展開全文

What is human nature? It’s greed, anger and ignorance, after working in one place for a long time, you want to cheat and cheat, and you become a veteran. You just want to do private work and fish at work.There are only a few people who have been working hard to make progress., so it is said that running water does not rot and door hinges do not suffer from beetles.Yu Donglai knew this very well, so he wanted to take action, if you don’t leave, I will ask you to leave. But how many people have this awareness? After working for four years, I left happily.

Let’s look at the other side of things: finding a job is not easy. More than 10 million college students flock to the job market every year, and only one out of hundreds will be admitted to the public examination. It is no longer news that college graduates drive online taxis and deliver food. College graduates have long taken off their long gowns.

Under such circumstances, Pang Donglai’s high salary and good benefits naturally gained a good reputation. Most people didn’t want to leave because it was windy and rainy outside.

Now you let people work for four years and then leave. From the perspective of the boss, it is to cultivate talents for the society, with high level and sentiment. From the perspective of the employees, you have ruined my daily life and daily life. I am not happy.

And can employees really adapt to the culture and atmosphere of other companies when they leave?

未必。Previously, many supermarkets followed Fat Donglai’s lead and engaged in so-called “fat reform”, but few succeeded., one of the reasons is that those bosses cannot fully accept Pang Donglai’s system and philosophy.Most of them are only willing to accept institutional arrangements on how to make more money, and are not willing to learn from Fat Dong’s side of treating employees well.

In addition, Pangdonglai is not a “decoration template”, but a closed loop of deep regional cultivation, product strength, employee allocation, and long-term trust.

If you just copy the shelves and service skills, the success rate is very low; only if you can reconstruct the supply chain and distribution system based on the local customer base, you will have a chance.

These bosses spent a lot of money but never learned the essence of Fat Donglai.

Therefore, the ideal is very full, the reality is very skinny, and many companies that engage in fat reform will eventually fail to carry out the process. Therefore, my opinion is,Yu Donglai can do this experiment, but there is little hope of success, although I am happy to see it succeed.

Those employees who have studied at Pangdonglai for four years, once they leave Pangdonglai, some cannot find a job, and some find a job, but they will be dissatisfied and disgraced, and eventually give up the concept of studying at Pangdonglai, because,Not every boss is Yu Donglai。

02 The spillover of skills in the retail industry is not strong enough

Have other companies done this? Let’s talk about the positive and negative examples of Chinese and foreign companies.

Japanese large companies used to have “lifetime employment and seniority sequence”, of course, there have been great changes over the years.

Large Japanese companies recruit fresh graduates, train them for decades, perform internal job rotation, and increase their salary based on annual merit; the result isHigh loyalty and stable technology，However, the skills of middle-aged people are solidified and the transformation of enterprises is slow.. Therefore, Japanese companies do not innovate much, and not many large companies have emerged in recent years.

If you want to protect your employees and demand stability, you have to pay the price.

Now Japan is also changing, converting formal workers into contractual employees, and lifetime employment only covers about 20% of large factories.

Fat East is coming in the opposite direction. I will not be bound to you for the rest of my life, I will only accompany you for a while. This makes employees feel a little uncomfortable…

If newly recruited employees must leave in 2030, they will be anxious in 2029, and extremely anxious in 2030.Because I came from Pandong, and my resume says “cashier, tally, service trainee”, other supermarkets may not give the same salary.

Therefore, it may push up the churn rate, everyone regarded Pang Donglai as a way station and a springboard, and he might leave after finding a suitable one in the second year.

If Pang Donglai really implements “4-year graduation”, it would be a bit like using the retail industry as a consulting company to train people, but the spillover of skills in the retail industry is not that strong., you are a cashier and tally person, should I treat you as a former outstanding employee of McCarthy? Unlikely.

Yes, everyone is equal, but the treatment of each company and position is different.

Is there really a premium if Fat Donglai’s employees are mobile? Or can we really keep a salary similar to that in Fat Dong Lai?

The retail market is so big. The first few batches of talents you train may be really popular. But later on, what will you do if the market can no longer provide so many positions?

Since Yu Donglai mentioned that new employees are trainees, I will talk about the apprenticeship and management trainee systems of some companies.

For example, Haidilao, Starbucks, Uniqlo, and Toyota systems all attach great importance to training.

▲Haidilao employees are receiving first aid technical training

But these companies usually train people to retain them, not to force them away when the contract expires., but Fat Donglai actually left no one behind after training him.

Fat Dong came to this corner a bit too hard.

03 The LinkedIn model is a bit similar to Fat Donglai

What do American companies do?

American companies rarely have the practice of “ordinary store employees sign a four-year contract, which in principle will not be renewed upon expiration, and will be released after training.”

The closest isLinkedIn-style “four-year tenure system”, Reed Hoffman (founder of LinkedIn) mentioned in “The Alliance”: Initial employee contract = one cycle every four years; review every two years;In the past four years, you have helped the company get things done, and the company has helped you add value, build connections, and find your next job. In your next job, you can stay in the company or go to another company.

▲Reed Hoffman

I wonder if Yu Donglai was inspired by this model.

However, this is a white-collar system in Silicon Valley. Engineers, product managers, and growth positions are supposed to stay for an average of 2 to 4 years, and they are not “forced to graduate when the contract expires.”Some stayed for a year and then left because the wages at the company next door were high.

The most common one is “promote or leave”, which is a ladder elimination system.

比如在McKinsey, Bain, Boston Consulting GroupIn these companies, analysts work for 2 to 3 years, and managers and partners work for 6 to 8 years. If you can’t make it, you can leave.

在Goldman Sachs, Morgan StanleyIn this kind of company, analysts stay for 2 to 3 years, and deputy managers stay for another 3 years or so. If you can’t get there, you can say goodbye.

Law firms too,Lawyers have been trying to challenge partners for about 8 years. If they can’t do it, they’ll be “coaxed to leave the firm.”。

However, not everyone leaves in 4 years;“stage threshold”。

People who leave are often snatched up by the industry because you are a veteran, have resources, and connections, and can even start an independent startup company, and the financial, legal, and entrepreneurial environment in the United States is also good.. If you want to continue working, you can become a private equity, corporate strategy, legal director, or chief financial officer, and the income may be higher.

These situations are very different from those of the students who graduated four years later from Fat Donglai.People who are either promoted or left leave with strong resources, strong skills, and high academic qualifications., Pangdonglai’s employees are incomparable, there are more ordinary people.

As for the legal aspect of “leaving after four years”, there is nothing wrong with it. Just leave according to existing laws and regulations after working for four years. I believe Yu Donglai will not take advantage of this loophole and take advantage of it.

Whether it’s a student or an employee,It’s okay for you to sign a four-year contract, and it’s okay to leave when it expires. You can get whatever you want.

Finally, to summarize:

Yu Donglai has been wealthy and free for a long time. He is a bit idealistic and hopes that the society will get better and better. He hopes to do something from his own height. I understand it very well.

However, this is a very difficult road. The overall environment and employee capabilities are not suitable for this road, and employees also have complaints.I personally think that there is little hope that this experiment will ultimately succeed, and I am afraid it will cause some unnecessary trouble.