When the leader assigns work without considering not adapting to the "front line" situation, should he be interrupted in public when he speaks boldly? Even if it may make him lose face, are you willing to give him honest and unadorned feedback when a colleague is overly optimistic about their abilities and thinks they are right? (Even if it may harm his self-esteem) At Huaxuan Yang, the answer is yes. We will provide sincere feedback to the other party anytime and anywhere when necessary, and we will not deliberately use language to make it more pleasant because it may lead to meaning distortion. We will directly point out unreasonable aspects. Sincere feedback can be harsh, but compared to sudden realization and innovative improvements, it appears insignificant.
Unmodified feedback does not mean that one can do as one pleases, but must adhere to the following principles: 1/2 is for the feedback recipient, and 3/4 is for the listener
1.The purpose is to help：
In order to help the other party realize their weaknesses, shortcomings, mistakes, irrationality, etc., and give them the opportunity to improve
2.Feedback is feasible
Give him some actionable things, such as trying to do something, stopping doing something, and continuing to do something
3.Gratitude and appreciation
To express gratitude to the feedback recipient and appreciate their feedback behavior
4.Accepting and rejecting
To clearly express to the feedback recipient whether they accept feedback or refuse it.

Having love is sharing, it is dedication. We share setbacks, achievements, experiences, joys and sorrows with each other, and we offer companionship, courage, wisdom, and help.

Our colleagues in each department will use the principle of altruism and win-win to negotiate cooperation plans with partners, because this is the only way to promote a win-win situation and the foundation for common and long-term development. In addition, such principles also apply to our shareholders and employees.

We take 100% responsibility for our work and have 100% freedom. We don't need to control it because we all know what goals to pursue, and as for how to do it, we have 100% freedom. We don't need anyone to set rules on what to do in a day. We can complete our work in our own way and without any constraints.

We do not encourage overtime because we believe that creativity and work outcomes are not related to working hours. On the contrary, we encourage vacations, and we can decide when to take them ourselves.

Let the person with the best performance decide what to do with our performance, and let the person who knows our customers the most decide what products and services we develop. Our internal structure is extremely flattened because we usually delegate command to those who have credibility and the best understanding of the situation, and achieve authorization equivalent to trust and support. Accepting authorization is equivalent to taking responsibility for the results.

Making mistakes means trying, and not making any mistakes means standing still. We do not punish mistakes, we see them as a signal that we need to make progress. Careful study of every mistake can bring innovation and improvement.

Every innovation and improvement must be centered around improving customer experience, otherwise it is meaningless. This is common sense. Although each department has different responsibilities, they are essentially the same and exist to serve customers, which is common sense. It is common sense to have the people who know the most about customers drive innovation and improvement We always think from the essence, whether every decision is in line with common sense.