The opposition from the workshop and the sharply worded joint letter weighed heavily on Liu Li's heart like a boulder, but she knew even more clearly that she must not show the slightest wavering at this moment. Holding the draft of the trial implementation method and the collected opinions from the workers (both for and against), she went to the factory manager's office again.
The factory manager's office was filled with smoke, clearly indicating that he was also troubled by the matter. He gestured for Liu Li to sit down, his gaze falling on the thick stack of documents she had brought.
"You must be under a lot of pressure?" The factory manager stubbed out his cigarette and got straight to the point.
Liu Li placed the materials on the table, her tone calm yet firm: "Factory Director, there is indeed pressure, but I believe the approach itself is on the right track. This is a joint opinion from some of the workshop workers, mainly concerned about unfair quotas, increased risks, and... the impact on the 'iron rice bowl' mentality." She did not shy away from the issue, summarizing the core of the objections.
The factory director picked up the petition and quickly scanned it, his brow furrowing deeper and deeper. He put down the paper and looked at Liu Li: "Comrade Liu Li, I understand your intentions are good—to motivate and improve efficiency. But look, so many veteran workers are opposing it. They are the backbone of the workshop, with excellent skills and high prestige. If this isn't handled properly, it could affect the stability of the workshop and even production."
He paused, his tone softening, carrying a kind of elder's advice: "Reform is not a dinner party; it cannot be accomplished overnight. When we manage, we must consider both efficiency and the hearts and minds of the people. 'Stability overrides everything'—this is not just an empty phrase."
Liu Li listened attentively, knowing that the factory manager was telling the truth and that this was also his concern. She didn't argue, but instead pushed another document over: "Factory manager, this is my data analysis of the workshop's working hours utilization rate, equipment effective operating rate, and scrap rate over the past six months. This is a comparison of the efficiency and quality of several of our workshop's more skilled and proactive young workers under the current model and during their time in the task force. The difference... is very obvious."
She used data to illustrate the core of the problem: "If we don't break this situation where doing well or poorly makes no difference, the workshop's potential will never be realized, costs won't come down, efficiency won't improve, and we'll be very passive in the face of future market competition. The workers object because they are used to the old model, can't see the benefits of change, and are afraid of the risks it brings."
The factory manager picked up the data analysis report and examined it carefully, his fingers unconsciously tapping the table. He was well aware of the workshop's problems; it was just that one problem could have far-reaching consequences.
After a long silence, he raised his head and looked sharply at Liu Li: "I see your determination. The data is also very convincing. However, a full-scale rollout is too risky."
He made a decision: "This method can be tried on a trial basis, but it cannot be rolled out across the entire workshop. You choose a small work group, with a manageable impact, as a pilot project. Within this pilot group, you can implement your method, and the factory will provide support. However," he emphasized, setting clear boundaries, "you must pay attention to the methods! You need to do thorough ideological work with the workers in the pilot group, and the quotas must be fully discussed to ensure fairness. Most importantly, it cannot affect the overall stability and unity of the workshop! If the pilot project is ineffective or causes greater conflict, it must be stopped immediately!"
This is the factory director's bottom line, and also the maximum support he can offer. Limited authorization and a controllable scope protect both the reform and Liu Li.
"I understand, Factory Director!" Liu Li replied immediately, a weight lifted from her shoulders. Given the opportunity to conduct a pilot program, she was confident she could let the facts speak for themselves.
"Furthermore," the factory manager added, his tone somber, "we need to unite the majority, especially the veteran workers. They are skilled and experienced; they are the workshop's asset, not an obstacle to reform. We need to make them understand that reform is not about negating them, but about making the workshop better and giving everyone a brighter future. This can't be said; you have to put it into practice."
"Yes, I understand." Liu Li nodded solemnly.
Armed with the factory director's absolute authority—the limited pilot authorization—Liu Li returned to the workshop. Instead of immediately convening a meeting to announce it, she first spoke with workshop director Lao Ma and master craftsman Wang Jianguo, conveying the factory director's decision.
Old Ma breathed a sigh of relief; he was caught in the middle and in the most difficult position. Master Wang simply grunted in response, his expression unreadable.
Subsequently, Liu Li selected the lathe operator group 2, which consisted mainly of young technical backbone workers and whose team leader had a relatively open-minded attitude, as the pilot group. She personally convened a meeting of all the workers in group 2, and instead of issuing orders from a superior position, she spoke frankly and openly.
She presented data on workshop efficiency, analyzed the competitive pressures they faced, and explained in detail each clause of the trial measures, especially the basis for setting quotas and the method for calculating bonuses. She promised that the quotas would be discussed and approved with the participation of worker representatives. She emphasized: "During the trial period, basic wages will remain unchanged, and bonuses are an additional incentive. The goal is to encourage everyone to give full play to their abilities, to pay more for more work, and to reward those who perform well, ultimately so that our team and our workshop can both improve!"
面对面的沟通，清晰透明的规则，加上厂长支持的消息已经传开，车工二组内的反对声音小了很多。几个原本就跃跃欲试的年轻工人当场表示愿意试试。
试点，就在这种既有期待、也有疑虑，既有支持、也有保留的复杂氛围中，悄然启动了。刘莉知道，真正的考验才刚刚开始。试点班组的每一个数据，工人的每一点情绪变化，都会被放大审视。她必须投入十二分的精力，确保这个“特区”能够成功，才能拥有说服所有人的资本。领导的 support 是有界限的，未来的路，终究要靠她自己一步步走出来。
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