Chuangxin Group Conducts Specialized Training on "Performance Growth"

Chuangxin Group Hosts Specialized "Performance Growth" Training to Enhance Incentive Mechanisms.On July 11, Chuangxin Group organized a professional training session on performance management systems, featuring Jiang Zhubing, Chief Performance Mentor of Action Education Group, as the keynote speaker. The event aimed to optimize the company's compensation and performance evaluation framework while strengthening talent motivation strategies.Chairman Cui Lixin delivered opening remarks emphasizing implementation requirements, while Deputy Party Secretary Wang Wei (also General Manager of Chuangxin New Materials) concluded the session with operational deployment plans. Mid-to-senior managers participated via hybrid online/offline channels.

Jiang Zhubing delivered focused training on the "Performance Flywheel" and "Strategic Performance Implementation" frameworks. He explained that the Performance Flywheel is a closed-loop strategic execution system centered on strategy implementation, comprising four interconnected components: Goal Setting, Implementation Measures, Performance Evaluation, and Incentive Mechanisms. These four systems operate in continuous cycles to drive organizational performance.

Jiang Zhubing detailed the "Performance Flywheel" framework during the training, explaining its four integrated components. He characterized goal-setting as "distributing organizational objectives across all personnel with clear individual targets," addressing what to accomplish through breakthrough-oriented goals and innovative methodologies. On implementation measures, he emphasized "unlocking employee potential and leveraging collective wisdom" to resolve how to execute, outlining concrete steps including workflow design, process optimization, order confirmation, and progress tracking.Regarding performance evaluation, Jiang described it as "monitoring execution to secure outcomes," answering whether actions were taken and their effectiveness through systematic progress verification. For incentive mechanisms, he advocated "meaningfully rewarding excellence while consistently enforcing consequences" to define the implications of performance quality.Jiang summarized the system as converting strategic implementation into four critical questions:What should I achieve? How will I accomplish it? Was it executed effectively? What are the consequences of the results?

In his address, Chairman Cui Lixin emphasized the critical importance of the "Performance Flywheel" framework for implementing corporate strategy. He stressed that every employee must thoroughly understand and practice the four core components—Goal Setting, Implementation Measures, Performance Evaluation, and Incentive Mechanisms—integrating them into daily operations to ensure effective strategic execution.Cui conducted strategic analyses tailored to each subsidiary, underscoring three key imperatives:First, clarifying objectives at individual, departmental, and corporate levels addresses the fundamental question of "what to accomplish."Second, establishing clear methodologies and streamlined processes resolves "how to execute" for optimal efficiency.Third, implementing scientific evaluation mechanisms enables accurate assessment of "whether actions were taken and their effectiveness" through timely progress feedback.Finally, well-designed reward/penalty systems answer "the consequences of results" to motivate innovation and engagement.

Chairman Cui Lixin emphasized that mid-to-senior managers must deeply comprehend and propagate the dual ethos of "Building Legacies" and "Torrential Convergence." He explained that "Building Legacies" requires every employee to clearly define their responsibilities and objectives, driving strategic implementation through contributions in R&D innovation, market expansion, service optimization, and management enhancement—each role being indispensable to the company."Torrential Convergence," he elaborated, symbolizes the collective spirit of advancing courageously with the organization through relentless drive and intense commitment. In fiercely competitive markets, Cui stressed that only constant self-transcendence and pursuit of excellence can secure the company’s enduring success. He called upon all employees to fuel high-quality development through unwavering professional passion and steadfast dedication.

Wang Wei outlined implementation steps for the training program, urging all subsidiaries and departments to:Consolidate learning outcomes and rapidly enhance management efficiency by applying the "Performance Growth" principles tailored to their operational contexts. This approach should maximize every employee's potential, ultimately fostering an environment where motivated employees prosper, hesitant ones mobilize, and inactive staff feel pressure.Concurrently, he emphasized establishing robust feedback mechanisms to promptly resolve operational challenges, creating a virtuous cycle that drives the company's sustainable and steady progress.