How do the new generation of young people manage their emotions@ lou zhongping's guest on oriental tv's "let's have a financial model" solves the pain point of difficult employment for enterprises in the digital age!- Shuangtong Daily Necessities Co., Ltd.

The "migrant workers" in the new era are relatively stable materially, they have a stronger pursuit of equality and contract spirit, and they are more concerned about workplace emotions, which is bound to pose new challenges to the management of enterprises.

So how does Shuangtong's daily necessities, as a traditional manufacturing industry, retain a large number of post-90s and post-95 generations through enterprise management transformation?

Recently, Chairman Lou Zhongping was invited to be a guest on Oriental Satellite TV's "Let's Have a Little Financial Style", and on this topic, he shared with the audience and fans and friends the unique "employment view" of "Shuangtong" in managing the new generation of employees.

(The following is a partial text of the program)

In "Shuangtong", 90% of the administrative personnel are the new generation, Lou Zhongping, founder of Shuangtong daily necessities, believes that the contradiction between traditional managers and young people is mainly intergenerational conflicts, post-90s, post-95s will be more adapted to the high demand of young people for emotional value after entering management positions because of smaller thinking inertia.

Lou Zhongping at the scene of the program recording

Traditional "command-based" management is gradually losing its effectiveness, and a new generation of employees will "vote with their feet and leave immediately" in the face of oppressive control, so in modern labor relations, managers should pay attention to and solve the needs of employees, and use empathy to inspire the goodwill of employees. At the same time, if the company does not have incentives such as equity, requiring employees to have a "sense of ownership" will only be wishful thinking of managers.

So, what measures has "Shuangtong" implemented within the company to meet the high demand for the emotional value of young people?

Solve the survival and living needs of employees

First of all, "Shuangtong" insists on solving the more practical survival and living needs of employees through the implementation of "family culture", hoping that the enterprise is not only a factory, but also a living community.

At present, more than half of the employees of "Shuang Tong" exist in the form of families, including husband and wife workers, families with children and elderly people with children, more than 140 family members living in the company for a long time, and more than 50 children who are studying locally.

Living in a small family of "twin children"

In addition, "Shuangtong" not only invested more than 30 million yuan to build high-hardware dormitories for employees, but also star-rated staff restaurants, entertainment and leisure areas, sky ecological parks and so on.

Family suite in the "twin" dormitory

Staff restaurant with quality hardware

Children playing in the factory area

Pay attention to the growth needs of employees themselves

In addition to considering the survival and life of employees, "Shuangtong" also pays attention to the growth needs of employees at all times.

In "Shuangtong", there is a very complete equity incentive mechanism, up to now, there are more than ten employees who have grown from the grassroots to shareholders in the enterprise.

Some shareholders take a photo

At the same time, in order to achieve the goal of driving more employees to "common prosperity", "Shuangtong" has implemented an independent entrepreneurial fission mechanism within the enterprise since 2018, allowing employees to achieve "zero cost" entrepreneurship internally, empowering a large number of young people with entrepreneurial dreams to complete the identity transformation from "part-time workers" to "entrepreneurs".

Group photo of representatives of the "Shuang Tong" entrepreneurial entity

Lou Zhongping promised all employees in September 2018 that he would bring out 9 bosses within the company in his lifetime! At present, the Shuangtong Entrepreneurship Sharing Platform has incubated 50 sectors of independent management and fissioned 17 employee entrepreneurial companies.

It is based on the continuous adjustment of management methods by "Shuangtong" and the initiative to meet the high demand for emotional value of the new generation of employees, so that "Shuangtong" can retain a large number of post-90s, post-95s and even post-00s employees even as a traditional manufacturing industry, so that the enterprise has always been full of vitality!

At present, whether it is the independent entrepreneurial fission mechanism of "Shuangtong" or Lou Zhongping's "View of Employment in the Age of Great Change", it has been polished into a very mature course, and has completed hundreds of course delivery through Shuangtong Business School!