Arranged marriage, love blossoms; a fiercely devoted soldier dotes on her alone.

"Xiao Zhan, are you sure you want to come to the factory with me?"

Xiao Huai'an looked at Xiao Zhan with his sharp eyes and asked!

Xiao Zhan, holding Qin Huanhuan's hand, said, "Grandpa, as the company president, it is my duty to visit and comfort the employees on duty and send them my first New Year's greetings."

"I want to continue to cherish your kindness."

Xiao Huai'an smiled with satisfaction on his wrinkled face and said, "Xiao Zhan, I like to hear that. You must remember that without the hard work of your employees, there would be no harvest for the boss. Many entrepreneurs think that they provide for their employees, but this is a wrong idea and perception. Without the silent contributions of the employees, how could the boss achieve his glory?"

"There's even been online discussions about who supports whom, the employee or the boss, and who is more dependent on whom."

"Some people argue that without the employees' contributions, the boss is nothing, while others insist that without the platform built by the boss, how can the employees have a stable income?"

"Xiao Zhan, what's your take on this issue?"

Xiao Zhan thought for a moment and said, "Different stances lead to different interpretations, but those who are truly clear-headed have already transcended emotional conflict and seen the most authentic underlying logic."

Xiao Huai'an's eyes lit up: "Oh, tell me about it."

Xiao Zhan continued, "Bosses provide employees with jobs and development opportunities, and employees should be grateful to their bosses. Employees create value for the company, and bosses should also be grateful to their employees. In fact, there is no contradiction at all. Both sides have their own responsibilities. Everyone's job position is different, but both sides' goal is to work together for the survival and development of the company."

Xiao Huai'an nodded, then turned his gaze to Qin Huanhuan. He wanted to test his granddaughter-in-law, a graduate of Tsinghua and Peking Universities, so he asked, "Huanhuan, you now manage a cosmetics and beauty products group worth hundreds of millions, and you are a top student from Tsinghua and Peking Universities. What are your thoughts on this issue?"

Qin Huanhuan was taken aback when the old man suddenly asked her this question. She then realized that she had indeed taken on a senior leadership position in the company and was now facing this issue, which she could neither ignore nor avoid.

Qin Huanhuan pondered for a moment and said, "Recently, there has indeed been a growing voice in the workplace saying, 'Bosses are all supported by their employees.'"

"This statement may sound harsh at first, but it hits a nerve with many people. Some even bluntly said, 'If you don't have the ability, don't be a boss.'"

"Many bosses nowadays treat their employees as temporary workers, and the relationship between employees and companies is purely transactional."

"Does such a company really have a future?"

Upon hearing this, Xiao Huai'an's eyes lit up immediately: "Go on."

Qin Huanhuan: "Today, we won't vent our emotions or create conflict. Instead, we'll calmly dismantle this predicament, examine the root of the problem, and see if there's a solution."

"First of all, the nature of an employment relationship has never been a one-way demand. We must acknowledge the fact that, on a legal and economic level, there is indeed a transactional relationship between employees and companies."

"You put in the work, and the company pays you."

"Cash on delivery."

"That's right, it's a normal labor relationship, but the problem is that if it's just a transaction, then all that's left is coldness."

Why do many business owners fall into the mindset that "employees are temporary workers"? Because they simplify the employment relationship into a business transaction. A project comes in, hire people. The project ends, lay people off. Costs are high, cut salaries. Profits are low, optimize.

"In these bosses' eyes, employees are just a number on the cost sheet. But employees aren't parts; parts can be replaced if they break, but people can be disheartening."

"As for the employees supporting the boss?"

"I think that's only half right. Why? Because it expresses a simple truth: a company's value is created by its frontline employees. R&D writes code, sales closes deals, customer service resolves complaints, and administration ensures smooth operation. Without this concrete, day-to-day labor, even the grandest strategy from the boss is nothing but a castle in the air. But conversely, the boss also bears the risks: financial pressure, the consequences of decisions, and market uncertainty. A healthy organization should be a community of shared risks and co-creation of value, not a zero-sum game where one side supports the other."

At this moment, a look of surprise appeared on Xiao Huai'an's face. He really hadn't expected that Qin Huanhuan's level of thinking could reach such a height.

Xiao Zhan was also shocked, because Qin Huanhuan's analysis was far more insightful than what he had just said.

Qin Huanhuan continued, "But the reality is that too many bosses only want the power inherent in 'risk sharing,' forgetting the respect inherent in 'value co-creation.' They demand ownership from employees, yet treat them as tools. This disconnect is the real culprit behind a company's lack of future prospects."

"Because when trust is overdrawn, transactions become the only bond. Imagine this scenario: when you first join a company, your boss promises you great things, like stock options, promotions, paid annual leave, and year-end bonuses. You work like crazy, putting in overtime for three months straight. The project succeeds, your boss buys a new car, but your raise is only enough for two hot pot meals."

"If you were to say the company is my home again, what would you think? You would definitely sneer, and then you would learn to work only according to the price paid. You would only do as much work as the boss pays you, and not a penny more is worth doing."

"This is a vicious cycle of purely transactional relationships."

"The boss thinks the employees are disloyal and not hardworking, while the employees think the boss is unkind, undignified, and untrustworthy."

"So both sides were calculating and on guard."

"The company atmosphere has shifted from working together to being wary of each other. How can such a company be competitive? How can it have a future?"

Xiao Zhan raised an eyebrow and asked, "So how do we break this deadlock?"

For him, such a profound question was beyond the scope of his current understanding.

He was just a top special forces soldier.

Qin Huanhuan glanced at Xiao Zhan, then continued, "The key to breaking the deadlock lies in the boss taking the first step, because you can never expect employees to make the first sacrifice, since employees have no obligation to do so. As the one who controls the resources and sets the rules, the boss must take the initiative to change."

Xiao Huai'an nodded and asked, "How does the boss want to make changes?"

Qin Huanhuan: "First, throw the temporary worker mentality into the trash. Even if it's a project-based employment, you must clearly inform them of the cycle, benefits, and path to permanent employment. You need to let employees know that they are not disposable materials."

"Second, redesign the profit distribution mechanism. Project bonuses, excess profit sharing, and even internal entrepreneurship incubation should be implemented so that those who create value can share in that value. Bosses must be willing to share profits with employees so that employees will be willing to work hard for them."

"Third, establish trust that can be honored. Promises must be kept, options must be written into contracts, and promotion criteria must be clearly stated in black and white. Don't use excuses like 'I'll try harder later' to delay or evade responsibility, because once trust collapses, the cost of rebuilding it is ten times, a hundred times."

"Fourth, accept the reality that employees work for themselves. Stop talking about dedication all the time. When employees come to work, their primary goal is to earn money, grow, and accumulate resources. Acknowledge this, and then design mechanisms that allow them to create value for the company while pursuing their personal interests. This is normal cooperation between adults."

"So what should an employee do?"

"Put yourself in their shoes. If you were in a company that treated employees like temporary workers, the most rational choice wouldn't be anger, but rather evaluation. Evaluate whether this company is worth your continued investment. If the answer is no, start preparing by updating your resume, expanding your network, and improving your skills."

"Before you leave, please maintain your professionalism, not because your boss is worth it, but because your time and reputation are. You don't have to work your ass off, but don't slack off. You don't have to agree, but don't cause trouble."

To be honest, at this moment, Xiao Huai'an was both excited and shocked. He never expected Qin Huanhuan to say such brilliant words.

Xiao Huai'an: "Huanhuan, according to your standards and requirements, what kind of company do you think has a truly promising future?"