Max Zhang’s Post

Following a challenging year, ByteDance aims to rejuvenate its staff members. Amidst a year marked by challenges and change, ByteDance is gearing up to breathe new life into its workforce. As the tech giant navigates a transforming landscape, the emphasis is on revitalizing its employees, fostering resilience, and driving innovation. ByteDance’s commitment to nurturing a supportive and dynamic work environment remains unwavering, as it endeavors to empower its team to thrive in the face of adversity. The company's proactive approach to employee engagement and development underscores its dedication to sustaining a vibrant organizational culture, even in the wake of unprecedented disruptions. As ByteDance sets its sights on rejuvenating its team, the focus is firmly on fostering a sense of camaraderie, purpose, and forward momentum. Through targeted strategies and a renewed vision, ByteDance is poised to reinvigorate its employees and chart a path towards enduring success in the ever-evolving tech industry. Written by (FR) Mathilde Rochefort read more here https://buff.ly/3QoPIc0

ByteDance, the parent company of TikTok, has recently announced a significant workforce reduction within its workplace collaboration unit, Feishu. The decision to slash 1,000 jobs is part of a broader restructuring effort that may see up to 20% of Feishu's employees laid off, amounting to over 5,000 individuals, as reported by the South China Morning Post. Read More :- https://lnkd.in/gks8Utqq #ByteDance #FeishuRestructuring #WorkforceReduction #DigitalCollaboration #TechIndustryChallenges #RemoteWork #HybridWork #CompetitionInTech #InnovationInTech #BusinessEfficiency #MarketTrends #UserExperience #CrossPlatformIntegration #DigitalTransformation #FutureOfWork #TechLeadership

Resource abundance is a double-edged sword (Link 1, Link 2). If managed poorly, resource abundance will eventually turn into intellectual impoverishment. Link 1: https://lnkd.in/gxtthKXN "ByteDance slashes 1,000 jobs from workplace collaboration unit Feishu" Link 2: https://lnkd.in/gMzb6ZW7 "However, the ROI (Return on Investment) obtained by dividing the ARR of 200 million USD by the total number of Lark employees is not ideal. Xie Xin stated that TikTok within the group has the highest income, but different types of businesses need to be considered based on their characteristics. Lark requires long-term, strong, and continuous investment. Although the ROI is not high, it also shows the group’s different levels of investment and patience for this matter."

I heard from many Graduates, Tiktok fresh offering salary is the highest within the Tech Media sector. In fact, many used theirs as the Standard Reference for any starting pay negotiation. Quote: TikTok Asks Managers to Give More Staff Lower Review Grades • TikTok Asks Managers to Give More Staff Lower Review Grades. The company is asking managers across the world to give more employees lower ratings in performance reviews, a move that staff fear could reduce bonuses and lead to layoffs. An office of TikTok, whose move could double or triple the number of subpar grades given this year, some managers say. SINGAPORE—TikTok is asking managers across the world to give more employees lower ratings in performance reviews, a move that staff fear could reduce bonuses and lead to layoffs, people familiar with the matter said. In mid-October, managers were told by senior management and staff in human resources that they needed to assign more performance reviews at the lower end of the company’s bell-curve rating system, employees managing teams in the U.S., Singapore and China told The Wall Street Journal. This could double or triple the number of subpar grades given on some teams this year, the people said.

#1stByteversary The past 12 months have been a blast. I'm jotting down a recent realization from my past experience before joining Bytedance - the value of values. A new manager landed in the team right before my maternity leave. When I returned to my workplace, the team dynamic had taken a turn for the worse. I started to witness her bias against women as salespersons and leaders on the team and then exprienced her bias against me. As a result, the female salespersons were replaced with male salespersons. So were all the managers under her, female leaders were gone one by one. In the new environment, some people largely enjoyed the benefits, others bit their tongue trying to survive. Bullying and favouristm went out of control, sending the team culture to a downward spiral. Leaders set the culture and the team adapts and follows. The collapsing business results are a good reflection of the consequences. A year after, I still remember how the toxic culture damaged people's worth and value to the company, career of the good, capable women, some of whom are the breadwinner of their family. Unfortunately, these areas are hardly investigated well. I was fortunate enough to have had wonderful mentors and friends who talked me out of it, but if not for them, I would not be where I am today. In hinsight, this experience gives me the best learnings about life, work and relationships, reaching a depth that I would not have gained otherwise. I understand the importance of values and how people change their behaviour when the leaders exercise power. Good leaders bring the best out of people, vice versa. When I interview people, especially leaders, for my team, beyond hardskills required, I look for less obvious qualities in candidates: their self-awareness and value system. With self-awareness, people tend to reflect and improve. Leaders holding onto good values invites similar talents to the team. Would you do what you say about diversity and inclusion? Would you apologize when you mess up or you blame your subordinates? Would you bend your values or call it out when your manager is biased against someone? It's a job, but also what you are.

Earlier this week I had the opportunity to not just attend but also to speak at the 2023 #CDMSummit in Surrey, BC, to a group of marketers and digital marketing leaders. While not a marketer myself, I found it interesting to learn that the average user of TikTok spends over 90 minutes per day consuming content. So what did I speak about? Unlocking the secrets to building trusted and high-performance teams – specifically, what I have learned by growing Digital Convergence as a remote-first organization through a global pandemic from our first hire in February, 2020, to our current 32 headcount just a short time later. Key learnings during this time and practices we follow now are: 1. Core values must be operational – describing the behaviour and expectations for team members, clients, vendors, partners, etc. for how your organization works. 2. Recruit and hire talent not for technical skillset, rather culture fit and alignment to core values. (This should be the same with partners, vendors, and even clients) 3. Evaluate problems with individuals or teams using 3Ps: People, Process, Pattern 4. Remove bad actors (or performers) quickly. 5. Ask and expect Clients to hold you accountable to your own core values (assuming they are operational, not fluffy bullshit ones) 6. Get comfortable being uncomfortable 7. Always put the Client first. Set clear expectations for priority: Client, then the firm/agency/organization, then the individual. PS: We're hiring for a number of roles, including #drupal developers! #leadership #growth #teambuilding #startup #hiring #bctech

🎯 **Navigating the Storm: Insights from TikTok’s Job Cuts Amid ByteDance Restructuring** Change is the only constant in the tech world. 📉 TikTok's recent decision to cut hundreds of jobs, primarily in global user operations and marketing, underscores this volatility. These job cuts are part of a broader restructuring effort by parent company ByteDance in response to economic and regulatory challenges. **But what does this mean for you?** 🤔 Here's how you can stay a step ahead: 💡 Embrace Adaptability: The tech landscape is ever-evolving. Being adaptable isn't just a soft skill—it's a survival tool. Show your ability to pivot and thrive in the face of change on your resume. 🔗 Diversify Your Skillset: Roles in content, product management, and trust & safety are seeing a rising demand. Expanding your skills in these areas increases your market value and job security. 📊 Stay Informed: Knowledge is power. Keeping up with industry trends helps you anticipate shifts and prepare accordingly. Regularly reading up on market movements, like those at ByteDance, ensures you're not caught off guard. 📈 Showcase Resilience: Successfully navigating corporate restructuring is no small feat. Highlighting such experiences can demonstrate your resilience and ability to manage transitions effectively. 👉 For those seeking or in tech careers, this restructuring at TikTok is a valuable lesson. Adaptability and a broad skillset are key to staying competitive. What's your take on these developments? Have you experienced similar transitions? Share your thoughts or tips below! 👇 #CareerAdvice #TechIndustry #Resilience Stay ahead of the curve and ensure your resume reflects the dynamic professional you are. 💼✨ - The Resume Revival Team

TikTok strikes again: AE laid off and records the heartless process. 🌟 My Sunday Leadership Insight: Treat Employees as Irreplaceable, Not Disposable🌟 🔍 The Replaceable Mentality: Viewing team members as easily replaceable is a short-sighted strategy. It might seem cost-effective in the immediate term, but it's a recipe for long-term failure. Why? Loss of Expertise: Every time an employee leaves, they take their knowledge, skills, and experiences with them. Cultural Impact: A revolving door of staff damages team morale and erodes trust in leadership. Reputation at Stake: In the age of social media, word spreads fast. A company known for treating employees poorly struggles to attract top talent. 🔄 The Boomerang Effect: Just as importantly, employees respond to how they're treated. If they feel disposable, their commitment and loyalty mirror that. They become less invested in the company's success, more open to other opportunities, and their productivity may decline. 🌱 Cultivating Irreplaceability: Recognize Individual Contributions: Acknowledge the unique skills and perspectives each team member brings. Invest in Development: Provide opportunities for growth and learning. Foster a Culture of Appreciation: Make your workplace one where people feel valued and integral to success. 🔗 The Bottom Line: Employees are the backbone of any business. When we treat them as irreplaceable, they respond with dedication, innovation, and loyalty. Let's build workplaces where everyone feels valued and essential. #Leadership #EmployeeEngagement #BusinessStrategy #WorkplaceCulture

What is #Quittok and what can you do about it? Basically, they are videos of employees quitting and posting them on TikTok and/or on other platforms. Brittany Pietsch's Cloudflare journey has demonstrated how quickly videos of "in-house" conversations gain traction. From an HR's perspective, it's a nightmare but it's a new way for the youth to gain agency and hold their seniors accountable. Use Quittoks for self-reflection if you've already been victim to it. Or it can help enrich you in your leadership journey if you want to improve employee experience in your company. It's not so much 'why are they doing this' and more so 'what can I learn from this and how can I improve our workplace.' This Workable article (link in comments) shares some great insights into this rising trend, Gen Z needs and perspectives and HR practices. Thanks Kat Boogaard for this thoughtful piece. Glad I could share some ideas.

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