In Order To Prevent "Recruitment Difficulties And Expensive Labor" After The Year, Textile Companies Started Recruiting A Few Years Ago.

As the saying goes, "the winter solstice is the year." As the winter solstice arrives, the pace of Spring Festival is getting closer.

This year, the textile enterprises have also released their holiday time, probably at the end of December to the middle of 1. In fact, for the boss of cloth, it is very sad at this time of year. This year, the textile industry is in a bad market. After that, I am afraid many workers will take advantage of the spring break. To this end, textile bosses began a series of preventive measures in mid December.

Whether it is to reimburse employees, or to report on time next year, the reward is aimed at retaining workers. The mobility of workers in the textile industry is very high. This is why many factory owners often encounter headaches. When orders are many, workers often come in. Once the order is scarce or even not done, workers often leave. And when customers choose factories, they will also ask about the size and number of workers. This is also closely related to the factory's ability to receive orders.

Monthly salary is over ten thousand, and technology jobs are still left behind.

Monthly salary is over 10000, how attractive it is! But in textile mills, it is not so. Even if the monthly salary of the maintenance worker is over 10000, it still can't attract people.

Xiaobian, with curiosity, interviewed Liu director of a textile mill. Liu said he had worked in this factory for more than 20 years, and he started with work as a conservation worker. "People of our age did not want to do so much. As long as they could make money, no matter how dirty and tired they worked, then when the machine broke down in the middle of the night, they would catch up for the first time." Due to the long working life, Lao Liu's current salary is more than ten thousand a year, close to 200 thousand. The wages of workers are years of experience. After working for a long time and having experience, plus living well, the boss will naturally increase his salary every year. "But now the young people are different. Nowadays, young people who enter factories rarely work long enough. They say that my son has done with me in the factory afterwards, but later he can not endure the long working hours and the bad environment. His colleagues are also old guys. He has left for six months because he has no common problems.

From the perspective of job seekers, Xiaobian is a post-90s generation. In fact, it can also understand why textile workers are highly skilled workers, or are unable to attract young people. There are no other reasons, mainly because of poor working environment and long time. Nowadays young people are generally not very low educated, and naturally they are unwilling to do the job without academic qualifications. Compared with front-line skilled workers, they are more willing to work as clerks in offices, such as merchandisers, bills, salesmen, etc. Even if the wage is not high skilled workers, but win in the work environment is good, working hours and so on.

Recruitment efforts intensified, and workers returned home for more employment.

In Shengze, Ping Wang and other textile towns, 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 can find counterpart jobs in their hometown, and the wages of their hometown are not much different from those of Shengze and Ping Wang. They naturally choose to stay at home.

So, how can we retain workers?

If you want to retain workers, you have to consider from the workers' point of view. First, the reasons for employee turnover are nothing more than working pressure, long working hours and poor working environment.

In terms of management, it can reduce work time and meet 8 hours' work requirements. In order to meet the needs of the construction period, two shifts or three shifts can be adopted. Second, increase staff salaries, so that employees can have a proper return on labor. Pay five risks and one gold for employees. Textile factories use water and air conditioning in summer. Besides, give a small gift on holidays and staff's birthday. Before returning home during the Spring Festival holiday, you should give employees a good salary raise next year, even if 100, employees are happy, pay wages on time. The sense of belonging of employees is strong, so that the company can retain workers and retain talents, so as to inject fresh strength into the company.