记者丨黎雨桐 编辑丨吴桂兴 11月23日，话题。 此前，有媒体报道称，受"西贝罗永浩风波"相关负面舆论影响，部分西贝门店一线员工遭遇"网暴"，一 些门店甚至每天接到十几通辱骂电话，西贝为员工设立"委屈奖"以表安慰。 对此，西贝公关部回应21世纪经济报道记者："风波发生后，西贝对一线伙伴从9月起平均涨薪500元/人/ 月，对风波期间遭受网暴和极端辱骂的伙伴给予委屈奖补贴，并邀请心理咨询师对部分门店伙伴进行辅 导跟踪。同时，西贝每周在各门店评选"最美西贝人"持续奖励热情服务顾客获得顾客肯定的一线伙 伴。" 此前，西贝曾于9月12日召开1.8万人员工大会，贾国龙在会上宣布将向一线员工发放500元补贴。据记 者了解，该项补贴在9月份就已经到账，10月份转变为奖金收入的一部分，固定保留在一线员工的收入 体系中。 此外，西贝还表示，风波发生后，贾国龙曾在内部明确提出要求："不允许减排班、不允许裁员，店内 没有客人时，店长就带领大家学习、训练。"（） SFC 出品丨21财经客户端 21世纪经济报道 据现代快报报道，11月22日，记者前往西贝南京砂之船店探访。当日西贝门店首日开业，晚高峰就餐人 流旺盛，出现明显排队情况。店长 ...

除了设置委屈奖外，西贝还给一线员工涨薪。西贝相关负责人告诉南都湾财社记者，西贝2025年9月为 一线伙伴（店长、厨师长级以下）每人发放500元津贴。自10月起，门店设立工匠精神津贴、服务标兵 津贴、食安卫士津贴，每位一线伙伴累计可获得津贴总额为300-800元不等。 自今年9月陷入预制菜风波后，西贝在做一系列调整。在风波后，西贝道歉，并称会尽可能把中央厨房 前置加工工艺调整到门店现场加工。之后，西贝通过赠送代金券表达歉意和吸引客流，到了10月，西贝 全国门店多款产品价格下调，部分菜品价格下调超过20%。在这之后，西贝还在持续发放代金券吸引顾 客，今年11月到店消费的顾客，西贝会根据实付情况赠送相应的代金券。 与此同时，自10月以来，西贝还关闭了西安大悦城店、陕西渭南吾悦广场店、汕头万象城店、深圳西丽 万科云城店、义乌的义乌之心店、南京六合欢乐港店、苏州繁花中心店、北京石景山京西珠宝城店，由 此引发西贝大幅关店的猜想。对此，西贝发布公开回应称，开店、闭店属于餐饮行业正常的经营行为， 西贝每年都会基于经营情况对门店数量进行动态调整。今年西贝门店同样保持动态调整，近期包括深 圳、汕头、义乌等地门店闭店，均属于正常调 ...

Core Points - JD.com founder Liu Qiangdong treats all full-time delivery riders to KFC as a reward for their hard work during the JD 11.11 sales event [1] - JD.com has launched a co-branded "Dong Ge Treats" meal with KFC, available for order through the JD app [1] - Since March, JD.com has signed formal labor contracts with full-time riders, providing them with comprehensive social insurance and benefits [1] Company Initiatives - JD.com has over 150,000 full-time delivery riders who are guaranteed 100% labor contracts, 100% social insurance contributions, and 100% employee benefits [1] - Full-time riders enjoy various benefits including statutory holidays, annual leave, health check-ups, paid sick leave, and opportunities for career advancement [1] - JD.com plans to collaborate with over 100 restaurant brands and celebrities for additional promotional activities during the JD 11.11 event [1]

Core Insights - Acer has been recognized in Forbes' "World's Best Employers" list for 2025, marking its sixth consecutive year of inclusion and fourth consecutive year as a "Women-Friendly Company" [1][5] Group 1: Company Achievements - Acer's commitment to employee care and creating a happy workplace has been acknowledged through its consistent recognition in prestigious rankings [1][5] - The company emphasizes a culture that promotes employee potential and self-worth, aligning with its core values of diversity and inclusion [3][5] Group 2: Employee-Centric Initiatives - Acer integrates a people-oriented spirit into its corporate culture, focusing on three main areas: diverse development, wealth co-creation, and physical and mental well-being [5] - The company encourages employees to explore opportunities across different fields and offers mechanisms for employees to share in operational results through stock trusts and new business equity [5] - Acer implements flexible working hours and diverse leave policies, alongside expanding its "Acer Baby Employee Parenting Assistance Program" to provide flexible family support options [5] Group 3: Evaluation Methodology - The "World's Best Employers" list is created in collaboration with Statista, surveying over 300,000 respondents across more than 50 countries, evaluating aspects such as career development, salary, work-life balance, and corporate reputation [5] - The "Women-Friendly Companies" list is based on anonymous surveys of approximately 120,000 female employees across over 36 countries and regions, assessing the most female-friendly corporate cultures [5]

Core Viewpoint - The founder of Pang Donglai emphasizes the importance of social responsibility in business, stating that the focus should be on employee happiness rather than blind expansion or personal gain [1][7]. Financial Performance - Pang Donglai's total sales have exceeded 18.4 billion yuan this year, surpassing the total sales of the previous year [4]. - During the recent National Day and Mid-Autumn Festival holiday, the company achieved a total sales of 820 million yuan over eight days, with supermarket sales being the main contributor [6]. - The company aims to control its sales growth, planning to keep sales under 20 billion yuan for the year [7]. Employee Welfare - The average post-tax salary for employees is nearly 10,000 yuan, with a low employee turnover rate of only 0.94% [8]. - The company has recently attracted significant attention for its recruitment efforts, with a recent job posting receiving over 132,000 applications [8]. - Pang Donglai organizes international trips for employees to broaden their horizons, with the company covering travel expenses [9]. Business Strategy - The company currently has no loans and holds 4.1 billion yuan in cash, indicating a strong financial position [1]. - Pang Donglai has a cautious approach to expansion, focusing on maintaining its core values and employee well-being rather than aggressive growth [7].

Core Viewpoint - The company, Henan Mine Crane Co., Ltd., emphasizes employee welfare and cultural values through its annual Mid-Autumn Festival celebration, showcasing a commitment to employee happiness and gratitude [1][3]. Group 1: Employee Engagement and Welfare - The company hosted the 12th Mid-Autumn Filial Culture Festival, inviting over 19,000 participants, including employees and their parents, with daily banquets serving thousands of tables [1]. - Founder Cui Peijun distributed 600 yuan in holiday cash and flowers to each employee's parent, totaling over 10 million yuan in cash gifts [1]. - In January 2024, the company plans to distribute over 100 million yuan in bonuses to employees, with a projected net profit of 260 million yuan for the year [3]. Group 2: Company Performance and Recognition - In January 2023, the company gained attention for its substantial year-end bonuses, distributing a total of over 73 million yuan, with individual bonuses ranging from 1 million to 5 million yuan [5]. - The company ranks 30th in the 2024 list of the top 100 private enterprises in Henan province [7]. Group 3: Business Operations and Clientele - Henan Mine Crane specializes in the research, production, and sales of various cranes and related products, with over 110 types of lifting machinery [5]. - The company's clients include major state-owned enterprises in sectors such as aerospace, automotive, steel, and petrochemicals [8].

Core Viewpoint - The issuance of a personal "long-term service appreciation fund" by Wang Wei, the founder of SF Express, totaling 120 million yuan, has drawn significant attention in the industry, especially as it targets long-serving employees amidst ongoing price wars in the express delivery sector [1][2][16]. Group 1: Employee Appreciation - The appreciation fund is distributed based on years of service, with employees receiving 1,000 yuan for ten years, 2,000 yuan for fifteen years, and 3,000 yuan for twenty years of service, benefiting approximately 100,000 employees [1]. - Wang Wei's message accompanying the fund emphasizes the value of long-term commitment and aims to foster a sense of respect and recognition among employees [1][9]. Group 2: Company Culture and Cohesion - The initiative has strengthened internal cohesion and served as an effective cultural output within the company, reinforcing the importance of long-serving employees as the backbone of service quality and cultural transmission [2]. - This act of appreciation aligns with Wang Wei's historical practice of rewarding employees during key milestones, such as the company's IPO and during challenging times like the pandemic, highlighting a consistent commitment to employee welfare [14][16]. Group 3: Industry Impact - The gesture not only enhances internal morale but also sets a benchmark for the industry, showcasing how genuine employee care can lead to mutual growth between the company and its workforce [16]. - SF Express plans to continue improving its employee development and growth systems, ensuring that every employee can realize personal value within the company's development [16].

Core Points - The article highlights the successful implementation of the "Driver's Home" union station at Yinchuan Airport, which serves as a supportive space for outdoor workers, enhancing their welfare and service experience [1][2][3] Group 1: Service Initiatives - Yinchuan Airport has focused on union development as a means to enhance employee welfare and service quality, implementing various practical measures to support workers [1] - The "Driver's Home" union station, covering an area of 102 square meters, provides essential services such as air conditioning, drinking water, Wi-Fi, and food options, receiving positive feedback from outdoor laborers [1][2] Group 2: Employee-Centric Approach - The airport's union has consistently adopted an employee-centered philosophy, exploring new service models and expanding service scenarios to meet the needs of workers [2][3] - The successful operation of the union station reflects the airport's commitment to addressing the practical needs of outdoor laborers, effectively bridging the gap in support services [2][3] Group 3: Future Developments - Yinchuan Airport plans to continuously optimize the services and management of the union station based on employee feedback, aiming to enhance the overall experience for workers [3] - Future enhancements may include additional services such as book lending and emergency medical supplies, further solidifying the station's role as a vital support hub for outdoor laborers [3]

Group 1 - The company has implemented three measures to reduce the burden on frontline flight attendants, including switching to flat shoes, reducing the weight of carry-on luggage, and adding "energy stations" before flights [1][2] - The company has eliminated the requirement for female flight attendants to wear high heels, providing lightweight soft-soled shoes that meet aviation safety standards, allowing attendants to serve passengers more comfortably [2] - The company has streamlined the carry-on requirements by allowing flight attendants to choose their personal items instead of mandating a standard overnight bag, effectively reducing the weight of their luggage [2] Group 2 - The company has established "energy supply stations" in preparation rooms at various bases, providing a full set of grooming supplies to ensure flight attendants present themselves in the best condition [2] - The energy stations offer seasonal beverages and healthy snacks to help flight attendants quickly adjust during busy work periods, emphasizing the company's commitment to employee well-being [2] - The "three reduction strategies" reflect the company's innovative approach to integrating employee care with service quality, focusing on health management, skills training, and psychological support to enhance the employee support system [2]

Core Points - The company has equipped outdoor employees with "air-conditioned clothing" to help them cope with high temperatures during the summer [1][3] - The clothing features built-in fans and is designed to provide a cooling effect for employees working outdoors [3][5] - The average post-tax income for grassroots employees is approximately 8,000 yuan, with potential additional allowances bringing it closer to 9,000 yuan [5] - The company has reported a cumulative sales figure of 13.585 billion yuan for the year as of August 3, with a single-day sales record of 67.54 million yuan [9] - The sales target for 2025 is set at 20 billion yuan, with current performance indicating that approximately 68% of this goal has already been achieved [10] Employee Welfare - Employees working outdoors are provided with cooling drinks and herbal medicine to help them manage the heat [5] - The outdoor staff work in shifts, with morning and afternoon schedules to mitigate exposure to high temperatures [5] Product Information - The "air-conditioned clothing" is available on various shopping platforms, with prices generally exceeding 100 yuan [8] - The clothing includes features such as fans and the option to use ice packs for additional cooling [8]