When young people begin to boycott 996 and wolf culture, what should companies do?

“When the wolf eats all the sheep, the wolf becomes the sheep.” At last year’s talk show conference, Hulan’s joke about advising bosses to “cheat” less young people for the sake of ecological balance went viral across the internet. The fact that it can trigger such a widespread outcry shows that the younger generation hates the pursuit of "one-sided wolf culture" in the current workplace: why should they be treated as "wolves" when they are clearly human beings?

In today's society, the overtime culture is on the rise, and 996, 007... various high-pressure management tend to catch up with each other. At eleven or twelve o'clock in the night, the office buildings are still brightly lit, and the couriers and takeaways are still busy on the streets. As for employees' welfare, employees' physical and mental health, and employees' life concepts, how many companies really care? Anxiety and depression have become hot words on the Internet, and even working overtime to sudden death is no longer a new thing.

One day, when young professionals find themselves exchanging their lives for money, this "one-sided wolf nature" will no longer work. The young people of this generation mock themselves for their behavior of "beating workers", being "Buddhist", "laying down", and simply "leaving" if they disagree... In essence, they are all responses to high-pressure "involution" management. Silent resistance.

Many companies insist on this, which has led to the phenomenon of "passive resistance" in the workplace becoming more and more intense. In many big cities in China, young people have a "Buddhist" mentality created under the abnormal corporate culture, and even directly reflected in fertility data. When more and more young people begin to resist passively, and when the "wolves" really eat up all the "sheep", how can enterprises gain long-term vitality, and how can the entire society develop healthily?

Sensitive companies have realized that the reason why the current workplace culture is spurned by young people is that many companies have distorted the "wolf culture" and only blindly pursue interests while ignoring "people". And this is the essential difference between a strong enterprise and a great enterprise. When young people begin to boycott 996 and wolf culture, what should companies do?

Mao Zhongqun, President of Fotile Group, who has been studying Western management, discovered the problem very early: relying on strict systems and Westernized performance management, although it can make various corporate data look beautiful, it is not It is difficult to convince employees and may even trigger various conflicts, which will greatly affect the effectiveness of the system.

Mao Zhongqun began to turn his attention from the outside to the inside. He studied Chinese studies at Tsinghua University and Peking University. After several years of exploration, Mao Zhongqun realized the true meaning of business management - running a business is about being a human being.

Through more than 10 years of practice, FOTILE has formed a cultural system of "Chinese learning to understand Taoism, Western learning to excel in skills, Chinese and Western skills to combine, and Taoism to control skills", integrating the "benevolence" value of Chinese culture into the daily management of the enterprise middle. The book "FOTILE Culture" published at the end of 2021 explains in detail how FOTILE is based on employees, happy to learn, happy to work, and achieve "the integration of character, enterprise quality, and products".

Understanding corporate responsibility from the perspective of human development will implement the way of treating people, the way of treating people, and the way of educating people in the entire process of the enterprise. "For the happiness of hundreds of millions of families", it will promote human society The truth, goodness and beauty is the ultimate goal of the enterprise. With this new management concept, Fotile has built solid brand barriers. The corporate culture that puts "people" first has also brought dazzling business effects to FOTILE. Even under the impact of the epidemic in 2020, FOTILE still achieved annual revenue of 12 billion yuan, a year-on-year increase of 10%; in 2021, the group's sales revenue reached 15.5 billion yuan, a year-on-year increase of 29%, and an increase of 41% over 2019.

There is no harm without comparison. More and more young people have learned to vote with their feet. Netizens are sharing "magic companies" that can "respect" employees and value "people" on various social media. They began to pursue companies that focused on employee growth and happiness, and companies marked with 996 and big and small on recruitment websites began to be repeatedly rejected by job seekers.

When the self-seeking post-90s and post-00s generation gradually become the backbone of the workplace, when workers pay more attention to individual value and use practical actions to resist unreasonable corporate culture, it means that a new era has begun and the transformation of enterprises has begun. Imminent. The philosopher Kant said that people are ends, not tools. The Chinese government also proposed to “better promote the all-round development of people.”

It enables people to gain growth, gain and satisfaction, as well as human dignity and achievement. It is a healthy enterprise and a socially responsible enterprise.

If you base your profits and status on the exploitation of workers, stick to short-term economic interests and ignore the long-term development of people, it is a potential disaster for society, and such enterprises will eventually be eliminated by the new era.

How to create a brand that can truly gain respect from the world? What kind of corporate culture do we need, and what kind of people will be shaped through corporate culture? This answer is not only relevant to Chinese enterprises, but will also have a profound impact on the entire Chinese society.