?<strong>Chapter 1113:</strong>


    Madisyn had developed aprehensive set ofpany regtions aimed at maximizing employee potential, fostering growth, and ensuring equitable recognition and rewards.


    These were based on meticulous research, benchmarking against industry standards, and understanding the nuances of employee engagement and performance metrics with the help of the corporate guides at Homelight Enterprise. If applied to Johns Group, these regtions would greatly benefit both thepany and the employees who contributed value to it.


    Madisyn followed Dane’s secretary to his office and shared her thoughts with him.


    The more Dane listened, the more surprised he became. He couldn’t help but walk up to Madisyn, ce his hands on her shoulders, and say, “Madisyn, you’ve given me another surprise. With you helping me here, I finally don’t feel like I’m fighting alone.”


    Dane had the same idea at the beginning of the year, but it was just a basic thought that hadn’t been implemented yet. He never expected Madisyn toe up with aplete n.


    Dane gestured toward the plush leather sofa. “Let’s sit there.


    This feels like something worth discussing in detail,” he said warmly. After their long conversation, Dane immediately called all the department heads for a meeting, appointing Madisyn to lead the new initiative to improvepany management.


    Dane’s reputation for strong leadership and decisive action loomedrge over Johns Group. His word wasw within thepany, and his decisions were rarely questioned openly. However, his announcement that Madisyn would be in charge of the new management initiative caused a ripple of unease among the employees. Although they outwardly imed to follow Madisyn’s arrangements, there was a subtle wariness toward her that they couldn’t quite hide.


    Madisyn noticed these reactions but chose not to address them directly. She believed that once she implemented the changes and everyone adapted, they would naturallye to appreciate the shift. She saw their initial doubts as a test of their resilience.


    After the meeting, Madisyn returned to her office, opened herputer, and began outlining her ns. She intended to implement them step by step in theing period.


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    After work, Andrew arrived at Johns Group to pick up Madisyn. He waited downstairs for twenty minutes but still hadn’t seen her. He sent her multiple messages, but she hadn’t replied to any of them.


    Andrew nced at his phone, his brows furrowing in concern. He got out of the car and walked toward the building.


    The exclusive elevator had his fingerprint registered, so he made his way straight to Madisyn’s office.


    He knocked softly and entered, only to find Madisyn still sitting at her desk, facing theputer. She sensed someone entering the room and looked up. When she saw Andrew, she blinked, momentarily caught off guard by his unexpected appearance.


    “What are you doing here?” Madisyn asked, her voice tinged with confusion.


    Andrew walked around to the opposite side of her desk. He didn’t acknowledge the document on herputer but instead raised his wrist to show her the time.


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