Siheyuan: A young man starts a game and ignores the law

One day, Hu Dongxian decided to walk out of the office and personally understand the real situation of front-line employees. He put on simple casual clothes and mingled among the employees. No one recognized this boss who was usually dressed in a suit and looked very majestic. He came to the factory workshop and saw an old employee working attentively. The employee was obviously over 50 years old, and his hands were covered with calluses due to long-term labor, but he still carried out every process meticulously. Hu Dongxian approached and talked to him. The old employee did not say much about his difficulties, but just mentioned in the chat that there were some problems at home recently, and the cost of the children's schooling was getting heavier, and he was a little overwhelmed.

Hu Dongxian listened silently, with mixed emotions rising in his heart. He began to realize that every financial adjustment and every cost-cutting decision of the company would directly affect those who silently contributed like the old employees. The loyalty and diligence of the employees were not taken for granted, and they also had their own difficulties and struggles that were difficult to talk about.

In the next few days, he continued to visit multiple departments, from administration to logistics, from sales to technical support. He was surprised to find that although most employees did not complain much about the company on the surface, in private, almost everyone was anxious about the trivialities of life. A young marketing staff told him that although she loved this job, the long-term overtime had separated her from her family and she had almost no time for herself in her life. Another R&D engineer admitted that the intensity of work made his health worse, but due to financial pressure, he did not dare to rest at all, let alone go to the hospital for a check-up.

This visit deeply touched Hu Dongxian. He realized that as a leader, it is not enough to just focus on the company's financial statements. The real success of a company is not only reflected in profit growth, but also in the happiness and sense of belonging of its employees. He began to reflect on whether the company has ignored the needs of its employees while pursuing efficiency and profits? Has it invisibly overdrawn the energy and health of its employees?

After returning to the company headquarters, Hu Dongxian convened a senior management meeting. At the meeting, he did not directly discuss finance or market strategy, but mentioned what he had seen and heard in the past few days in a rare gentle tone. He described the stories of those front-line employees, especially their difficulties and pressures outside of work. The meeting room fell silent for a while, and many managers began to think. In the past, they always regarded employees as "gears" on the production line, and ignored their side as "people".

Hu Dongxian then proposed his own plan. He no longer considered the problem from a purely financial perspective, but hoped to establish a new employee care mechanism. He decided to set up a special employee support department, which would not only be responsible for employee welfare management, but also have a deep understanding of the real needs of each employee. He also proposed to provide free psychological counseling services to all employees to ensure that those who encounter confusion and pressure in work and life can get timely help. At the same time, Hu Dongxian also set up an "employee family care fund" to provide financial assistance to employee families with special difficulties.

However, these proposals did not receive unanimous support from management. Some believed that the company’s current economic situation did not allow for such a large-scale welfare investment, especially in the global