The threshold is low, but the labor intensity is high, the lack of security, the income and investment are not proportional, the turnover rate of the courier brother has been high, the average turnover rate of the industry is as high as 70%, and the protection of the rights and interests of couriers has attracted much attention. In this industry, there are also two systems of franchise and direct sales, and the protection of rights and interests is different. The direct express delivery companies such as SF Express directly provide unified welfare guarantees, and the following are represented by Zhongtong and SF Express to see their implementation.
Density leads to competitive income
As a leader in the industry, Zhongtong's growing business volume not only guarantees a higher income than its peers, but also makes employees' money bags more and more bulging.
Coupled with Zhongtong's relatively higher bargaining power and reputation, it also helped Zhongtong to further win the volume and stabilize its leading position.
In the express delivery industry, which is dominated by the piecework system, if SF Express couriers cannot have enough support for receiving and delivering parcels, couriers are not necessarily willing to jump ship, after all, for most couriers, earning more money is the king.
The direct chain of payment ensures that wages are paid on time
The problem of the original franchise boss not being able to pay wages on time has been criticized, and the system of Zhongtong directly settling the dispatch fee to the courier allows each courier to get income even faster than the company that pays the salary on a monthly basis. Being able to see the fruits of labor coming in on a daily basis is also a timely incentive for the courier brother.
Move to the edge to the corner to motivate the courier
When the little brother is competing for customers on the front line, without timely policy support, customers may not be able to win. The implementation of Zhongtong to the edge to the corner, the collection of rebates from the outlets to the front-line express brother, so that they can strive for more receipts, the corresponding income has more security.
Accident insurance is basically available at all outlets
The little brother is running around every day, and it is inevitable that he will encounter some accidents, so the outlets will basically have accident insurance to protect employees in case of accidents.
In fact, compared with social security that cannot be directly obtained, the income is the most fragrant for many couriers, so many salesmen are not so concerned about social security and even accident insurance.
However, Zhongtong still prepares basic guarantees for employees, such as Little Brother Bao and Express Brother Care, so as to prevent unbearable risks from dragging down the lives of couriers.
As a representative of "the best and higher service quality", SF Express has the most complex and strict rules, and the cumbersome assessment rules discourage many people. Although Zhongtong's fine policy is also often complained about, for many couriers, according to the standard delivery can still reduce the fine to an acceptable low level.
With a balanced, strict and appropriate policy, Zhongtong has also won its own ecological niche, which not only provides a higher quality of service, but also does not make the rules too cumbersome and complicated.
Social security for all employees
As a directly-operated enterprise, SF Express has purchased social security for its employees in Shenzhen, instead of arranging whether to pay according to the outlets like franchised enterprises. In this way, as long as you join SF Express, you don't have to worry about social security problems behind you. Although the amount of protection cannot be considered high, there is always a unified protection.
Relieve your worries
SF Express starts from the four aspects of "medical care, food, housing and education" to solve the worries of employees.
1) In terms of medical careIn response to the difficulty of seeking medical treatment, SF Express contacted the hospital to establish a fast channel for employees to obtain more medical resources, such as physical examination and serious illness assistance.
2) In terms of lifeSF's "SF Preferred" is a welfare platform for employees, and employees can use preferential products to buy assured rice, edible oil, etc.
3) In terms of housingSF Express actively communicates with local employees and obtains relevant resources, such as low-rent housing, to alleviate the pressure of rent and housing for young employees.
4) In terms of educationSF Express, Futian District** and the Education Bureau have cooperated in the education project, hoping to help external key talents and senior management talents solve the problem of children's education through Shenzhen's education reform.
SF Express will also consciously recruit some employees whose family conditions are not very good. In addition to the above measures, we also started to implement the "user own" plan very early on, equipping all employees with electric vehicles for free to solve employees' worries about car use.
In franchise express delivery companies, such as some outlets of Zhongtong, they will also pay attention to providing support for employees in terms of settling in and education, and equip employees with vehicles.
Employee benefits and incentives
As a directly-operated enterprise, SF can implement a unified treatment and welfare policy in the company, and give spiritual praise and material rewards to outstanding employees by setting up quarterly bonuses and year-end bonuses, so as to retain outstanding employees.
Mandatory leave
The express delivery industry is labor-intensive, and many people may not take vacations for the sake of income, but SF Express allows employees to get regular rest in the form of mobile shifts.
But correspondingly, mandatory leave also means that the salary in SF will be reduced.
In the express delivery industry, it is inevitable to face the pressure of holiday logistics peaks. The reason why SF Express can deal with it calmly is mainly due to the following talent strategies:
1) Talent supermarket strategy
For example, if a Hunan employee working in Shenzhen wants to return to his hometown to work, he can send a request to the talent supermarket, so that the human resources department will help him transfer back to Hunan. This strategy not only satisfies the inner needs of employees, but also alleviates the shortage of talents in the central and western regions.
2) Flexible employment strategy
For example, during the Double 11 period, express delivery companies are prone to liquidation, so SF Express will cooperate with enterprises, schools and institutions to adopt the method of "flexible employment" to build a temporary subsidy system to increase temporary employees and alleviate personnel pressure.
3) Internal recommendation mechanism
In response to this situation, SF Express has launched a "recommendation system", that is, every time an employee recommends a skilled worker, he can get a certain referral fee, so that not only will employees not leave after the holiday, but also bring a lot of talents to the company.
Combined with the characteristics of the new generation of employees, SF Express has created career development channels in recruitment, training, management, evaluation, compensation, incentives, and career life cycle. And integrated into the characteristics of post-90s employees, the establishment of a back talent echelon. According to the personality and willingness of employees, two development channels of management line and professional line are launched at the same time. In terms of management line, SF Express launched the "Maxima" talent training mechanism very early on, insisting on selecting talents from within.
In this way, employees can grow from the most basic collector to the senior management step by step through internal selection, training and assessment.
However, on the other hand, the promotion of Zhongtong is relatively transparent, although SF Express has a promotion channel, but in actual operation, there is also the problem that promotion needs to be tributed.
To sum up, franchise enterprises like Zhongtong, relying on the volume and income to provide direct protection for employees, whether to take part of the salary to buy social security can be decided by the outlets and couriers, outlets can give full play to their own flexibility according to local conditions to provide protection; SF Express, on the other hand, provides unified protection for employees, and all employees are of similar standards.
So the couriers in front of the screen, the model of direct sales system and franchise system, which one is more favored by you? Feel free to write your thoughts in the comment section!