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2019 is a particularly topical year for the workplace. From the wave of layoffs at the beginning of the year to the discussion of 996 in the middle of the year, there were many labor disputes at the end of the year.

Some companies think that today’s employees are very new. The new generation after 9:00 enters the workplace. They want something that is not exactly the same as our 80s generation: they value more social needs and respected needs; they pay more attention to how to achieve self-worth; More emphasis on corporate culture.

For the younger generation, finding a job is the same as falling in love. In love, you need to find the same object, and finding a job is to find a corporate culture that you can adapt to and appreciate.

Last weekend, I met with an old colleague who went to Starbucks.

As an HR who has dealt with thousands of young professionals, she laments:

“Young people today are not as difficult to manage as many peers. They are very transparent and know that they must first understand the corporate culture. A company with a good corporate culture will place employees in an important position.”

The time of a cup of coffee, we have roughly summarized the three cultural characteristics that young companies like should possess:

• Employees can grow together with the company;

• The company provides sincere and practical care;

• Employee personality can be accepted and recognized.
  

  01. A culture of common growth
  

  Workers are more and more aware that personal competitiveness is not only reflected in salary, but also in experience, harvest and progress-this is the key to future career development.

  Good companies need to be prepared systematically and culturally to help employees achieve their professional goals and achieve win-win results for both companies and employees.

  I’ve shared the case of my friends at Google before. After two years of work, employees have the right to transfer to other positions without the consent of their immediate supervisor. This rigid policy guarantees employees room for development within the organization.

  Starbucks encourages employees to go abroad to expand their horizons, enhance their coffee skills, and enrich their life experience through the “Partners Know the World” project. Relying on the size of the company and business expansion to provide employees with the possibility to understand other markets, it is very attractive for young employees who are eager to challenge.

  For the contemporary workplace, personal growth in the company is a necessary and inadequate condition to stay. For companies, the culture of common growth has also become standard.

  To stand out from ordinary companies, good employers are trying to create a corporate culture that cares about employees.

  02. Caring for employees “Family culture”
  

  Family culture is not difficult to say. The hard part is that companies take the initiative to “give” in an equal position.

  The real family culture is by no means a request to “require employees to treat the company as a family,” but rather to pay for “treating employees as a family.”

  The company that can take care of employees as family members always convinces me the most.

  For example, Google and Tencent have launched the well-known “Death Benefit”.

  Science for death: If an employee dies unexpectedly, his spouse can continue to receive 50% of the salary of the deceased employee within 10 years; minor children can still receive $ 1,000 a month in living expenses until adulthood. In addition, spouses can also receive equity grants from deceased employees.

  And Starbucks also has a good benefit that I am impressed with.

  In 2017, Starbucks launched the Parent Care Program to become the first company to provide insurance for employees’ parents.

  People in the insurance circle know that insurance is insurance against risks, and how difficult it is to provide insurance to the parents of employees who are older and naturally more at risk. I don’t know the details, but the benefits of landing Starbucks will require tremendous efforts in the decision-making and implementation process.

  This may be why Starbucks won the Aon Hewitt Best Employer Award for the fifth time.

  Not only that, but according to the friendship of old colleagues, Starbucks also recently announced the “Exclusive Edition” “Star Welfare” project , expanding the scope of “home culture”:To get extra paid holidays, visit your parents back home. And the family is no longer limited to parents, wives and children, and the pets can also enjoy benefits. For a “shovel officer” who has passed the ideological consciousness, the demand of the “master” is the first demand.
  

  In fact, Starbucks also provides “Parent Care Program” to partners Based on the individual needs of post-95s partners—for the younger generation dedicated to their careers, providing parents with a guarantee and filial piety is even more important than their own insurance needs.

  Thinking about what employees need is to truly treat employees as family members, to win employees’ sense of belonging, and to be called a true family culture.

  

  03. The culture of respect for personality
  

  Only those who truly love you will accept your personality and respect your choices.

  It is a very smart way for companies to put the right of choice in the hands of employees, because this generation of new workplaces wants to respect and show personality.

  For many years at a human resources consulting company, I have always believed that Providing options for employees will become a trend.

  When I worked at Mercer, I often took out this ppt when sharing:
  

  As we enter the workplace after 5:00, the company will be in the workplace There are scenes of 4 generations working together. There are newcomers entering the workplace, as well as post-90s parents who have just married, post-80s parents, and post-60s and 70s who have grown up, and their needs are different.

  For young people in their 20s, training abroad is a tourism opportunity, but working parents at the age of 40 may whisper, “Would you like to go home and coach their children?” Some foreign companies provide generous annuity pension benefits, but young people in their 20s simply don’t care. Who can wait until they retire and hurry up and buy me a marriage house.

  Today ’s post-95s generation professionals are particularly strong in their personal needs. They love themselves and feel happy is the most important thing; they love their family and believe that the family must be neat and tidy; they love freedom more and hope that “my welfare is my own decision”.

  Different from the conventional flexible benefits, Starbucks officially announced the “Star Benefits”, striving to meet all the expectations of young employees in the new era:

  Love yourself:

  Freely choose courses according to your hobbies and pay for the company;

  Improve your English ability, sign up for fitness classes, and the company has negotiated relevant discount classes;

  Women’s care, get a copy of HPV protection for yourself or female partners;

  Love your family:

  Specially launched family holiday, so that employees can take leave to take care of their family and pets justly;

  Family health checkup, pet checkup vaccine and medical expenses reimbursement;

  Love society:

  The benefits provided by the company can also be donated to the Star Fund to send charcoal to other colleagues who need help;

  Starbucks provides extra holidays to encourage employees to adopt stray cats and dogs;

  I left the foreign company for some days, and suddenly I was very envious of this old colleague. She is a new generation of employees who are infected with the Starbucks culture.
  

  Meng Zi said:

  Jun Zhishou is like brothers and feet, then he sees him as abdomen; Jun Zhishou is like soil, he sees Jun as Kou Qiu.
  The same goes for workplace relationships. Employees and companies should never be opposites.

  When companies and bosses are willing to treat employees with sincerity, employees are also willing to treat each other with sincerity.

  Enterprises provide high-quality and comprehensive family benefits, not charity, but cleanThis way Chu can:

  1) Demonstrate strong strength and win the trust of talents;

  2) Give talents a sense of belonging, competitors can copy money, it is difficult to copy culture;

  3) Let employees have no worries, and employees will make every effort to contribute to the company;

  4) Build excellent employer brands and attract more talents.

  It’s been 9012 years. When choosing a company, people in the workplace should not just focus on salary.

  What kind of values ​​a company has, what kind of working atmosphere it is willing to provide to its employees, and what kind of corporate culture to build are also our concerns.

  Not only focus on what the company is saying, but also actually see what they do.

  On the other hand, companies should also realize that paying employees more benefits than wages is not a loss. Especially:

  • Planning of career development route;

  • Caring for the health of employees’ families;

  • Flexible benefits that meet the individual needs of employees;
    

    These benefits allow employees to appreciate the company’s intentions. It is of great help to enterprises to retain talents and motivate talents.

    Only when a company strives to create a home atmosphere for employees, can employees have a sense of belonging to the company, and it is possible to work hard for the company-excellent people are not stupid, he knows that fighting for such a company is actually Struggling for his future.

    This is the ideal labor-management relationship in my mind.