Although the current business of Mr. Ma is relatively bleak, he has been sparing no effort to persevere, which shows his confidence in this business, and firmly believes that this model can change Chinese manufacturers, and ultimately change China's consumption patterns.

In fact, a lot of my current views on Ma Yun are known through his later speeches, everyone's thoughts in their hearts are different in a certain period of time, and later when the results come out or a career is completed, they will recall many things, all of which have different attitudes and ideas. So now you can't have too many other thoughts about others, after all, this society is based on achievements to judge heroes.

chatted with Mr. Ma for nearly half an hour, and both sides had an unfinished feeling, heroes see heroes, and they want to see the night. In fact, there was no substantial progress in this conversation, Ma Yun was just very interested in his ideas, because Ma Yun is not from a technical background like Robin Li and Ma Huateng, and has a passion for technology.

The two parties just left their contact information and agreed to meet in Hangzhou or Shenzhen next time to chat.

After seeing Mr. Ma, I wanted to go to the Adidas China headquarters in Shanghai to see, and wanted to talk about OEM, but after walking around, I knew that the headquarters of Adidas was not on it, and I remembered the information I read a long time ago, Ada's headquarters is in Shanghai, is it a mistake, and later I learned that Adidas currently does not have a foundry in China, and many of them are purely foreign-produced Adidas clothes and shoes.

This made Li Zhong very surprised, this no foundry ignited Li Zhong's idea of doing OEM, and being the first one is the most bullish and the easiest opportunity to improve his popularity.

Li Zhong also packed his luggage and hurried back to be the executive director of his clothing factory, and now he didn't have any idea how to burn the three fires. Who should I talk to about this matter when I go back, and the first thing I thought of was Chen Yajing.

I have been away from Shenzhen for a long time, Mr. Zhang for a long time, and Yajing for a long time.

My feelings for this place are also inexplicably complicated, I used to think that I would only have special feelings for my hometown, but now I don't know where I have a deeper and more complicated feeling after a few days of leaving.

When I arrived at the garment factory, I was the first to go to Director Han to have an in-depth understanding of the situation here, and see how I could light the first fire.

Through understanding, I learned that there are three reasons for the low motivation of the factory director and employees:

First, the salary of employees is generally not high, although the benefits are few, but the annual New Year's holiday is just a little, although a little, but there is no essential change in the life of employees. Everyone still has a point of stability, iron rice bowl.

Second, the original management is basically a relative or good friend of the original factory director, even if the grassroots work is very good, it can be said that there is basically no use, and the technology is good here. Everyone compares how to get close to the leader, or give gifts to the leader, and figure out how to promote and promote, so as to have more power and more oil and water.

Third, it is related to this acquisition, the previous factory director is still in the initial stage of making money, to many employees and middle-level cadres to get a lot of welfare housing, now the employees have been looking forward to the housing benefits suddenly gone, and holiday benefits have been canceled. The factory was first built around 1980 for the army and some government orders to make clothing, but now it has suddenly become a private unit, and it is also done by a developer who covets their plot, and everyone is terrified.

Fourth, it is related to this personnel adjustment, everyone heard that the leader who was transferred this time turned out to be a young man less than 20 years old, and everyone is still looking forward to the general manager, after all, he is a big beauty, so he is comfortable to look at every day. Although the previous factory director did not do a good job, nepotism, but at least it can be regarded as highly respected, everyone has to get by, and they are used to it. I don't know what this Hengan Group thinks, how to break the jar or how to get it, just find such a little kid to lead this company, it is simply a joke in everyone's hearts.

Li Zhong came to Yajing to discuss how to change these status quo and how to fully mobilize the enthusiasm of these employees. Bold assumptions and careful verification, just one principle, now that the company is on the verge of bankruptcy, Li Zhong now wants to save the company with the role of a savior.

In the end, there were three ways to solve the problem:

1. Change the salary system and improve the treatment of employees, which is a problem that Li Zhong and Yajing have been discussing at the beginning, discussing with the head office, learning from the principle of the sales system of the sales department of the real estate company, the principle of more work, less work, no work, and even clearing. If it can be passed, then employees will not think about how to please the leader every day, but how to do a good job and how to improve efficiency.

2. Prepare to let employees hold shares, voluntarily raise funds in the form of employee stock ownership, and give certain dividends to employees every year. This can improve everyone's enthusiasm, and can also relieve the financial pressure of the head office, which can be described as killing multiple birds with one stone.

3. Change the company's selection and employment system, the capable are up, the mediocre are down, the factory director has now been privatized, and the original bureaucratic system no longer exists, so this signal is clearly informed to everyone.

Fourth, how to solve the problem of employees' welfare housing, communicate with the head office, take out a part of the housing in the newly opened community, and buy it for internal employees in the form of group purchase, try to solve everyone's worries, and achieve people-oriented to the greatest extent.