On this side of the boss, on the other side of the employee

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Features: A good story can make a good book, and "The Boss's Side, The Employee's Side" is made up of dozens of real good stories. It looks like two industry giants chatting casually, but more importantly, it shares insights and experiences. It takes you through the journey. – Tang Jun, President of (Supreme Network Development Co., Ltd.)
Understanding the world and succeeding in the workplace requires motivation, methods, and wisdom. This book collects the thoughts, methods, and wisdom needed for career life. – Professor Bai Changhong, School of International Business, Nankai University
Management is about managing employees, so it should use language familiar to them. The two speakers explore many common phenomena and interesting details in management. The principles are profound, but the language is simple, fitting the reading pace of today's people. – Song Lixin, Editor-in-Chief of《》magazine
Labor and capital benefit both sides, but one must know when to advance and retreat. In a game of chess, gain and loss are intertwined, and success requires tolerance. – Feng Lun, Chairman of the Board of Directors, (Wantong Real Estate)
Game theory is different from opposition: what the boss supports is not necessarily what the employee opposes, and what the boss opposes is not necessarily what the employee supports. Because of the game, the boss cannot simply claim to represent the fundamental interests of employees, and employees cannot solely focus on their own interests as the starting point of their thinking. Here, it is necessary to establish an open, direct, and routine communication mechanism, set up corresponding channels and norms, and ensure that the main opinions of the boss and employees have the opportunity to be expressed and exchanged, ultimately achieving consensus and narrowing disagreements. In this sense, the complex and colorful systems, rules, and phenomena discussed in "The Boss's Side, The Employee's Side" are not only an analysis of the plot of this game of chess but also involve the operational mechanisms within the game model. They are reflections and summaries of the experience of the boss and employee game in many organizations, and also include many better role-playing strategies and suggestions based on this.
"Quotations from 'The Boss's Side, The Employee's Side'"
If you pick up trash well, you can become a trash collector or manage a landfill. Personal assets can also reach tens of millions. He may not have received a professional education, but he has fine industrial division of labor, managing thousands of people. You say the trash-picking industry is cold? It is! Is it hot? It is! It's not easy to break into it! They even divide the territory. So, there are people who jump off buildings trading gold, and there are trash pickers who make big money. – About hot and cold professions
Loyalists may lack principles. The boss makes a wrong decision, and a loyal minister says, "Look, you made a mistake! You've done this, and we can't continue." The loyalist says, "You're the big brother, big brother makes money, I follow you. If there's no money, we're brothers and stick together. If not, we can start over." – About loyalists and loyal ministers
Middle management is like a load-bearing wall; it is very important. Whether a company can develop depends on the boss, and whether it can develop healthily depends on middle management. Grassroots employees are like soil, not the deciding factor in development. But from the perspective of the boss and employees, neither of them places middle management in an important position. Some bosses have middle-management characteristics, such as being promoted from grassroots positions and being accustomed to managing specific people and things directly. Some grassroots employees have middle-management characteristics, such as grassroots employees patting the boss's shoulder instead of patting the middle management. – About middle-management interactions
Social interactions should be diverse. For example, if a few friends always get together to drink for a while, but it's always the same people, the emotions will decline. Drinking with different people next time, the content of your bragging will be different. When you go back to drink with your old group, your emotions will actually improve. If you always hang out with the same people, don't expand your social circle, the amount of information will be small, and the efficiency of interaction will be low. – About social interactions
The rule in transformation is 1 + 2 + 5 + 2. This means that in any transformation, there may be one leader, two close supporters, five onlookers, and two opponents. If one person wants to get things done, forming a small group of three is enough. Most of the masses are just onlookers. – About small groups