The question you raised needs to be thought about from the two dimensions of management art and cultural inclusiveness. The following are systematic suggestions from the perspective of human resource management： 1. Establish an accurate performance evaluation system (recommended implementation steps) 1. Introduce OKR goal management method: transform the "easy-going" characteristics into collaboration advantages, such as setting a quantitative index of "cross-departmental collaboration satisfaction ≥95%" 2. Formulate two-dimensional assessment criteria: task efficiency (completion efficiency) + relationship quality (collaborative contribution), with a recommended weight of 6:4 3. Implement agile work method: disassemble large projects into sprint goals in a 2-week cycle, and establish a visual kanban board to track progress 2. Construction of culturally adapted communication mechanism (specific implementation plan) 1. Implement "Nonviolent communication" training: teach the four-step method of "observation-feeling-need-request" (refer to Marshall Luxembourg's theory) 2. Establish a three-level feedback mechanism： - Instant feedback: give a specific evaluation within 15 minutes of the completion of the task node -Periodic resumption of trading: biweekly 1v1 in-depth communication (it is recommended to use the GROW model) -Cultural Co-construction Association: Monthly workshops on ethnic culture themes are held 3. Design of structural incentive mechanism 1. Set up a "harmony contribution award": reward cases that effectively resolve team conflicts (quantifiable, such as a 30% reduction in the time limit for conflict resolution) 2. Establish a task claim system: convert passive allocation to active application, and match the points redemption system 3. Design growth-oriented promotion channels: a dual-track system of management sequence and technical sequence, and clarify the competency models at each stage 4. Preventive management measures 1. Time management empowerment: introduce tomato work method training and configure intelligent time recording tools (such as RESCETIME) 2. Establish an early warning mechanism: automatically trigger the support plan when the risk of task delay is >20% 3. Psychological contract management: Regularly monitor employee engagement through Q12 assessment It should be emphasized in particular that the latest human resource management research shows (Deloitte 2023 Global Manpower Trends Report) that the new generation of employees value the sense of meaning of work more. It is recommended to use the Job Crafting method to help employees combine personal values with organizational goals, which can stimulate continuous momentum more than simple efficiency control. At the same time, managers are reminded to pay attention: Article 3 of our country's "Employment Promotion Law" clearly stipulates that regional discrimination shall not be implemented, and all management measures shall be based on job requirements rather than regional characteristics. The best practice is to continuously optimize the management plan through the PDCA cycle (planning-execution-inspection-processing), rather than preset judgments.