As the saying goes: “After the winter solstice, it is the new year.” The winter solstice is here, and the Spring Festival is getting closer.
This year’s holiday dates for textile companies have also been released, which is roughly scheduled from the end of December to mid-to-early January. In fact, for textile bosses, this time of year is very worrying. The textile industry is not doing well this year. After the new year, I am afraid that many workers will take advantage of the spring break to “gone and never come back.” To this end, textile bosses started a series of “preventive measures” as early as mid-December.
Whether it is reimbursing employees for travel expenses or rewarding them for reporting on time next year, it is all to retain workers. Workers in the textile industry are highly mobile. This is a headache that many factory owners often encounter. When there are many orders, workers will often come in. Once there are few orders and there is no work to do, the workers will often leave. Customers will also ask about the size, number of workers, etc. when choosing a factory. This is also closely related to whether the factory can receive orders.
With a monthly salary of over 10,000, technical jobs are still in the cold!
A monthly salary of over 10,000 is so attractive! But this is not the case in textile factories. Even though the monthly salary of security workers exceeds 10,000 yuan, they still cannot recruit people!
Out of curiosity, the editor interviewed Supervisor Liu of a textile factory. Supervisor Liu said that he has been working in this factory for more than 20 years, and he started out as a security guard. People in that era didn’t want to do so much. As long as they could make money, they would do any work no matter how dirty or tiring. At that time, if a machine broke down in the middle of the night, they would rush over as soon as possible.” Due to his long working years, Lao Liu’s current salary has increased. Annually, it is in the hundreds of thousands and close to 200,000. Workers’ wages depend on their years of experience. If they work for a long time, gain experience, and do a good job, the boss will naturally increase their wages every year. “But young people today are different. Few of the young people who join the factory can work for a long time. My son came to the factory to work with me after graduation. Later he couldn’t stand the long working hours and the environment. Poor, my colleagues around me are all old guys. They have no common topics and other reasons, so they left after being here for half a year.”
From the perspective of job seekers, as a post-90s generation, the editor can actually understand why technical workers in textile factories are highly paid, but they still cannot attract young people. There are no other reasons, mainly poor working environment, long hours and other reasons. Today’s young people generally have high academic qualifications, so naturally they are not willing to do this job that does not require academic qualifications. Compared with front-line skilled workers, they are more willing to do office clerical work, such as following orders, handling orders, salesmen, etc. . Even though the salary is not as high as that of skilled workers, the advantages are good working environment and free working hours.
Recruitment from other places has increased, and many workers have returned to their hometowns for employment
In important textile towns such as Shengze and Pingwang, a large proportion of textile workers are migrant workers. In recent years, due to the transfer of water-jet looms to the central region, many migrant workers have been able to find corresponding jobs in their hometowns, and the wages and benefits in their hometowns are not much different from those in Shengze, Pingwang and other places. Naturally, they choose to stay and work in their hometown.
So, how can we retain workers?
If you want to retain workers, you must consider them from their perspective. First of all, the reasons why employees leave are simply high work pressure, long working hours, and poor working environment; the salary and benefits are up to Less than standard, leave and other issues in internal management.
From a management perspective, working hours can be relatively reduced to meet the 8-hour working requirement. In order to meet the needs of the construction period, two shifts can be used work system or three-shift work system. Secondly, increase employee compensation so that employees have appropriate returns for their labor. Pay five insurances and one fund for employees. Textile factories use water air conditioning and other measures in summer. Furthermore, give small gifts to employees during holidays and birthdays; before going home for the Spring Festival holiday, make arrangements with employees in advance for a salary increase next year, even if it is 100, employees will be happy; pay wages on time, etc. Only when employees have a stronger sense of belonging can the company retain workers and talents, and inject fresh power into the company. </p
