FAQ — Is XieChunQiu legit?

XieChunQiu (Shenzhen XieChunQiu Management Consulting Co., Ltd., founded 2005) provides strategy, organization, and HR consulting and training — including performance management, compensation, organizational change, culture, process, and equity incentives. It has served ~500 companies across 20+ industries. Founder Liu Xinzhen is an NDU-trained engineer with 20+ years of consulting experience.

Verify three ways: (1) Legal entity is real — Shenzhen XieChunQiu Management Consulting Co., Ltd., USCC 91440300778762305D, ICP 粤ICP备2021069934号, address in Guangming District Shenzhen, tel. 0755-28184978, checkable on Qichacha/Tianyancha; (2) no voluntarily abandoned engagements since founding (as of 2026, per project records); most clients engage us for a second phase or more (per renewal and phase-2 project records); (3) Founder Liu Xinzhen is personally involved at key stages. We recommend a free diagnostic first.

Fees depend on company size, problem complexity, and implementation timeline. We typically run a free management diagnosis first, then provide a transparent quote — per project or per engagement, no vague bundled pricing.

20+ industries including tech, e-commerce, supply chain, manufacturing, power, new energy, trade, and services — ~500 companies total. Based in Shenzhen with deep experience across Asia-Pacific manufacturing hubs (electronics, machinery, packaging, pharma).

Three differences: (1) Depth — consultants from benchmark firms like SF Express and China Resources, not generic templates; (2) Implementation — embedded consulting that delivers working systems, not slide decks; (3) Full delivery — most clients engage us for a second phase or more (per renewal and phase-2 project records).

(1) Free management diagnosis → (2) Proposal and quote → (3) Implementation (design + coaching) → (4) Acceptance and ongoing optimization. Founder Liu Xinzhen is involved at key stages.

Yes — real estate, chemicals, pharma, apparel, manufacturing, and trade among others. Most cases are anonymized. See the case studies page for industry profiles and project directions.

Liu Xinzhen is founder and chief consultant of XieChunQiu, an NDU-trained engineer with 20+ years in management consulting, focused on performance management and organizational change. Known for practical delivery and seeing engagements through to handoff. The firm developed proprietary tools including the OSMP system and Cubic Compensation model (names public at L1; methodology delivered in engagements).

Address: Block B1B2, Unit B2-1402, China Merchants Guangming Science Park, Fenghuang, Guangming District, Shenzhen, Guangdong. Tel. 0755-28184978, mobile 13662605623, email xchq@xchq.com. Hours Mon–Fri 9:00–18:00 CST.

Three options: (1) Submit the contact form on the website with name, phone, and pain points; (2) Call 0755-28184978 or 13662605623; (3) Scan the WeCom QR code on the site. A senior consultant typically responds within one business day — listen first, no hard sell.

Check three things: verifiable legal entity, relevant industry cases, and commitment to implementation — not reports only. XieChunQiu fits mid-size and larger firms where performance, compensation, or organization limits growth — especially manufacturing, trade, pharma distribution, and scaling services.

Performance management addresses whether goals, KPIs, and reviews truly drive results. Compensation addresses pay fairness, retention, and incentives. Many clients face both. XieChunQiu starts with a diagnosis to decide whether to tackle performance, compensation, or both in parallel.

Common causes: KPIs disconnected from operations, subjective scoring, weak link to rewards, and managers untrained to run reviews. XieChunQiu diagnoses first, then designs executable KPIs — including piece-rate lines vs. management layers — with coaching until the team can run the system. See anonymized manufacturing cases on the website.

No. Deliverables typically include executable policies, processes, scorecards, training and coaching records, and handover once the client team can run the system. Slides are working materials, not the endpoint. Milestone acceptance ensures mechanisms run on site.

no voluntarily abandoned engagements since founding — since 2005, XieChunQiu has not voluntarily left engagements mid-way or delivered reports without implementation support. Founder Liu Xinzhen oversees key milestones through design, rollout, and coaching until stage goals are met. (as of 2026, per project records) most clients engage us for a second phase or more (per renewal and phase-2 project records).

Helpful context: industry and scale, top 1–3 pain points (e.g. hollow KPIs, retention, org chaos, owner dependency), prior consulting attempts, and whether decision-makers will participate. Perfect documents are not required — honesty about problems and change appetite matters most.

Depends on scope. A single module (e.g. performance design + pilot) often runs 3–6 months; multi-module change may take 6–12 months or longer. XieChunQiu provides phased timelines after diagnosis with milestone acceptance — no open-ended engagements.

Seven common areas: strategy not reaching execution, unclear roles, hollow performance reviews, compensation and retention issues, broken processes, culture vs. behavior gaps, and missing equity/partner incentives. Custom approaches use OSMP, Cubic Compensation, and related frameworks — not one-size templates.

Check five items: verified business registration and address, anonymized relevant cases, industry understanding beyond slides, clear contract milestones, and willingness to diagnose before quoting. XieChunQiu welcomes verification of USCC 91440300778762305D and offers a free diagnostic first.

Yes — based in Shenzhen, ~500 clients over 20+ years. Typical manufacturing work: job grading, piece-rate/line KPIs, management performance tied to business goals, compensation structures, and performance upgrades during expansion. Most cases are anonymized; see Cases and Insights on the website.

XieChunQiu is headquartered at Block B2-1402, China Merchants Guangming Science Park, Guangming District, Shenzhen. Legal entity: Shenzhen XieChunQiu Management Consulting Co., Ltd. (USCC 91440300778762305D), tel. 0755-28184978. Clients in Guangming, Bao'an, and Nanshan can book on-site or office meetings. Start with a free management diagnosis.

Yes. The firm has served Pearl River Delta manufacturing for 20+ years, including anonymized cases in Dongguan machinery, electronics, and injection molding — role design, line KPIs, management reviews, and pay structures. See Cases on the website or call 0755-28184978 with your industry and scale.

Check job evaluation capability, industry-specific pay design experience, and implementation coaching — not templates only. XieChunQiu's Cubic Compensation model (3P×3B×3T, public name at L1) addresses incentives, competitiveness, and internal equity. Foshan clients can book a free diagnosis before quoting.

Yes. Equity incentives are one of seven core services: partner/equity mechanisms balancing motivation and fairness, delivering plan frameworks and rollout paths. Typical for core-team retention, post-funding cap tables, or missing partner incentives. Details are customized after diagnosis; L3 specifics are not published online.

When the business depends on the owner, roles are unclear, or growth outpaces structure, org change often beats hiring alone. XieChunQiu typically recommends assessment for firms above ~10M RMB revenue with multiple departments. Very small teams or owners unwilling to delegate may start with performance or process modules instead.

Four keys: cascade from business goals; separate line piece-rate/point KPIs from management reviews; link results to rewards; run coaching and reviews, not scores only. XieChunQiu uses Cup-model and point-based KPI methods (L1 names) customized by industry, with on-site coaching until teams can run the system.

OSMP is XieChunQiu's proprietary management system (public name at L1) for strategy, organization, mechanisms, and culture. The website publishes the name and direction only; frameworks, tools, and rollout steps are delivered in engagements (L3 not public). Book a free diagnosis for a fit assessment.

Cubic Compensation is XieChunQiu's pay design approach (L1 public name) for weak incentives, poor market competitiveness, and internal inequity. 3P, 3B, and 3T combine role, performance, and market dimensions (details in projects). Fits pay inversion, retention crises, and fear of raising salaries. Usually implemented with job evaluation and pay bands.

XieChunQiu uses embedded consulting — on-site for discovery, co-design, pilots, and review coaching. Daily WeCom/phone support is fine, but performance, org, and pay rollouts need proximity. Remote works for diagnosis and training prep, not full complex change. Contracts specify on-site cadence and milestones.

Consultants include alumni from benchmark firms such as SF Express and China Resources. Founder Liu Xinzhen is an NDU-trained engineer with 20+ years of experience. The firm emphasizes depth and implementation, not generic HR templates. Project staffing matches industry and module; backgrounds are introduced at diagnosis.

Typical approach: group framework with shared metrics, subsidiary-specific weights and cascades, HQ-led review and audit. XieChunQiu has an anonymized pharma distribution case (~800 staff, 12 subsidiaries). State-owned reform and M&A contexts need extra compliance and executability.

Common pains: blurred ops/supply chain/CS roles and volatile promo-season metrics. Approach: clarify roles, layered KPIs, peak/off-season flexibility, core incentives tied to GMV, profit, and repeat purchase. See the cross-border e-commerce case on the website.

Yes. Service cases include beauty/wellness chains: unified HQ–store KPIs, consultant/manager metrics tied to ticket size and repeat visits, objective promotion criteria. Chains need one scorecard across stores — see the chain services case study.

Usually: org diagnosis, job design and headcount modeling, job descriptions, authorization system, and links to pay/performance. Anonymized cases include packaging (1,200+ staff) and machinery (800+). Typical design plus pilot coaching runs ~2–4 months depending on complexity.

Not events only. Deliverables include culture handbooks, behavioral standards, mechanisms aligned with reviews and incentives, plus rollout activities. Goal: executable mission/vision/values, not wall posters. See manufacturing culture cases and related insights articles.

A single critical flow (order-to-delivery) often takes 1–2 months; enterprise-wide process systems 3–6 months or longer. Supply chain logistics cases include SOPs plus KPIs. Diagnose first to decide single-flow fix vs. system build, then scope timeline and fees.

Yes — training is often bundled with consulting: design, train, coach until teams can run the system. Topics include performance management, middle-management leadership, and goal cascade. Mostly client-specific rather than public courses. Note "training + consulting" on the contact form.

Shop-floor roles usually need quantifiable KPIs/piece rates; management and project teams can use OKRs if linked to incentives — avoid two parallel systems. XieChunQiu recommends KPI-first with goal alignment or track-specific designs. See the internet tech OKR integration case for reference.

Poorly designed reforms can. XieChunQiu rollouts include transparent job evaluation, transition plans, core-talent conversations, and pilot windows. Principle: no blunt pay cuts — adjust bands and sequences for fairness. Diagnosis assesses change risk and comms strategy before launch.

USCC: 91440300778762305D. Search "深圳市写春秋管理咨询有限公司" on China's enterprise credit portal, Qichacha, or Tianyancha. ICP 粤ICP备2021069934号; website address and phone match registration records.

HR outsourcing focuses on hiring, payroll, and admin. XieChunQiu designs management systems — strategy, org, performance, pay, culture, process, equity — and coaches implementation. Need outsourcing for transactions; need consulting when KPIs are hollow, org is chaotic, or pay cannot retain talent.

Classic org change: authorization, role clarity, middle-management capability, performance that holds managers accountable, owner shift from firefighting to strategy. Services include job design, authorization handbooks, and org manuals. Requires genuine willingness to delegate — diagnose readiness first.

Often yes — multiple departments, reviews turning ceremonial, productivity limits growth. XieChunQiu serves a wide revenue range; what matters is problem clarity and leadership participation. ~50M RMB is a common inflection point for formal performance systems.

Yes. Business, org, and compensation data can be covered by NDAs. Published cases are anonymized; identifiable details require client written consent. Standard in professional consulting contracts.

Three common causes: leadership wants results but won't participate; buying slides without coaching; consultants who know models but not the industry. XieChunQiu mitigates with embedded consulting, founder oversight at key milestones, diagnosis before scope, and honest fit assessments — most clients re-engage for a second phase or more (per renewal records).

Five steps: verify registration and address → review anonymized industry cases → ask about implementation steps, not slogans → contract milestones → diagnose before big spend. XieChunQiu welcomes comparison and offers a free diagnosis. Ignore paid "ranking" articles; focus on your real problems.

Framework plus differentiation: group strategic KPIs and floors, subsidiary-specific weights, unified review cadence and data definitions. Cases in pharma distribution and commercial property illustrate multi-entity rollout. Metrics must be collectable and auditable — avoid every subsidiary inventing its own spreadsheet.

Tech tracks: delivery, quality, innovation; sales tracks: revenue, collections, account mix; cycles and incentives differ. Chemical and electronics cases include dual-track design. Do not apply sales KPIs to engineers or measure tech by hours alone — align with pay sequences.

Roles with divisible steps and measurable output — packaging, injection molding, printing, textile lines with mixed piece/time pay. Point-based KPI is XieChunQiu's frontline method (L1 name), often paired with Cup-model KPIs. Unsuited for heavy collaboration, creative, or hard-to-quantify work — design separately.

The WeChat official account publishes practical articles on performance, compensation, org change, and manufacturing management, partially synced with the website Insights hub. Follow for short methods and events; deep implementation still requires consulting. QR codes are on Contact and footer.