Retain people with salary, environment and culture

On March 15, 2021, at the regular meeting of managers on Monday, Mr. Wang Fenghua, the general manager, stated that the enterprise should retain employees from three aspects: salary, environment and culture.

Glasses manufacturing is a non-standard industry, and customer demand is gradually changing to the trend of more, less and faster. In the actual manufacturing process, glasses manufacturing cannot achieve mass assembly of standard parts as in the electronic industry. It can be said that in the future for quite a period of time, the glasses manufacturing industry is difficult to completely replace people through technical reform, machine reform and intelligent transformation. In recent years, the company has also made a lot of investment in technical upgrading, machine upgrading and other aspects, but only to achieve partial efficiency improvement and reduce the labor demand of some processes. Since we can't change the fact that the glasses industry is labor-intensive, we should pay more attention to personnel management and retention work. The main responsibility of managers is to manage people, directors and creations. It is natural that "managing people" is the main work and primary task of our current management activities. So, in the face of the employment environment in Wenzhou, how should we do a good job of retaining people?

First, with the salary to retain people

Employees come thousands of miles to Ouhai for the purpose of making money and meeting the material and cultural needs, not for the autumn wind. Every employee has their own economic pressure behind them. Some employees have their elders to support and their children to support. If they cannot provide stable income and relatively competitive salary to employees, it is difficult to retain them. The HR department should do a good job in the same industry or in the region of the salary research and analysis, our goal is to pay the same position is about 5% higher than other companies. The company does not advocate like some small processing plants or some enterprises in order to catch up with the short-term or immediate interests, no principle or no bottom line to dig people with high salaries, when the short-term interests and the implementation of layoffs. In terms of salary distribution, the human resources department should formulate scientific salary planning and salary standard, and always pay attention to the income and distribution status of each employee. We can't wait until the end of the month to pay the salary, and then the employees leave because of low salary or unreasonable distribution to understand the situation and busy fighting fires. At Ouhai, we hope that as long as all employees work hard, their salary will be guaranteed, the distribution mechanism will be fair and reasonable, and the real income will be competitive.

Two, with the environment to retain people

Using environment to retain people includes two aspects: one is to create a good working environment; On the other hand, do a good job in logistics support and create a comfortable living environment. In addition to the brand effect of the enterprise itself, the working environment is also one of the main factors to retain employees. Is the same engineering class of students, the same is the operation of CNC machines, in Zhengtai, Siemens, Huawei and other enterprises to stay, but in the glasses industry is not to stay? Now, we are faced with hiring post-1995 and post-2000 employees, and every year the company has to recruit some students from colleges and universities or vocational and technical colleges to the company for training, to enrich our management and technical talent team. If we can't provide a good working environment, we won't be able to keep these students dry. If we can provide a good working environment so that employees have more choices, it will also create an advantage for the enterprise to retain employees. On the fly edge, sand throwing and other dirty, messy, poor process, we should try to replace it by machine or technical change. Even if the process cannot be cancelled at the present stage, we should also create a good working environment for employees, such as the painting workshop. We cannot let employees operate in the workshop with bare arms like some small factories in summer. We should do even in the hot summer employees in the workshop wearing dust clothes also feel cool, if not to do this, painting workshop planners and equipment maintenance personnel should reflect on, they should go to the workshop with the operator to experience the taste of sweating. At the same time, as a management cadre to have empathy, can’t pay attention to the staff's working environment. Think about it. Would you like your children to work in a dirty, messy, poor or unsafe environment? If the answer is no, then you should know what to do. This is the ancient saying of "do unto others as you would have them do unto you." In terms of living environment, we should create a comfortable and comfortable living environment for employees. Since 2006, the company has built a husband and wife room and changed to a separate bathroom. In 2011, the company renovated the dormitory, aiming to provide the best accommodation environment for employees. In the new factory, the company has invested tens of millions of yuan to build apartment buildings, husband and wife rooms, underground parking garage, and to prepare for kindergarten, nursery, gym, multi-function hall, laundry room, etc., in order to create a better living environment for employees than other enterprises. In terms of diet, the senior management team should take the lead in eating in the company canteen frequently, experiencing life together with employees, and constantly making requests. As the staff in charge of the canteen, I should listen to the voice of the staff, actively adopt the reasonable opinions of the staff, and implement the rectification measures. In short, in terms of accommodation, as a logistics management department must do a good job in logistics support, accommodation standards should be closer to universities. Only in this way, can we retain students and excellent employees, can we reflect the hard and soft strength of the enterprise, and can we create the competitive advantage of retaining employees.

Third, with the culture to retain people

Technology is the spine, while culture is the soul. The culture of an enterprise should reflect its value orientation. We should learn from Huawei "can’t let Lei Feng wear broken socks", "can’t let Jiao Yulu liver disease". That is to say, we must not let the strivers suffer and the devotees have no milk to drink. We should praise and reward some employees who have the spirit of struggle and dedication,  set up a model, and create a good fashion of setting an example and learning from the example in the whole company, so as to convey positive energy and the company's value orientation through the example. For some employees who do not work hard, have a wrong attitude and cannot create value for the enterprise, the employer and the human resources department should remove them from Ouhai according to the requirements of "leisure activities". Because these bad assets will only keep complaining about the enterprise, and will not realize that they are not working hard. If they stay in the organization, they will only spread negative emotions and even bring down hard-working employees. In terms of cultural environment construction, we should create an atmosphere of information transparency and relationship simplification. General manager, human resources, and set sail college departments to circle the self- management, responsibility, group one, tutor system and other management activities in place, general manager, workers and you sail college planning such as good staff dinner party, birthday party, basketball game, fun games, speech contest, singing competition, debate, summer small birds and other cultural activities. At the same time, the workers federation should manage the multi-function hall, library, gym, billiards room, table tennis room and other staff entertainment and leisure places, can’t be three days fishing two days drying net, to ensure the quality of service.

If there is no fair and reasonable distribution mechanism, no competitive compensation and benefits can’t meet the material needs of employees; If there is no good working and living environment can’t create a competitive advantage for the enterprise to retain personnel; If there is no correct value orientation and humanistic environment, the "soul" of the enterprise cannot be displayed. In a word, we should retain dedicated and striving employees through salary, environment and culture, and finally realize both material and spiritual harvest of employees.