tencent carries out a new round of rank reform: professional ranks will no longer be publicly displayed, and the rank stay time will be at least 1 year.
2024-09-27
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after the 2022 rank reform, china business news learned that on september 27, tencent holdings issued an all-staff email to update the "tencent employee career development management system", including no longer publicly displaying employee professional ranks on corporate wechat information, unified minimum stay for all ranks is 1 year.
"since 2022, with the changes in the external environment, the company's development has entered a new stage, and we have been constantly adjusting in terms of ranks and other aspects to adapt to the requirements of the new situation for human resources management." tencent said.
according to the new adjustment, employee professional rank information will not be publicly displayed on corporate wechat from now on. tencent explained that it does not want everyone to be defined and solidified by rank, let alone judge heroes based on rank, and does not want to be tied up by bad bureaucratic habits such as rank parity. the purpose of canceling the explicitness of ranks is to reduce excessive attention to ranks and promote an equal and pragmatic workplace culture. in addition, tencent said that many departments are also piloting organizational leaders, adjusting the management ranks displayed in corporate wechat to the leaders of the corresponding organizations or businesses. the reporter learned that in the past, the ranks of some high-level managers could not be seen on corporate wechat, but the ranks of some middle-level managers could still be seen.
in addition, this adjustment will unify the minimum stay period for all ranks to one year. specifically, the stay time requirement for grades with target grades of 8 and below has been extended from 0.5 years to 1 year, consistent with other grades. however, the two application windows in the first and second half of the year for target ranks below level 8 are still maintained, and the qualifications for "green channel application" are relaxed, that is, you can apply if your performance is outstanding at that time. managers can use "green channel declaration" or "special declaration" to apply for employees with outstanding performance across levels or beyond basic qualifications.
"in the process of upgrading from level 5 to level 8, employees used to have the opportunity to be promoted every six months, while the 'stuck rank' was not promoted for one year or more. in fact, in the past two years, even the departments with relatively good profits have not been promoted. low-level employees may not be promoted every six months. this adjustment system may be based on clear provisions after testing,” a tencent employee told reporters.
in addition, all-employee emails also encourage horizontal development of employees, that is, in addition to vertical promotion, it also includes horizontal transitions to different professional channels, or transitions between profession and management. this includes encouraging employees at all levels to combine their own abilities and work development needs to expand their skills across channels or ethnic groups. the reporter learned that tencent divides different types of positions, such as products and technologies, into channels and groups. being able to cross channels and groups means that employees have the choice to try different jobs within the company.
in the past two years, tencent has adjusted employee promotion rules or salary and performance appraisal rules more than once. in 2022, tencent also reformed its talent management system, including simplifying performance appraisals, decentralizing promotion powers, and strengthening cadre management. the performance appraisal for all employees has been simplified from the past five-star system to three levels: outstanding, good, and underperform. "peer feedback and subordinate feedback" are provided twice a year for employees and managers. it is simplified to once a year, and the review for promotion to level 9 and above is simplified to once a year. that year, tencent canceled the binding relationship between employee rank promotion and salary increase, and comprehensively evaluated whether to adjust salary based on multiple factors such as employee performance contribution, ability improvement and salary competitiveness.
in july this year, tencent issued an internal email to all employees, integrating the service award into the monthly salary, and integrating the existing e-house rental subsidy into the monthly salary. employees who joined after july 1 will no longer set up e-house rental subsidy, and the company will refer to the updated salary range provides a more market-competitive salary. tencent said that relevant reforms can increase employees' monthly cash flow, and future year-end bonuses will also return to pure performance incentives. a tencent employee explained to reporters that the original service award is usually raised every year because the service award is the amount of one month's salary in that year, but after being integrated into the monthly salary, it means that it will no longer increase, and the cash received every month will increase.
tencent explained in an internal email to all employees in july that in the past stage of rapid development, when designing the income structure, more proportion was placed on floating parts such as bonuses or stocks, so that everyone could share more of the company's rapid development. value brought by development. in the past two years, changes in the external environment have made employees have higher demands for immediate and stable cash flow.
(this article comes from china business news)
