Becoming Rich with Daily Scavenging APP-Chapter 555: Shoudonglai’s Business Philosophy

Chapter 555: Chapter 555: Shoudonglai’s Business Philosophy

If asked which domestic chain supermarket offers the best value for money, people might have different answers.

But if asked which supermarket provides the best experience.

It must be Shoudonglai.

As a regional chain supermarket, Shoudonglai has gained high popularity on the internet.

Two companies are famous for their service and attitude, one is Shoudonglai, the other is Haidilao.

The difference is, Haidilao eventually took the path of expansion, gradually ruining its reputation.

But Shoudonglai has always refrained from blind expansion, not chasing profits, instead relying on paying high wages to employees and strict product quality control to remain well-loved.

If Shoudonglai has any flaw, it’s that it hasn’t opened near one’s doorstep.

Chen Yiyang only thought of Shoudonglai as a domestic fresh chain supermarket when he searched for information.

Chen Yiyang thought, rather than asking others if Yonghui is worth acquiring, it’s better to ask Shoudonglai’s owner Yu Laidong.

Thus, Chen Yiyang contacted Yu Laidong through his connections and made a personal trip to Yu Province to meet Yu Laidong.

"Hello, Mr. Yu," Chen Yiyang proactively greeted the senior.

"No need to be formal," Yu Laidong invited Chen Yiyang to sit down.

"I’ve been aware of you, Mr. Chen, for quite some time, and I’ve always wanted to meet and chat someday." 𝒻𝓇𝑒𝘦𝘸𝑒𝒷𝓃ℴ𝑣𝘦𝑙.𝒸ℴ𝘮

Hearing this from Yu Laidong, Chen Yiyang was somewhat surprised.

He had no prior interaction with Yu Laidong.

"I heard your companies strictly follow labor laws, with an eight-hour workday and wages higher than the industry average?"

"That’s correct," Chen Yiyang nodded.

Since starting a business, Chen Yiyang had been very attentive to this.

Having mixed in the lower rungs, he knows all too well that overtime has no real benefit for business production and may even have negative effects.

Nowadays, many domestic companies’ overtime isn’t due to unfinished work but involves a performative nature.

The main reason for this is remnants of past era propaganda.

For instance, when workers are promoted, there’s a habit of highlighting how they treat the factory like home, voluntarily work overtime, and are hardworking and willing.

Why such propaganda is produced only has one reason, that is to be easily understood by the masses.

A hundred hard-working workers may not contribute as much as a skilled worker improving technology for the factory.

But not everyone is skilled.

Yet everyone can be hardworking.

Thus, this propaganda continues, and many bosses have developed a stereotype.

That if the company’s benefits are poor, it must be because employees are not hardworking.

Now, many companies clearly don’t need employees to work overtime.

But the management still forces employees to work overtime to please the boss, creating a facade where all employees treat the company like home, hardworking and willing.

In reality, any unreasonable compulsion ultimately leads to one result.

That from top to bottom, only the form is valued, not the actual effect.

You want me to work overtime, fine, I’ll do overtime.

But naturally, efficiency becomes unacceptably poor.

From initially slacking only during overtime to even slacking during normal working times.

If the work needs to be done sooner or later, including overtime.

Why not drag it out from the start, extending the working time, and reducing work intensity.

This results in a lose-lose situation between employees and the company.

Employees lose a lot of personal time, while the company faces high electricity costs with worse efficiency than without overtime.

But since overtime is a show, anyone daring to suggest canceling this performance to please the boss must bear the consequences of being the first blamed for any company performance decline.

So employees cannot voice opinions, and management doesn’t dare.

As for most bosses, even if they realize this.

That possession desire birthed since becoming entrepreneurs makes them naturally feel that not having overtime may be good, but when employees live well, they feel their wage is undeserved.

So simply continue making employees work overtime, anyway, blame can be shifted onto management.

"Being so young and having grown your business so big, I think this also relates to your philosophy, Mr. Chen."

Yu Laidong said, "If you want employees to work seriously, improving treatment is the best approach. Because if a job’s compensation is seen as reasonable by employees.

They will naturally maintain the company and work earnestly, because they clearly know once the company collapses, the chances of finding such a good job again are small."

"Actually, I came this time to hear your evaluation of Yonghui Supermarket."

Chen Yiyang noticed his discussion with Yu Laidong was getting off track.

So he quickly explained why he came to meet him.

"Yonghui?" Yu Laidong frowned.

"This is a private conversation, feel free to speak," Chen Yiyang indicated that Yu Laidong should speak freely without reservation.

"I understand Yonghui somewhat. I think Yonghui currently has two problems.

The first is employee treatment. Even in some second-tier cities, provincial capitals, Yonghui offers very low wages to employees.

For instance, many supermarket employees have a monthly wage of just two or three thousand, basically at the social bottom wage level.

With such meager earnings, they still have to endure frequent overtime, perhaps only getting one day off a month.

Employees would naturally develop aversion towards the work itself, which naturally extends to customers during regular work.

For example, not showing customers a good face, conflicting with customers over trivial matters, deliberately troubling customers, etc.

Because for them, such low paying jobs can be found anywhere. Even if they really go too far, if the supermarket goes bankrupt or they’re fired, they can still find similarly treated jobs."

"I completely understand this point," Chen Yiyang nodded immediately.

Many bosses love to project visions, saying how things will be after the company thrives.

But for employees, that’s nonsense.

If your wages and benefits are commonplace outside.

Then perhaps everyone would rather enjoy watching you go bankrupt sooner.

Who fears who.

Two thousand a month to greet customers with a smile?

I’d rather go deliver food.

But if you paid like Shoudonglai does, seven or eight thousand a month.

Then supermarket employees would naturally greet customers with a smile and serve sincerely.

Because they hope even more than the boss that the supermarket doesn’t go bankrupt.

You reap what you sow.

When Yonghui’s bosses and management are complacent about their low labor costs, they’ve actually already started a countdown to bankruptcy.

"The second issue is that Yonghui has major problems with quality control, they are too fond of petty gains," Yu Laidong continued.