How To Break The Tide Code For Shoe Enterprises?

In recent years, with the continuous and rapid development of China's economy, labor costs have begun to increase.

Since the Spring Festival, there have been "shortage of migrant workers" in the eastern coastal areas of China. Many shoe companies are afraid to pick up because of lack of work.

This actually reflects the fact that the psychological compensation standard of the workforce has begun to rise, and this situation will continue to develop.

Then, the future development prospects of footwear enterprises based on low labor costs will be limited. In the face of such a thorny "shortage of migrant workers" situation, what does shoe manufacturers rely on to support subsequent development?

As a matter of fact, the cost of labor has gradually increased, which has led to a precarious situation for many shoe companies because of the loss of cost advantage. But from another angle, this is an opportunity for shoe companies. Now the labor market has put forward higher requirements for shoemaking enterprises.

Against this background, enterprises must take the initiative to think and find a better way to survive and develop.

The most important contradiction is the handling of labor relations.

The direct cause of brain drain is often shown as realistic salary and treatment.

This lack of scientific and sustainable interest distribution system will gradually extinguish the enthusiasm and loyalty of excellent employees for a long time, and also foreshadow the brain drain.

As a labor-intensive shoemaking enterprise, labor cost is the biggest cost of enterprise operation, and under the current market situation, the space for human cost of enterprises is limited.

Obviously, when shoe makers are making adjustments, they must take into account the concept of innovative management. Management should not be a simple interest organization, but should be guided by strategic thinking leaders to guide managers to surpass the limitations of purely interests, innovate in the system, create a business community of values, and even a common destiny.

(China shoes net) through this kind of "soft input" further harmonious labor relations, at least in the existing labor productivity level to increase 20%, this is all our labor intensive shoe enterprises should take seriously the problem.

Through the establishment and implementation of this innovative management mechanism, shoes enterprises can feel the humanization and harvest of the operation environment under the innovative management, which also guides and protects the industrial pformation of shoe enterprises.

Only if the boss benefits the distribution of the staff and interests and the future growth of the enterprise, it is really implemented in the planning, and the employees can also tie their future tightly to the enterprise from the heart and love the factory like home. This is "common growth with the enterprise".

Whether it is the competition of enterprises or the evolution of the industry, the potential energy of employees is indestructible. The possession of human resources is a concentrated manifestation of the fierce competition of enterprises. The relationship between workers and employees can be achieved twice the result with half the effort.

Therefore, shoe enterprises should be rooted in grass-roots credit, and the more conditions created by shoe companies, the higher the loyalty of employees and the greater the market share they get.

(source: China shoes net)