they fail the test, engaging in corruption and breaking the law, that becomes their personal failing. We must simply adhere strictly to regulations. If we fail to discipline them or treat them leniently, this corrupt trend will become unstoppable, and others in the company will follow suit—it will lead to total chaos. Furthermore, their disdain for colleagues based on their status as pioneers contradicts your wish for unity. Therefore, severe punishment is necessary," Hu Xian'er stated firmly.

"Xian'er speaks well. We must be severe with them. Director Yin, immediately coordinate with Human Resources to conduct a thorough review of everyone on that list. Those meeting the threshold for criminal activity are to be transferred to the judicial system. Those who do not qualify for criminal charges are all to be dismissed. We have no place for such disruptive elements," Liu Hui decreed.

"Boss, I will handle this immediately upon leaving," Yin Shunli confirmed with a nod.

Afterward, they discussed other matters, and Liu Hui provided instructions for each point. Throughout this process, he deliberately encouraged Hu Xian'er to contribute more. As it turned out, her capabilities were truly impressive, offering many excellent suggestions that perfectly aligned with Liu Hui's vision. Liu Hui was highly satisfied with her performance; clearly, her Harvard Business School education had not been wasted.

Following the meeting, Liu Hui summoned Jiang Lu to his office privately.

"Director Jiang, how is the progress on that employee experience points plan you mentioned last time?" Liu Hui asked. The recent management incident had left him deeply dissatisfied with Starry Sky Group's current governance. He intended to reform the existing management structure and immediately thought of Jiang Lu's earlier proposal.

"Boss, I was just about to report on that. After months of continuous refinement, research, and calculation, the Employee Experience Points Plan is now highly comprehensive. Please review this document first," Jiang Lu said, handing over a file titled in large characters: The Employee Experience Points Plan.

Liu Hui carefully flipped through the document while Jiang Lu provided ongoing explanations.

"Boss, our Employee Experience Points Plan is mature, and I believe it is ready for a trial run within the company. First, I need to explain what employee experience points are. We can envision Starry Sky Group as a game world, and our employees are the players within it. They earn experience points by completing specific tasks or meeting certain criteria. Once enough experience is accumulated, they level up, and their corresponding benefits and compensation improve accordingly."

Jiang Lu’s analogy was vivid, and Liu Hui instantly understood. He set down the file and asked with curiosity, "That sounds quite engaging. How exactly would it operate?"

"First, we need to build a comprehensive system that encompasses everything related to Starry Sky Group. Within this system, we can query the work status and records of all employees, including the quality and progress of completed tasks. Then, based on established standards, we assign the experience points designated for that work. We accumulate their earned points, and upon reaching a requirement, they level up. An employee's level directly dictates their benefits and compensation. You can imagine this system as a piece of game software," Jiang Lu elaborated.

"If a senior executive and a regular employee complete the same task, how are their experience points calculated? Is it the same as for other employees?" Liu Hui inquired.

"We will apply experience point multipliers based on the leader's position. For example, a Section Chief working on the same task would earn five more experience points than a regular employee; a Division Chief, ten more; a Department Head, fifteen more; and a General Manager, twenty more, and so on," Jiang Lu explained.

"How are the benefits and compensation calculated for these employees?" Liu Hui asked.

"The compensation and benefits for all personnel in the company will be unrelated to their hierarchical position; the only factor tied to benefits and remuneration will be their level," Jiang Lu stated.

"Be more specific," Liu Hui prompted.

"For instance, a Level Ten General Manager, when compared to an Eleventh Level cleaner, will find that the cleaner enjoys superior benefits and compensation."

"That's interesting—a manager earning less than a cleaner. If this is the case, won't it dampen the motivation of the managers?" Liu Hui stroked his chin thoughtfully.

"That shouldn't be the case. Because the experience multipliers for managers are inherently much higher than for cleaners, given sufficient time and diligent work, their levels will quickly pull away from regular employees. Those regular employees whose levels surpass managers simply signify they have worked at the company for a significantly longer time—they are loyal long-term staff. It is understandable that their compensation would be slightly higher than a recently joined, lower-level manager," Jiang Lu reasoned.

"So, this means the only path to obtaining better benefits and compensation is through diligent work and accumulating experience over time?" Liu Hui summarized.

"Precisely. Only this ensures the highest level of employee motivation. Only this provides a semblance of fairness and boosts company cohesion," Jiang Lu affirmed.

"If that is the case, it's very possible for an employee's income to surpass that of their superiors. Those employees who are relatively average and unsuited for leadership roles will no longer constantly aspire to climb the ladder into management. Because by excelling in their current roles, they can attain excellent benefits and have room for advancement. This entirely mitigates the influence of 'official status thinking' and allows them to dedicate themselves fully to the company, correct?" Liu Hui analyzed.

"That is indeed the situation. We have also incorporated experience points for special contributions. Any employee making an extraordinary contribution in their designated role can receive rewards in the form of experience points. Furthermore, to elevate technical standards, our scoring system for technical personnel includes massive experience point rewards for those who make significant scientific contributions. Once such a technician achieves a breakthrough, the massive experience reward will certainly place their level above that of many managers, leading to superior benefits. Consequently, they will focus on their core work—innovation in science and technology—rather than maneuvering for official positions," Jiang Lu explained.

"What happens to an employee's experience points if they resign?" Liu Hui inquired.

"Upon resignation, all their accumulated experience points within the company are reset to zero. Even if they return to work for us later, their level will start from scratch. This prevents losses incurred by employees frequently switching jobs and cultivates loyalty. It encourages them to truly regard the company as their home and proactively safeguard everything belonging to it."

"What if a manager is unfair in assigning work, causing some employees' experience points to rise quickly while others stagnate? How is this situation handled?" Liu Hui pressed.

"The comprehensive system we are building includes a monitoring module that tracks the rationality of all work assignments by management. We have established a standard for this rationality. If an unreasonable situation arises, we will call that manager in for a discussion. Once it is confirmed that their work assignment patterns are unjust, a different management protocol will kick in: experience point deductions," Jiang Lu stated.

"Experience point deductions?" Liu Hui questioned.

"Indeed. It functions much like a Game Master penalizing players. If someone violates company rules and regulations, we deduct experience points based on the severity and consequences of the incident. If their current experience points are insufficient, they will drop a level, and their associated benefits and compensation standards will decrease to match their actual new level," Jiang Lu explained.

"That's quite amusing; it’s exactly like a video game," Liu Hui chuckled.

"Correct. Where there is experience point acquisition, there must be deductions. Rewards and punishments ensure the fairness of the system. Those who exploit loopholes or cause serious losses to the company can be viewed as exploiting a game BUG for personal gain; they will face 'account deletion'—all their accumulated experience wiped clean, which means termination," Jiang Lu concluded.

"Is there anything else?" Liu Hui asked.

"We have integrated an Integrity Index into this experience points plan," Jiang Lu announced.

"Integrity Index? What does that entail?" Liu Hui asked.

"Boss, the status of us Chinese people internationally is increasingly diminished because, as a whole, we lack integrity; foreigners hesitate to trust us—it is the tragedy of our generation of Chinese people. Our company aims to become a super-powerful entity, so we must lead all companies in integrity, ensuring that no one doubts our word. The reason I introduced this Integrity Index is precisely to achieve this goal."

"How is this implemented specifically?" Liu Hui asked.

"We will establish an integrity record for every employee. If a loss of integrity is confirmed once, we will deduct a portion of their experience points. If a second instance of broken trust occurs, I will deduct experience points using a geometrically increasing progression until their experience reaches zero. Individuals with zero experience points are those we must dismiss," Jiang Lu detailed.

"Heh, I very much like this stipulation. Our company truly cannot tolerate individuals devoid of integrity," Liu Hui smiled.

"Boss, implementing such a massive Employee Experience Points Plan requires considerable coordination and preparation," Jiang Lu cautioned.

"Tell me everything you need me to do. This plan is superb; it can guarantee our company's cohesion and purity, fostering intense competitiveness, ensuring every employee has room to grow, and making them treat the company genuinely as their own home," Liu Hui affirmed Jiang Lu's plan. The current management issues in Starry Sky Group made this the perfect time to implement the Employee Experience Points Plan.

"First, we must establish a complete system capable of recording the work status of all employees; second, we must set the level standards and formulate corresponding benefit and compensation criteria; third, we need a team of objective and fair administrators—the personnel equivalent to the Game Master in a game," Jiang Lu listed.

"That is not a problem. You can start designing the system immediately; it shouldn't be difficult, as digital office automation is already widespread. As for the level-dependent benefits and compensation you mentioned, we will discuss the specifics later to ensure they are reasonably structured. Regarding the objective and fair administrators, I will arrange that; I plan to recruit a new cohort specifically to serve in the 'GM' role," Liu Hui agreed.

"In that case, let us proceed to discuss the finer details," Jiang Lu said, clearly delighted. This Employee Experience Points Plan was her brainchild, containing many idealistic elements that could only realistically be implemented in a unique entity like Starry Sky Group. Liu Hui's acceptance filled her with excitement.

This chapter proved somewhat difficult to write, and some descriptions are idealized, resulting in a slightly delayed upload. I hope for your understanding.

Thanks to the book friend: Qian Jia Di Yi Shao for the monthly pass reward A.

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