The Chairman Of XTEP Accompanied 300 Staff To Climb Mount Lu

At 16:00 on July 4th, the Quan Zhou Railway Station square was filled with jubilation. More than 300 XTEP employees dressed in uniform costumes set foot on the sound of the sound of gongs and drums. They went on a special train to Mount Lu in Jiangxi. The five day 2008 Olympic Games counterparts, "advocating sunshine and pursuing happiness", officially launched the XTEP - Yang Guang culture tour.

All those who participated in the cultural tour were XTEP's key employees. This is the continued incentive treatment for these excellent employees after XTEP commended and rewarded them at the end of 2007.

300 employees visit Mount Lu in a bid to follow up incentives. It is understood that participants in the sunshine culture tour include XTEP group 2007 "XTEP star", "XTEP management elite", "loyal dedication Award", "excellent management team", "moving XTEP, XTEP proud arrogant" typical figures, corporate culture Commissioner and employees who have worked in the company for 8 years or more.

In 2007, XTEP organized the first "sunshine and pursuit of happiness" XTEP Wuyishan sunshine culture tour. "The trip to Mount Lu" is a continuation of the sunshine culture tour.

Liu Qingxian, vice president of XTEP, said that the XTEP Mount Lu sunshine culture tour not only promotes the Olympic culture, but also provides the excellent employees of XTEP with the opportunity to travel and study happily, so that employees can enjoy the double effect of joyful spirit and releasing pressure when they indulge in landscape.

This year, XTEP's cultural tour activities are more standardized.

The first activity about 300000 is only a part of the travel expenses. The cultural tours of the second batch of employees are already in the planning and preparation process, and will be launched after the Olympic Games.

Overall, the cost of XTEP's cultural trip to key employees this year is around 600 thousand yuan.

Liu Guobin, manager of XTEP culture and Culture Department, said that as early as last year's annual summary meeting, the company awarded cash rewards to these excellent employees and teams. The sunshine culture tour is intended to give them follow-up incentives. "Our follow-up incentives will last for a whole year."

Material rewards are short-lived. Employees may soon forget their honor after they receive the bonus. Follow up incentives can remind employees of their honors from time to time, and always urge themselves.

At the same time, follow-up incentives for specific employees will motivate other employees and work harder. "

Vice President Liu Qingxian added.

The journey of sunshine culture is only one of XTEP's cultural activities.

Next, XTEP has a series of follow-up incentive activities, such as the National Day charm party, the new year's typical award ceremony party, and the 2008 outdoor outdoor training activities.

In the course of tourism, a series of continuous incentive activities organized by XTEP culture are mainly based on team activities. The purpose of each activity is to enable employees to truly feel the company's corporate culture.

A series of spiritual incentives interspersed in the course of the event will integrate corporate culture.

"For the enterprises, these backbone employees are the backbone of the enterprises. They play a key role in the development of enterprises. How to make them feel and recognize the culture and development of enterprises is extremely important."

Chairman Ding Jinzhao said.

In the course of tourism, XTEP invited the project teacher of the cooperative consulting company to introduce the XTEP culture of "advocating sunshine and pursuing happiness" to employees, explaining the improvement of XTEP's positioning and development, staff's future development platform, salary and welfare system.

For XTEP employees, more than an hour of training during their exhausting trips did not make them feel bad. Traveling made them feel the culture of the enterprise clearly from their activities, and training also made them establish confidence in the future development of enterprises.

Due to outstanding performance, she was chosen as the XTEP star of the year. She was surprised at the sunshine trip. XTEP's promotional slogans on the special train and the uniform clothing of the staff attracted people's attention.

"I am proud of being a" XTEP man ". This sense of honor can not be replaced by material.

If I travel alone, I will definitely not feel the strength from the team. This is what business brings to me.

"The training course of project teachers has made me see clearly the direction of XTEP's future development. Although the market situation has brought great pressure to the enterprises, everything is going ahead according to the plan after the listing of the company, and will soon enter a period of rapid development."

Xiao Li, from the shoe manufacturing center, told reporters.

"In addition to playing the role of supervision and reminder, follow-up incentives are actually a cultural incentive.

Corporate culture takes philosophy as a form of expression. If an enterprise wants to develop, it must make its employees recognize their culture.

We plan to enhance employees' understanding and recognition of XTEP's corporate culture through a series of incentive activities, so as to complete the internalization and pformation of core concepts, thereby enhancing employee loyalty and enhancing the cohesion of enterprises.

Vice President Liu Qingxian said.

According to Dan Lanyong, the consultant of the Beijing century national research and economic management consulting center and the national two level psychological counsellor, he believes that enterprises can organize employees to take part in various activities to activate the atmosphere and promote communication. This means that for employees, the demand for material rewards is far from enough. Spiritual encouragement is also necessary. Organizing staff travel and training is a good way.

Through activities, employees feel the effect of corporate culture will be better.

"In the process of organization, the choice of incentives should vary from person to person.

Because everyone's needs are different, people's preferences for different age groups are different.

Dan Lan Yong recommends that enterprises should identify themselves as organizers and sponsors in the process of follow-up incentives. The real protagonists are employees, so we may try to put the initiative in the staff, so that employees can choose incentives.

In addition to diversifying the choice of incentives, Mr Lan also suggests that no matter what form it takes, first of all, employees should be clearly motivated.

"Most of the incentives for enterprises are behavioral relaxation, and the most important thing is to indoctrination before behavioral relaxation."

Dan Lanyong said that to let employees know why there is such an activity, why they are eligible to participate in this activity, so that employees understand and understand the significance of activities.

Dan Lanyong said that it is also very important for us to consciously instil what form to take. XTEP's departure ceremony and midway lecturer training are good ways of instilling consciousness.

"Before we relax, we must do a conscious instillation. In the process of relaxation, we can take some small games, training and other activities to further strengthen, otherwise the workers union will relax these behaviors as a routine, and the incentive effect is not optimistic."