Starting from January 7th, the 40-day Spring Festival Transport officially begins!
As the new year approaches, the textile industry enters its final stage. For the textile industry, the start of the Spring Festival means that a large number of textile workers will return to their hometowns, and the operating rates of texturing, weaving, printing and dyeing will drop to freezing point!
The “wave of returning home” is coming, and most factories have entered holiday mode
According to the forecast of the Academy of Transportation Sciences, the passenger volume of the Spring Festival Transport in 2023 will reach about 1.7 billion, a new high in the past four years, an increase of about 60% compared with the Spring Festival Transport in 2022.
In the past two years, under the initiative of “celebrating the New Year in situ”, the Spring Festival population migration has “stagnated” to some extent. This year, with the optimization of epidemic prevention policies, the willingness to return home has been unprecedentedly high across the country. The demand for returning home during the Spring Festival that has been suppressed for two consecutive years will be significantly “compensated”.
As we all know, the Spring Festival holiday in the textile industry lasts for a long time. Due to daily production needs, textile workers usually have very limited holidays. Therefore, during the Spring Festival holiday, textile workers who work outside the country will basically return to their hometowns to celebrate the New Year. Generally speaking, the Spring Festival holiday in the textile industry lasts for about one month, but companies still need to go through machine maintenance, recruitment and other processes before resuming work, so the downtime in the textile industry is far longer than one month.
A polyester taffeta weaving company said that in previous years, the factory rarely took annual holidays and often had to rush for orders during the Spring Festival. However, orders before this year have shrunk significantly compared with previous years. In addition, a large number of workers have been infected and stayed home recently, and some workers even directly chose to return home for vacation, so production capacity cannot be guaranteed. So after New Year’s Day, after finishing the list in hand, I simply took a holiday!
Affected by the large-scale “return to hometown”, manpower and logistics will face huge challenges, and “holidays” and “work stoppages” have become the main theme of the textile market.
After the “wave of returning home”, will workers “never return”?
The Spring Festival is the peak period for the flow of people and talents. With such a large-scale “wave of returning home” coming, business managers can’t help but worry about returning to work after the New Year, worrying whether workers will “never return”.
With the transformation of industrial layout, some economically underdeveloped areas have taken over the textile and garment industry transferred from developed areas, especially in the central provinces with major labor exports. After the “return wave” has passed, some workers will directly choose to return to their hometowns for re-employment. As a result, labor losses occurred when the original company returned to work after the New Year. For enterprises, skilled workers and technical talents are “treasures”. It is undoubtedly a huge loss for them to “go back home” and “move to other branches”.
Therefore, in order to avoid “labor shortages” after the new year, many places have recently introduced a series of “stabilizing jobs and retaining workers” policies to promote “employee retention, employment stabilization, and production sustainability.” The survey found that “real money” measures, such as increasing overtime pay, piecework fees, commission ratios, and off-peak vacations during the Spring Festival, can effectively meet the actual needs of employees and have gradually become the first choice for companies to stabilize their jobs.
These practical measures to stabilize jobs and retain workers can not only bring higher incomes to employees, but also provide strong support for the steady recovery of the economy. They can also effectively reduce the flow of some people and promote the smooth peak of the epidemic situation in various places. get more!
Postscript:
Judging from past experience, “salary and benefits” are the key factor in whether talents can be “retained” or not.
Whether it is encouraging reverse reunions, improving life security, or enriching spiritual and cultural life, only by truly caring and caring for employees and providing them with “visible” growth space can we stabilize our long-term “jobs” and retain them for the long term. The “work”.
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