Chapter 308: President Pei’s Internal Letter
Chapter 308: President Pei’s Internal Letter
Pei Qian opened the TPDb website and briefly reviewed the current rating situation across the various industries.
Benefiting from the 1024 Digital Festival, related businesses such as Moyu Delivery, the ROF assembly service, and Against the Wind Logistics had all seen significant boosts in their ratings. They were currently sitting around 95 points, with very low negative feedback rates.
As for the businesses that were currently profitable—several of Tengda and Shangyang Games’ successful titles, Moyu Internet Café, Mingyun Private Kitchen, and others—their ratings were also quite good.
Although the situation this cycle was severe, Pei Qian still had plenty of time to think things through slowly.
Opening the internal network of the TPDb website, Pei Qian flipped through it and noticed that several employees had already made posts.
Many large companies have internal forums dedicated to communication among staff, and Tengda was no exception. When Pei Qian put Ma Yiqun in charge of the TPDb forum, he had him set up the internal forum as well.
Pei Qian browsed through the internal forum once—but surprisingly, he couldn’t find a single post expressing dissatisfaction with Tengda. This greatly disappointed him.
Tengda’s internal forum was very different from those of most companies.
For most companies, the internal forum is said to be a place to speak freely and offer suggestions, but in reality, it’s also a place with heavy speech monitoring.
Whether it’s internal chat software or the internal forum, as long as technical staff (or management) wish to, they can find out who participated in discussions and what was said.
Thus, when coworkers in many companies want to complain about the company, they never use internal chat tools—they go to social media instead.
The same applies to internal forums. If the topic is a general trending discussion, then fine. But if it’s internal scandals being exposed, any “inappropriate” comments may get deleted, and posters might even get called in for a talk or… be asked to resign.
This is normal—big companies all have PR departments responsible for managing public opinion.
If public opinion outside the company can’t be fully controlled, internal public opinion definitely can. Employees are much easier to deal with.
But Tengda’s internal forum was completely different.
Pei Qian practically waited day and night for bad news to appear!
He thought about it—maybe many employees were too shy to tell him negative things about the company face-to-face.
But online, they should be willing to say something, right?
Afraid employees still wouldn’t dare to speak ill of the company, Pei Qian asked the programmers to implement a fully legitimate anonymous mode—anyone posting anonymously would be completely untraceable.
He even had the administration department educate everyone, assuring them that anonymous posts were truly anonymous and could not be traced by anyone, encouraging them to boldly criticize the company on the internal forum.
Recently, the internal forum has been getting more and more active, with growing participation.
Yet still, not a single complaint about the company had appeared—leaving Pei Qian slightly disappointed.
Pei Qian suddenly felt that, as the boss, he ought to say something on the internal forum.
Many CEOs liked to post internal letters—whether it was to boost morale or brainwash employees, it always had some effect.
Pei Qian felt he should also give Tengda’s employees a bit of ideological “alignment.”
Otherwise, everyone working so hard all the time, constantly stabbing him in the back—it just wasn’t sustainable!
Although he repeatedly instructed everyone to work less and rest more, no one ever took his words seriously. They completely ignored him.
This is just too much!
He decided to write an internal letter and pin it to the top of the internal forum.
With this, every employee will see the internal letter each time they open the forum.
This was President Pei’s beautiful wish—as well as a warning and a push!
Pei Qian opened a document and began composing.
Half an hour later, he managed to squeeze out three lines.
“…This won’t do. I need a template.”
Pei Qian deeply felt that this was the price of lacking culture. He had no choice but to seek help from Qiandu, searching for internal letters from major companies to use as reference.
Soon, Pei Qian found plenty of morale-boosting internal letters from big corporations.
Glancing at the date, he noticed it was exactly October 31st today.
On this day last year, he had decided to rent office space, hire employees, and formally expand the company so he could lose more money.
You could say that was the day Tengda officially stepped onto the right track and began its rapid expansion—its one-year anniversary.
Perfect—this internal letter could revolve around that topic.
The morale-boosting internal letter he found had the title: “Only by Working Hard Can You Live Better.”
The content was simple: emphasizing that only through hard work and earning more money to improve one’s development could one boost their quality of life, realize personal value, and achieve a happier life.
A standard dose of success-chicken-soup—extremely poisonous.
After thinking for a moment, Pei Qian began translating the template word by word.
…
“Only by Living Well Can You Work Better”
To all colleagues of Tengda Network Technology Co., Ltd.:
Today marks the 409th day since Tengda’s founding, and also the one-year anniversary of our move into Shenhua Prestige, the arrival of our core employees, and the beginning of Tengda’s proper development!
Over the past year, Tengda has achieved some insignificant results, while also exposing a series of serious problems.
Here, I want to say something from the bottom of my heart to all Tengda members: Only by living well can you work better!
I know that in the eyes of many, compared with other companies, Tengda already offers extremely generous conditions.
But don’t forget—there are companies out there with conditions even better than Tengda’s!
So, don’t be satisfied with the current work environment. Every colleague has the obligation to demand more from the company!
Times are changing, and industries are advancing.
No matter how hard a person works, they can never catch up with the pace of the era.
Therefore, sacrificing your health to complete short-term tasks is meaningless!
When I first founded Tengda, I was always extravagant with money—renting the best office building, using the most comfortable office chairs, sleeping when I was tired, and leaving work on time, never working a minute past the schedule.
When the alarm rang, I turned it off and continued sleeping. Work is work—finishing it after a good rest was the same.
But so what?
Tengda’s games were still developed one after another, no progress was delayed, and the company grew rapidly into its current scale.
Facts prove that personal effort has little to do with a company’s development!
Tengda’s excellent employees have continued to emerge. In the past year alone, at least four or five employees have received the Dream Fund and gone off to start their own businesses.
Although the company has been hiring new members, those who work themselves to the bone are increasing, while those who understand rest are decreasing. At this rate, the company will only be swallowed by poisonous “struggle-chicken-soup,” walking down a path of no return!
Employees who sacrifice their health and work overtime like crazy are NOT good employees!
The company has so many people, each with their own role. A task can be handled quickly through collective effort—there’s absolutely no need for you to work overtime.
If you are working overtime, that means you don’t trust your coworkers’ abilities, you don’t trust your leaders’ arrangements, and you are going against Tengda’s core spirit!
A truly good employee must understand how to balance work and life.
Only by learning how to live well can you work better!
If one focuses only on work and ignores life—letting their family fall into conflict, leaving themselves with no time to rest, preventing themselves from using their free time to study, grow, and improve—then such an employee will eventually be replaced by younger newcomers. That is not the kind of talent Tengda wants!
Tengda is already extremely successful. Whether everyone works a bit harder or a bit less makes no real difference to a company this large.
Tengda will never force employees not to work overtime—occasional overtime is acceptable—but every Tengda employee must embrace the spirit of balancing work and rest, and must understand how to enjoy life!
I personally get up at 10 a.m. every day and work only 3–4 hours a day, yet the company continues to flourish. So everyone, don’t worry, and don’t carry excessive anxiety. The company is doing perfectly fine.
Lastly, I hope all colleagues—all my brothers—can truly understand the spirit of Tengda:
The 8-hour work system is a hard-earned right obtained through the struggles of countless predecessors.
996 is not a blessing. Happy work is the true blessing!
Work is only one part of life. If you work one or two hours harder when you’re young, will you definitely achieve success? Of course not.
If you damage your health through overtime, the company will pay overtime wages and even provide injury compensation, but you are the one who suffers.
Since that’s the case, why not save that overtime time to spend more moments with your family, or to develop your personal interests?
Tengda encourages employees to develop in diverse directions—and it is precisely because of these well-rounded employees that Tengda has become the talent-rich company it is today!
Overtime is the distortion of human nature, the degradation of morality, the sorrow of society, and the regression of civilization!
I hope the entire Tengda team will join me, starting with ourselves, starting right now—reject overtime and embrace a happy life!
It’s the end of the workday. Please go home immediately!
…
After finishing and reviewing it from beginning to end, Pei Qian felt extremely satisfied.
By completely reworking the original “Only by Working Hard Can You Live Better” letter, he had turned the entire piece from motivational chicken soup into poisonous anti-motivation chicken soup—perfectly expressing his current feelings.
Employees working hard means harming themselves and others!
Employees slacking and taking it easy means happiness and a win-win!
At a time when the conversion rate for losses in the next cycle was going to become 10:1, he needed even more to unify the company’s mindset and weather the hardship together!
For every day an employee doesn’t work overtime, he gains a little more happiness!
After confirming there were no issues, Pei Qian pressed the send button and published his first internal letter on the internal forum—then immediately pinned it to the top.
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