Suzhou Gutechnetium: Building a Model of a Happy Enterprise

"The profit of an enterprise comes from the happiness of employees and the emotion of customers." This is the preface of the annual report released by Suzhou Goodtech Electronics Co., Ltd. on March 15, and it is also the heartfelt words of Chairman Wu Nianbo. Such an opening of an annual report is rare among listed companies. Not only that, GTC also has a special department - Happy Enterprise Work Department. The establishment of this department can be said to be the first of its kind for Chinese enterprises.

When you enter Suzhou Gutechnetium, you can see all kinds of love banners everywhere, such as "DunLun's Diligence", "Disciple's Guidance", "Hundreds of Kindness and Filial Piety First", "If you don't learn etiquette, you can't stand" and so on. In such a strong cultural atmosphere, people looking up and bowing their heads are filled with maxims and warnings that touch the soul. People are naturally nurtured and educated from time to time, and everyone's little progress and change, together, will be an infinite transcendence. .

Why does Wu Nianbo attach so much importance to "employee happiness" that he has to set up a special department to manage "employee happiness"?

Wu Nianbo said: "This is the result of in-depth research, thinking and long-term practice in my business for more than 20 years."

Building a "Happy Enterprise" with "Home Culture"

Suzhou Gutechnetium was founded in November 1990. Its predecessor was a school-run factory. After years of development, it has become one of the largest diode manufacturers in the world, accounting for 8 to 9 of the world's output. %. In November 2006, Suzhou Goodtech was listed on the Shenzhen Stock Exchange, becoming the first A-share in China's diode manufacturing industry.

When survival is no longer an issue, GTC, like most Chinese manufacturing companies, has faced severe challenges such as global economic recession, increasingly fierce competition and continuous decline in profits. How to tap new impetus for enterprise development? How to cultivate the values of young employees born in the 1980s and 1990s? How to stimulate the creativity of the new generation? This series of questions circled Wu Nianbo's mind all day long. He began a long-term exploratory study.

"People must have great love, and enterprises must also have a culture of great love." After repeated exploration and practice, and repeated thinking and epiphany, Wu Nianbo realized that a company is a "home", and the company should be regarded as a "home". We operate as "home" and care for our employees as "family".

However, good wishes are, after all, a bit of wishful thinking. 62% of Gutechnetium's employees are from other places. How can we eliminate their wandering sense of "being a stranger in a foreign land" and regard the company as their home?

"Caring." Wu Nianbo said, "If you want them to accept your idea, you must first care for him."

In Gutechnetium, employees affectionately call Wu Nianbo "Everyone" Many parents who do not want to tell others about their worries and worries will confide to the "big parents" through text messages, WeChat, etc., while the "big parents" are tireless, no matter the day or night, they will always reply to every text message seriously, to "the children" "Relieve psychologically, give positive guidance in time, and deliver positive energy.

Gutechnetium's care for employees is reflected in every nuance:

Giving trust to every grass-roots employee, the former punch card machine retired gloriously, no need to punch in, employees doubled

Set up a love garden to provide a learning space, so that the children of employees can be taken care of by special personnel in the company after school, which solves the worries of dual workers;

Set up a "filial piety phone bar", It is open every week for free, and the call fee is borne by the company. It is only for the convenience of employees to greet their parents and family members in the distance;

The resigned employees are still brothers and sisters. When she was seriously ill, she voluntarily donated money to visit. Jiang Qinzhen and her mother were moved to tears;

The real respect is to be kind to all the people, things and things around them, and to cultivate employees' respect for the environment, machines and objects ;

The company is self-sufficient in greening. Managers and employees spontaneously plant and adopt flowers and trees to ensure that every flower and tree has its own "parents"...

Teaching by example is better than teaching, Wu Nianbo set an example and acted by himself. He personally led all the executives, greeted employees and vehicles at work in the early morning with the most respectful bow, cleaned the bathroom by himself, and even found a hair on the ground, and he squatted down and stuck it with his fingers.

Last year's Mid-Autumn Festival, Goodtech employees and parents received a special gift. Wu Nianbo paid out of his own pocket, as a condolence payment to thank the employees, and personally bowed his hands 90 degrees to more than 2,000 employees. He wrote a heartfelt letter to the parents of all the staff and hoped that the children would also write a letter to the family. Inspired by him, some employees wrote a letter to their parents for the first time in more than ten years.

"The parents of the employees are my parents." Wu Nianbo said, "Some bosses have received bullets and explosive packs, but I have received the most simple and sincere letters from thousands of miles away. thank you.”

Teams are the most basic units of the company. "Happiness Team" and "Happiness Leader". Wu Nianbo said: "The foreman is the most critical link, they are deeply infiltrated in the front line, and their influence among the employees is immeasurable, so we put forward a slogan - the foreman is the general manager, and we encourage every foreman to put himself Think about problems, solve problems, and train employees at the level of the general manager. Whether your suggestions and ways of dealing with problems are based on the standard or from the overall situation, it all represents your height."

In "Foreman" Under the call of the general manager", the positivity of the foremen was greatly stimulated. There is a foreman named Wu Peng, from Guizhou, who has been in Goodtech for more than 10 years. He deeply felt the warmth of Gutechnetium, and he introduced more than 100 fellows to join Goodtech. The fellows came to Suzhou for the first time, and they were unfamiliar with the place of life. They all lived in Wu Peng's house. Wu Peng never disliked it. Wu Nianbo was very moved to learn about this, and praised Wu Peng as a role model among the foreman. Only when employees are regarded as brothers and sisters can happiness pervade everyone's heart.

The "Happy Enterprise" advocated by Wu Nianbo includes seven modules including "humanistic care, humanistic education, green enterprise, humanistic truth, goodness and beauty, volunteer development, charity and public welfare, and health promotion", and vigorously promotes "Great Love for Humanity" Thought, convey a culture and values of unity from top to bottom, so that employees know how to be grateful, spread great love, and care for all living beings.

The happiness of the company has greatly reduced the turnover rate of employees, "The turnover rate of Gutechnetium, including the informal employees who have been in for less than a month and have not yet begun to accept the solidtechnetium culture, is about 5%. Wu Nianbo said, "The average brain drain rate of China's electronics industry is 24.5%, and GTC is far lower than this figure." Even so, Wu Nianbo still feels that GTC's brain drain rate is "a bit high", and he wants to launch more Initiatives to attract and retain new and existing employees. According to the survey, there are many old employees of the company with more than 20 years. "Our department's 'second entry' accounts for 10%." Zheng Yongyong, the manager of the production department, joked proudly, "Why did you leave and come back? It's just a feeling Other places are not as good as here!"

In Gutechnetium, everyone only has different functions and divisions of labor, and they are completely equal in personality. This kind of equal culture and way of thinking allows the most basic employees Moved by being respected and cared for. The employees realized from the education that our products have spirit and life, and our work is not just to work to make money, but to give work more valuable life and meaning.

Gu Technetium has a slogan: "Maximize sales, minimize expenses". In order to save costs and improve efficiency, employees spontaneously contribute "golden ideas" to improve every detail that can be improved. For example, in the QFN department, technicians renovated old Maxum equipment from 10 years ago. They worked day and night to study and practice, believing that "there are gods at the scene", and finally renovated the machine that was about to be scrapped. Department foreman Sun Jing said: "If all 19 idle machines are restored, it is expected that our utilization rate can reach 92%, an increase of more than 30%."

A point of loyalty is better than a point of management. When employees become "family", their enthusiasm and sense of ownership are beyond the imagination of managers. For example, the engineering department replaced the original high-power ultra-thin packaging products with self-designed products. On the premise of improving product quality, copper consumption was reduced by 45% and labor efficiency was increased by 90%.

In such a case, if you ask the foreman of each department, you will list a bunch of them. The company's statistics of improvement are as follows: WIP between processes is actually reduced by 80%, transportation distance is actually shortened by 53%, employee load is actually reduced by 240%, employee operating area is reduced by 50%, and labor efficiency is increased by 50%.

The core of the so-called lean management is "elimination of waste and continuous improvement". This concept has been truly implemented by GTC through the golden idea activities: to give full play to the wisdom of front-line employees and achieve "fine" , those wastes hidden in the details are completely eliminated; the ownership and creativity of grass-roots employees are stimulated, and continuous improvement can be implemented in all corners of the factory. Suzhou Goodtech integrates the traditional Chinese "family culture" and the international advanced concept of "lean management" organically and seamlessly, and ingeniously integrates them, thus realizing the two-wheel drive of humanistic care and business logic.

Wu Nianbo said: "All problems solved with money are not real solutions. There are always shortcomings in the system, and the key to corporate culture is the word 'ization', which is different from material incentives. It is the endogenous driving force of people, which is an endless driving force."

Increase happiness with social responsibility

Wu Nianbo always believes that "the enterprise is ultimately for the happiness of employees and the society. Harmonious and existing", he put forward the corporate vision of Suzhou Goodtech: to build a model of a happy enterprise. Wu Nianbo believes that greenness and harmony are the social mission of an enterprise. While developing an enterprise, it is necessary to pay more attention to the undertaking of social responsibility, transforming an enterprise organization that pursues a single utilitarianism into an enterprise organization that pursues happiness, and makes traditional enterprises move closer to social enterprises.

In order to carry forward the "Happy Enterprise" and "Green Concept" of Goodtech, and shoulder more social missions, Goodtech has established a strong team of volunteer workers. , Hold "passport" has reached 426. They actively participate in social welfare undertakings, enter communities, streets, and scenic spots to carry out resource classification and recycling, charity sales activities, and carry out waste battery trade-in activities all year round. They insist on visiting local nursing homes and mentally handicapped schools every month to send blessings and warmth to the elderly and children. Every year, employees are organized to donate blood voluntarily...

Moon Kook, a famous Korean politician and business leader, said: "I have been dealing with Western management for more than 40 years, and I have studied and explored various advanced management sciences, but listening to After reading the sharing of Suzhou Gutechnetium, I think it is the embodiment of Asian people's humanistic value, and Gutechnetium's experience is enough to influence global enterprises."

Professor Kim Yong-ho, the founder of economic theory for the establishment of diplomatic relations between China and South Korea, said: " Gutechnetium's family culture that makes employees, enterprises, communities, customers and suppliers happy should be carried forward. The construction of a happy enterprise not only solves practical problems, but also solves future crises."

Competition" Good", not after "benefit". Wu Nianbo led Suzhou Gutechnetium to "treat people with love and kindness" and bravely assume corporate and social responsibilities. He said with deep experience: "I am both an entrepreneur and an industrialist. Entrepreneurs need to do their jobs well in the society in which they live, create wealth, pay taxes in accordance with the law, and care for their employees; while to join the industry, you need to step out of your own business. Small circle, let go of great love, and benefit the world..."