With the Spring Festival approaching, the traditional taste of the New Year and the desire for family reunion are gradually heating up in people's hearts. At this time of year, many employees leave early. For those who are determined to leave, even doubling wages and promising generous bonuses will not be able to impress those young people who care about their families, especially the post-00s employees.
Xiao Zhang is a new programmer at a tech company, and along with several of his colleagues of the same age, they are all typical post-00s. They are full of enthusiasm and freshness for their work, but the company has a lot of work at the end of the year, and the company proposes to reduce the annual leave of employees, and everyone will try their best to do a good job of the project, and give everyone a bonus at that time. Although the company will provide overtime pay and additional incentives, for them, the meaning of going home for the Chinese New Year is much more than money can measure.
When the news was announced, everyone was very upset, and the manager announced a surprise news: because the company signed a VAM agreement, the project could not be completed, and a huge amount of compensation needed to be paid, so the company decided that the annual leave would have to be cancelled. The company promised that the salary during the Chinese New Year overtime would be three times the usual one, and everyone would have the opportunity to receive a year-end bonus of at least 10,000 yuan, but this decision caused fluctuations in the team.
Xiao Zhang and his colleagues felt unacceptable as soon as they received the news. In their view, reuniting with their families is far more important than any material rewards. They decided to keep going home for the New Year, even if they gave up the attractive year-end bonus. They expressed this decision to the manager, but no matter how much the manager tried to persuade them, their determination could not be shaken. Since then, managers have never been more worried about the cohesion of their teams and their own performance goals.
In many businesses, the year-end bonus is often accompanied by some strings attached, and it seems to have become a means to retain employees. Some companies set performance goals for employees at the beginning of the year, promising that once they are met, they will receive a generous year-end bonus. Others will deliberately delay the payment of year-end bonuses as a strategy to retain employees.
For many young people, work is about a better life, not living for work. When family emotional and material interests are at both ends of the scale, they tend to choose family without hesitation. Especially for traditional festivals such as the Spring Festival, no matter how high the company is, it is difficult to stop their determination to go home.
If you had to choose between going home for the Chinese New Year and the year-end bonus, how would you choose?Feel free to leave a message in the comment section to share your thoughts.