Core Viewpoint - The company, Peak, has confirmed a salary reduction affecting less than 10% of its employees, primarily targeting loss-making departments and high-salary positions, while ensuring that low-income employees earning below 3000 yuan will not be affected [2][5]. Group 1: Salary Reduction Details - The salary reduction is confirmed to be true, but it does not apply to all employees, with less than 10% affected [2]. - The salary adjustment percentages are as follows: 10% for those earning between 5000 to 10000 yuan, 20% for those earning between 10000 to 20000 yuan, and 30% for those earning above 20000 yuan [2]. - In loss-making departments, some workshops have seen salary adjustments of up to 50% [2]. Group 2: Financial Performance - Peak's domestic direct sales segment has reported a cumulative loss of over 130 million yuan from January to July 2025 [4]. - The company has had to transfer three subsidiaries due to ongoing losses, which is a key reason for the salary adjustments [4]. Group 3: Company Governance and Communication - The salary reduction process has been documented and filed with the labor union and public security, ensuring compliance with legal procedures [5]. - There were reports of a lack of open discussion during the meeting, as employees were not allowed to voice additional opinions [5]. - The company made a significant donation of 100 million yuan in early September, indicating a commitment to corporate social responsibility despite financial challenges [5].

Core Viewpoint - The well-known sports brand Peak has been reported to implement salary reductions across the board, with claims of reductions reaching up to 50%, although the company has not publicly responded to the situation [1]. Group 1: Salary Adjustments - Peak held a meeting to address the salary reduction rumors, with the chairman stating that the claims of a company-wide salary cut are false [2]. - Salary adjustments primarily affect loss-making departments and high-salary positions, with reductions of about 50% for employees in loss-making sectors, while salaries below 3000 yuan are supplemented to that amount [2]. - The overall salary reduction across the company is less than 10%, and performance-related pay will still be retained [2]. Group 2: Financial Performance - Peak reported a cumulative loss of over 130 million yuan in the first seven months of the year, which is a key reason for the salary adjustments [2]. - Despite the salary adjustments, employees have indicated that there are no signs of cash flow issues within the company [3]. Group 3: Sales and Market Position - Peak's sales on a single e-commerce platform in the last 30 days were approximately 25 to 50 million yuan [3]. - The company aims for its overseas sales to exceed 10 billion yuan and domestic sales to reach 20 billion yuan as part of its ten-year plan [3]. - Peak has been active in sports marketing and philanthropy, sponsoring 11 national teams for the Paris Olympics and donating 100 million yuan to a charity organization [3].

Group 1 - The core viewpoint of the article revolves around the salary reduction at Peak, which is not a company-wide cut but specifically targets loss-making direct sales departments and certain high-salary positions [1][3]. - Employees reported salary reductions ranging from 10% to 50% without prior written notice, leading to dissatisfaction among staff [2][3]. - The chairman, Xu Jingnan, clarified that the salary adjustments would not affect those earning below 3,000 yuan, as the company would subsidize their salaries to that level [3]. Group 2 - The direct sales division incurred a loss of 130 million yuan from January to July this year, prompting the salary adjustments [3]. - Peak is focusing on expanding its overseas market, with plans to break 10 billion yuan in exports and achieve 20 billion yuan in domestic sales over the next decade [4]. - Currently, Peak's overseas sales are only over 300 million yuan, indicating significant room for growth [4].

Core Viewpoint - The resignation of Hisense Home Appliances' president Hu Jianyong follows a significant salary reduction of 3.2336 million yuan, and the company's performance is showing a marked decline in growth rates for 2025 compared to previous years [2][4][5]. Group 1: Executive Changes - Hu Jianyong has resigned from his positions as director and president of Hisense Home Appliances, effective immediately, and will not hold any position in the company post-resignation [5]. - Gao Yuling, the current chairman, has been appointed as the new president, receiving an annual pre-tax salary of 1.596 million yuan for her role as chairman, without additional compensation for the presidency [5]. - The company has seen a general salary reduction among its executives, with Hu Jianyong experiencing the largest cut, with his 2024 salary reported at 4.0613 million yuan, down by 3.2336 million yuan from the previous year [5][6]. Group 2: Financial Performance - For the first half of 2025, Hisense Home Appliances reported total revenue of 49.34 billion yuan, reflecting a year-on-year growth of only 1.44%, and a net profit attributable to shareholders of 2.077 billion yuan, up by 3.01% [8]. - In contrast, the company experienced a much stronger performance in the first half of 2024, with revenue growth of 13.27% and net profit growth of 34.61% [9]. - The overall performance trend indicates a significant decline, with 2024 figures showing revenue growth of 8.35% and net profit growth of 17.99%, compared to 2023's revenue growth of 15.5% and net profit growth of 97.73% [11].

行业不景气，募资不顺，管理费比例下降；另一方面，退出也越来越难，即使有退出，也难有超额收 益。 于是，投资机构决定给投资经理降薪。合伙人说：大家要一起面对寒冬。 但是，直接降工资，显不出合伙人的管理水平。一定要降得有理有据，让投资经理心服口服。 比如：设定更严格的，更细致的KPI，设定根本完不成的KPI。 而这是不现实的。一般情况下，基金的投资期是4年，4年才投完一只基金。 换言之，一家机构里，一定有一定比例的员工，完不成投资的kpi，拿不全甚至拿不到投成奖。 退出： 每年把每个项目的irr、dpi，以KPI的形式落实到个人。 每年1月，合伙人会找我谈话，让我判断我负责的投后项目，新的一年能取得多少浮盈，多少退出。进 而要给我定KPI。 ？？？这是我能判断和决定的？我预测今年dpi就到1，可以嘛？ 募资： 全员必须参与募资。投资团队的"参与"可以体现为：独立挖掘lp，为地方政府lp储备项目，配合 募资团队的一些日常工作，等。 有哪些"花式"KPI呢？我访谈了一些同行，整理如下。 （一）年终奖相关 首先是显性的，可以量化到KPI的，和年终奖挂钩的事项。 投资： 设定刚性的每年的投资项目的数量、金额。 注意，这是 ...

推荐阅读 究竟什么制约了企业部门的预期和动力？ 导读 有人总是归咎于信心不足，认为不断提及各种问题只会削弱大家的信心，进而加剧问 题的恶性循环。然而却未曾思考，若不能描述问题，准确提出问题，讨论问题，让所有人 埋头，最终只会形成信息茧房，导致更为严重的偏差，这将对投资决策和整体决策产生巨 大的负面影响。 ---付鹏 东北证券首席经济学家 续（上）篇 （数据来源：路孚Eikon） 这种螺旋式的反馈机制，不仅直观展现了 市场需求疲软对供给端的深刻影响 ，更深层次地揭示了企业在经济新常态下所面临的生存挑 战。企业利润预期的低迷，不仅是财务报表上冰冷的数字，更是企业信心缺失、投资意愿减弱的直观反映。 有观点提出，面对利润低下的现状，企业应加大投资力度，追求技术进步与创新，以此提升企业的科技含量和竞争优势。然而，这种 看似理所当然的建议，实则忽略了当前企业经营的复杂性和现实性，未能深入洞察企业运营的实际困境。就像我以前提到的一样， 从国家 主义角度 技术进步和生产力提高 确实关乎到 中 国经济转型的关键，但是它 是需要时间的，长期方向没错，但同时不能忽略企业部门当 前面临着问题和挑战，长期解决方案和短期矛盾之间就错配了 ...