Although some leaders in the group company have said that they will not enforce 996, "it is a great blessing to be able to do 996" and "every ?? Everyone must have the spirit of hard work", but it is obvious that 996 and the spirit of struggle are equated, and an example is used to call on young people to keep up with themselves and take advantage of the young "996".

Moreover, the unanimous statements of the leaders of certain departments can be seen as a response to the "movement", re-invigorating the shaken morale of the military, and at the same time creating a "safety valve" of public opinion for large-scale layoffs and declining employee benefits.

In view of the status of some leaders as "founders of the company", this public advocacy of 996 will inevitably trigger a group-wide "demonstration effect, thereby promoting the further popularization of 996 and the collective disregard for the company's explicit regulations."

You must know that 996 has the characteristics of spontaneous infection, because it is a dimensionality reduction blow to non-996 enterprises.

The vast majority of the branches of the group company are continuing to develop and expand, but it is not without a few companies that have actually encountered development bottlenecks with the development of the times.

With the rise of labor costs, overall profits have begun to decline, and this is not an accident, but a possible future normal. Some people are getting anxious, but instead of focusing on how to increase production levels, they are often attributed to the lack of the "wolf spirit" of local companies.

As some branches of Zhao Song Group in China, the reason why they began to be ruthless to their ordinary employees - canceling the basic salary and reducing the proportion of provident fund contributions is the result of this dimensionality reduction attack.

Because these branches have an idea, that is, they originally hoped to build a "moat" at a lower cost, but they are still inferior to the impact of lower production costs in other countries in the world, and the impact of "invisible unemployment" in the real economy of neighboring countries.

Therefore, Zhao Hong will not be very surprised, why does the group company have such a level of leadership?

Why don't you understand the absurdity of measuring employee performance by working hours rather than job performance?

Why don't you understand that tactical diligence cannot compensate for strategic laziness?

Why don't you understand that the ability to innovate comes from subjective initiative and relaxed atmosphere, and not from 996, which has almost no living space?

In fact, advocating 996 is nothing more than a disguised labor cost compression, reflecting the disappearance of the project dividend period, excess innovation, and the intensification of the phenomenon of "reinventing the wheel" in some aspects of the group.

Obviously, the popularization of 996 will further reduce the efficiency level of the whole group company, lower the average income of the employee labor group, and even further reduce the willingness and happiness of all people to work in the company, so that the contradiction between the overcapacity of the group economy and the lack of initiative of employees in work is more prominent!

996 has become a magic weapon for political correctness and the so-called "improving efficiency" of many domestic enterprises!

No matter when, as long as there are difficulties in business operation, some company executives will come up with this solution to the problem!

Of course, this is not strange in the workplace at all, after all, the imagination of "dead friends do not die poor" is not only unique to Zhao Song Group, but the traditional corporate culture shared by many managers in China and even in neighboring countries.

The emphasis on the younger age of employees and the so-called and more than normal working hours is more aimed at the majority of grassroots management employees, even the most basic ordinary employees.

The slogan of "change people if you don't change your thinking" has been called for many years, but now it is going to become "lay off if you don't take the initiative to work overtime"?

Some people pretend not to know, some people like to impose their own requirements on others, and even the chairman imposes his own requirements on ordinary employees?

Does this really make sense?

In the actual workplace, "age discrimination" is even more ubiquitous, and it has to be hung on the recruitment information of many companies, and all positions in the company really have to be young people?

Maybe they themselves know that some positions are really not so necessary!

"Young people are relatively more promising......

"It's easier for young people to manage ......"

"Young people have more possibilities ......"

……

There are many reasons, but what employee will not have a time when they are no longer young?

“…… The primacy of youth has long since become a kind of eternal right.

However, with the disappearance of the demographic dividend, no matter how much you advocate the accumulation of the development of the group company, the overall age of the employees will continue to grow, how to better use the existing employees to create better performance, we must not pin all our hopes on the so-called young people, let alone the young people should be 996 work and life status as normal, after all, even if young people do it, but how long can it be done?

Unconventional wanton requirements are very high and can not be all the problems encountered in the development of enterprises, and it is okay to share hardships in a short period of time, but it does not mean that this state can last for a long time!

Besides, how many people can do these quite high requirements?

And can such a small number of people really support the rapid growth of the group?

And if the popularization of 996 is really implemented, is it really good for the company's production to hover at a low level?

What's more, with the group company entering the stage of stable development, the speed of development has become inevitable!

…………

From the corporate level, if the company implements the call to 996, it is likely to further deteriorate the company's business environment.

All employees are forced to disrupt their work and life, and customers may not really be able to enjoy real quality service!"

Guo Yi came forward to the meeting, and after a heated discussion among the leadership of the group company, a general tone was made, and finally the group strategy department published this article on the 996 controversy.

At least let all the employees within Zhao Song Group know the company's attitude towards 996, instead of letting many ordinary employees have nothing to do, and also making many people's worries not there, everyone's work and life have basically returned to normal.

"Lao Zhao, I didn't expect that a small statement would make so many people in the company care!"

Lao Tian commented on the company's recent new phenomena and employee movements with a relaxed face.

"That's because you're directly responsible to me, and there aren't so many layers of leadership!

If you also have three or four levels of superiors, a dozen or so supervisors with higher positions than you, you will have a profound experience. ”

Zhao Hong said with a smile to his old friend.

"Huh...... , I don't know anything else. However, since the publication of this article in our internal publication, there are many fewer people working overtime in the group building.

Unlike before, as long as the leader has something to work overtime, all subordinates can't get off work.

As a result, the greater the leadership working overtime, the more people working overtime throughout the building.

In fact, many times, most ordinary employees do not have to work overtime. ”

This kind of overtime will not do much work, nor will there be much obvious performance, and many employees will complain, and the company will have some unnecessary office expenses.

Isn't it a lot of the time when the gains outweigh the losses?"

"But if the leader doesn't leave work on time, how many ordinary employees dare to leave on time?

If there is anything, the uninteresting ones will definitely be discarded first!

Alas...... Doesn't everyone still have to support their families?"

The world economic crisis of '07 is still spreading, and no one is enduring it with anxiety in their hearts.

The boss is afraid that the company's performance will be poor, or it will not be good for shareholders, or it will be operating at a loss.

And why don't ordinary employees worry about losing their jobs to support their families all day long?

"The world is already so difficult, why can't we work together to get through it?"

Zhao Hong sat in the car home and thought silently.

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