The secret of Fuji Xerox retaining employees
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Sun Yu is not a celebrity inspirational speaker, and her audience did not spend a lot of money to listen to her speech. She is just one of the growing teams of psychologists and psychotherapists, working with some large factories in South China to help young workers there to cope with work stress and growth.
To some extent, this is done to help these factories retain employees. Earlier this year, Stephen Green, an economist at Standard Chartered Bank, wrote a report called Wanted: 25m workers. According to the report, labor productivity will become crucial in China when job creation is faster than new labor. Focusing on employee well-being is also a response to a series of suicides at Foxconn's large factory last year. The large-scale Foxconn is the founder of Apple's iPhone and other consumer electronics products.
Fuji Xerox's factory in Shenzhen produces photocopiers. In 2006, the company launched a corporate social responsibility (CSR) program for workers in the factory very predictably. Unusually, the person in charge of the project is not an executive, but a migrant girl named Liu Meihua. Liu Meihua said that the project was set up because the production team complained that many young workers lack basic communication skills. The first lesson of the project was "How to express yourself."
Liu Meihua said that at the time, she did not know what "CSR" meant. However, despite the lack of knowledge in management terminology, Liu Meihua doubled it with empathy. After the company surveyed 500 workers, she concluded that many problems were not caused by work, but because the workers were too young, and they were confused from their hometown.
Indeed, many of the young people who listened to Sun Yu’s speeches at Fuji Xerox’s factories were childish and might even be escaping from school. The average age of workers is 20 years old. Sun Yu said that the post-90s generation is "very creative, but we need to give them guidance, otherwise they will resign without any consequences." She and her colleagues have designed a wide range of courses, from learning to save money and how to make friends in a new environment, to how to communicate with colleagues.
Toshihiko Okaji, president of the friendly Fuji Xerox Shenzhen, said that the nature of the CSR project "is like a mother. If they have problems, there will be people to listen." He said that human resources are the opposite and tend to be seen. For "training." “The nature of the two is completely different. Young people don’t go looking for human resources when they have problems.”
The employee turnover rate at the Fuji Xerox plant has dropped to 3.5% per year, which is probably the lowest in South China. In South China, migrant workers are not jumping from the factory to that factory, or being attracted to new jobs in the inland provinces closer to their hometowns.
Other multinational companies are adopting similar, previously different approaches to managing young workers to retain them. Flextronics Zhuhai Technology Park has 52,000 employees, produces Xbox game components for Microsoft, and manufactures products for other electronics manufacturers. The company launched a “Big Brother, Big Sister” mentoring program to help young workers who are far away from their families and unable to adapt to their current work and life.
The management of the factory canteen has been taken back from the contractor, and now it is a group of people who have experience in hotel catering. This means that the taste of the food here has changed a lot, which has attracted more employees to come to eat. The factory also attaches great importance to hobby competitions and encourages employees to showcase their talents, from calligraphy to fashion design. Not long ago, the theme of a fashion show was recycled materials, including the use of circuit boards and plastic packaging to make clothing. In the office of HR director Jayesh Menon, there is a very conspicuous cubist mask. The mask was made by an employee with safety equipment such as silencers and goggles.
However, the results of the above initiatives are not abstract at all. In 2010, wages in South China increased significantly, and Flextronics' Zhuhai employee turnover rate fell by 20%. Menon said that the reason why the turnover rate will fall is because the company recruits from vocational schools rather than the general labor market.