---
title: "When Li Yunlong Takes Over Your Company, This Is How He Would Do It!"
description: "This article outlines a comprehensive management approach inspired by the character Li Yunlong, focusing on training employees to fight, love to fight, and fight skillfully. It provides detailed steps for onboarding, training, motivation, and team building, emphasizing practical actions and continuous improvement."
author: "New Distribution"
publisher: "New Distribution"
email: "zhaobo258@gmail.com"
telephone: "+8615854817671"
published: "2016-06-20"
language: "en"
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markdown: "https://xinjignxiao.com/en/articles/when-li-yunlong-takes-over-your-company-this-is-how-he-would-do-it-42bfba97.md"
original_source: "https://mp.weixin.qq.com/s/qGpMh7aQ_mMzeDKLeIJCFg"
translation: "https://xinjignxiao.com/zh/articles/%E5%BD%93%E6%9D%8E%E4%BA%91%E9%BE%99%E6%8E%A5%E7%AE%A1%E4%BA%86%E4%BD%A0%E7%9A%84%E5%85%AC%E5%8F%B8-%E4%BB%96%E4%BC%9A%E8%BF%99%E6%A0%B7%E5%B9%B2-42bfba97.md"
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---

# When Li Yunlong Takes Over Your Company, This Is How He Would Do It!

> This article outlines a comprehensive management approach inspired by the character Li Yunlong, focusing on training employees to fight, love to fight, and fight skillfully. It provides detailed steps for onboarding, training, motivation, and team building, emphasizing practical actions and continuous improvement.

**Part One: Teach Soldiers to Fight**
**Stage 1: New Recruit Arrival – Let Them Know What They're Here For (About 3 Days)**
1. Assist new employees with onboarding procedures to give them a sense of belonging.
2. Hold a welcome meeting to introduce every team member and help them get to know each other.
3. Have one-on-one communication: understand the new employee's growth experience, family background, career plans, personal abilities, and qualities. Based on the new employee's personal situation, develop a detailed training plan.
4. Identify and correct daily work issues promptly, avoid criticism, focus on the issue not the person, and give timely recognition and praise. Check daily work progress.
**Key Points: Eliminate unfamiliarity, plan careers, provide on-the-job training, and assist in growth.**

**Stage 2: New Recruit Training – Let Them Know How to Do Well (About 3 Weeks)**
1. Familiarize new employees with the environment and people in various departments, so they know the people and things involved in all aspects of the store, such as where goods are placed and whom to ask for what.
2. Based on the new employee's personality, assign a suitable mentor for one-on-one teaching to facilitate observation and guidance.
3. Observe their emotional state promptly, make adjustments as needed, check their learning progress regularly, and share your experience with them so they learn through practice.
**Key Points: Care about their life, focus on their work, and observe details.**

**Stage 3: Survival of the Fittest – Let Them Know That Poor Performance Means Disappearing (About 3 Months)**
1. Ensure they have mastered the basic skills and methods, clearly explain job requirements, company assessment indicators, and assessment requirements, and assign sales tasks.
2. Encourage participation in company activities, observe their strengths and abilities, and leverage strengths while addressing weaknesses.
3. When they make mistakes, give them a chance to change; if necessary, stimulate change, observe their attitude in adversity, and assess their potential for development. Apply pressure and stimulation. If they cannot be developed, consider if they are suitable for other departments and give them more opportunities.

**Part Two: Make Soldiers Love to Fight**
**Stage 4: Applause – Say "My Eyes Are Only on You"**
1. Recognize and reward good performance or progress promptly; avoid belated or formalistic praise.
2. Use various forms of praise and encouragement, give them surprises, and create different kinds of surprise.
3. Grant subordinates more autonomy, cultivate a sense of ownership (involve them in store management, morning meetings, or sharing), and promptly showcase and publicize their achievements.
**Avoid: Only punishing without praising; only demanding without encouraging.**

**Stage 5: Offer Suggestions – Work with Heart and Mind**
1. Encourage subordinates to actively participate in team meetings. When they propose good ideas, praise them promptly. Even if suggestions are not adopted, affirm their effort.
2. Discuss and share incentives, activities, team building, peer growth, team culture, and good experiences in meetings.
3. Give subordinates ample space and voice in meetings, and praise and encourage them after they speak.
**Avoid: Monopolizing power and being arbitrary. Remember: "Measure twice, cut once" is not as good as "two heads are better than one."**

**Stage 6: God in the Heart – Give Them a Sacred Mission**
1. Help subordinates reposition themselves, re-recognize the value, meaning, responsibility, mission, and height of their work, and find their goals and direction.
2. Always pay attention to subordinates. When they have negative emotions, adjust promptly and be sensitive to all aspects of colleagues. When subordinates ask negative or naive questions, reframe them from a positive perspective and give satisfactory answers. Remember: There are no small matters for subordinates; all feedback must be resolved as soon as possible. Even if it cannot be resolved immediately, set a deadline and ultimately resolve it.
3. Amplify the company's vision and cultural values, strategic decisions and leadership intent, execution results and work significance. Focus on uniting people and cultural implementation, correct direction and efficient communication, performance improvement and professional quality.
4. When the company has major events or exciting news, guide everyone to share.
**Requirement: Motivate subordinates anytime, anywhere.**

**Stage 7: Blood Is Thicker Than Water – Never Abandon, Never Give Up**
1. Organize team activities (e.g., evening parties, VIP customer learning), identify each person's strengths, and plan suitable job positions and team pairings based on strengths.
2. Hold heart-to-heart talks and work summary activities, where everyone talks about their recent work and life, understand subordinates' situations, and foster team bonds (once a week).
3. Pair up team members for mutual supervision, help, and competition.

**Stage 8: Climb to the Top – Only Then See the Mountains Below**
1. Organize team activities (e.g., evening parties, VIP customer learning), identify each person's strengths, and plan suitable job positions and team pairings based on strengths.
2. Hold heart-to-heart talks and work summary activities, where everyone talks about their recent work and life, understand subordinates' situations, and foster team bonds.
3. Pair up team members for mutual supervision, help, and competition.
4. Hold various team activities once a month to increase team cohesion.
5. Assist subordinates in setting goals and measures, encourage them to make commitments, and make them feel valued.

-END-

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