信任是基石。Align Technology

The interview was recorded in Mandarin. English subtitles as they appear in the video.

00:05Interviewer: We invited three HR colleagues from Align China
Jenny, Head of Human Resources.
And then Michelle, who’s in charge of recruiting.
And then management trainee Hannah.
It’s a great pleasure.
There are three questions
What is the greatest benefit of building high trust within your organization?

00:27Jenny Huang: It’s a great honor to be invited by Great Place To Work™.
And then we also have
This year, we were able to participate in
This celebration of Great Place To Work™
So talk about trust.
We’ve been saying that trust is actually the cornerstone.
And what is the benefit of that trust?
The greater benefit actually goes to our employees,
our company and our organization
So, trust is essentially a reflection of our cornerstone—our employees
But with trust
In fact, there will be mutual support from both of us.
Then there are positive incentives for the business
There will also be a positive development of organization
It’s a two-way positive cycle.

01:08Then our benefit is more to say
Our employees can trust this organization
Trust in the direction of our overall business
And that leads to even greater company growth
Including bringing more benefits to our consumers
And for our organization
We trust our employees
Able to have a greater sense of belonging
Better cooperation and mechanisms
Overall environment
There is such a responsibility of a trust
Then we may create more possibilities in the future
And it builds resilience in our organizations.
This resilience is essential for us in the Uka era
Especially in this uncertain scenario
Is very important
With this trust
We can take responsibility
When there are some obstacles and resistance
When we need to fall and get back up
Or at each other’s
Put your shoulders in the hands of others
During this process
We can create more value

02:10Interviewer: Okay, thanks.
Second question
Work with Great Place To Work™
What would you say has been your greatest takeaway from this?

02:20Jenny Huang: I will answer this question first
I would think
Michelle, as our head of recruitment
The effects are real and visible.
About our excellent workplace
Especially after the epidemic
It’s been building such an employer brand
Then its perception and appeal are very powerful.
Before this
We were not a “Great Workplace”
In fact, we’ve been asking ourselves a question
What makes a great workplace?
So how did we become like that?
Then in the process
We’ve been interacting with our employees.
And when we are in the process of selecting
It actually helps us sort it out
Our own business and scenarios

02:59Then we are not afraid of failure
Including when we talked to Jose, CEO of Great Place To Work™
We actually celebrate our own failures
In fact, when evaluating the benefits of a great workplace
We also thought of
Will we also have a lot of such feedback?
saying that we are not a great workplace
Then in the process
we’ve benefited a lot.
The staff also raised a lot that we haven’t done yet
And that’s what we need to do.
In fact, it is a process of mutual trust and mutual benefit in organizational culture
At the same time
We are also committed to workplace excellence
Continuously improving towards this
and ultimately become a better version.

03:45Michelle Chen: In fact, during the recruitment process
I think there is a clear manifestation
Just before
When we didn’t get Best Workplaces for Women™
Some of the words we passed on to external employees
It may seem relatively simple
But as we gradually came to win this award
We did a lot of work.
When we went to communicate with some female candidates
We will put all the things we do for Best Workplaces for Women
project
The development of women employees and so on and so forth.
When communicating with external candidates
They think it’s very
This feeling is very good
I think this company is really willing to do
In order to create such a great workplace
Create some for employees
Let them feel happy
It really makes them feel that the creation is valuable
So these external candidates are communicating with us
Will be willing to say
I’m willing to take it a step further
Get to know your opportunities
Also, I really want to join your company
So in this case, we’re talking about employer branding.
It served as a very good catalyst.

04:57Interviewer: Then we have a third question
Which welfare policy or practice is the best in Align China?
Right here in your mind.
What was the first thing that jumped out of your head?

05:11Jenny Huang: I will share first
I believe in this new generation
There will be more feelings
Because this is about feelings
It’s about feelings.
It’s more about our somatosensory
This generation may be different from ours
And different employees
He feels differently.
I will stand in a more feedback scene to see
It’s a two-way street.
I would think of it as our positive recognition platform called Uplift.
Then this uplift is actually in Chinese
More of a counterpart is an inspiring platform
In this inspiring platform
We can actually use some points.
And then interacting like this.
Reward very instantly
It’s not really a benefit.
It is more of a
How can we provide emotional value to employees?
And then, through this emotional value?
Then better provide employees with such a somatosensory
So as to achieve a scenario of benefit

06:10I’m going to talk about it as being instantaneous.
And it’s a cross-regional
It’s not just within the scope of China,
but we can also encourage our various global
friends from various other worlds and regions
And then we see different behaviors,
different positive recognition
Then we were in different months
There will be, for example, different themes
Well, you all know that.
We deserve recognition
Worth seeing
And one effect of this
Is a very positive effect.

06:48Hannah Zha: Actually, Jenny and I have the same idea
The first one that came to my mind
the platform of Uplift
First of all, I think the whole presentation of Uplift
In fact, it is very similar to GenZ’s habit of using this platform
Because GenZ grew up in an age of technology
Is that we may have different social platforms from an early age
Online social platform
So Uplift
The whole way it’s presented
It is very similar to our usual usage habits.
So when we use this platform
It’s very hands-on.
So for us young people
In fact, we really like this platform

07:22In addition, from the perspective of its welfare
I think there are two aspects that are important
It doesn’t matter if it’s from my personal experience.
Or when we do the survey of GenZ and get the results
You can see the first point
GenZ still values the feeling of approval very much
The feeling of approval
It’s very important to us.
Uplift, It exists
One is it’s immediacy.
When I do a good thing
I could get recognition right away
It breaks down some of the so-called geographical divides.
There are some gaps in the hierarchy.
I did something.
In fact, it can be seen by many senior leaders
I can even get a boost right away
In fact, for us young people
For someone just starting their career
Is a very big recognition
I think GenZ is a very agility and flexible generation
So something they can get points by themselves.
Allow yourself to combine some of the benefits you get
It’s very attractive to us.
Because uplift is actually an integral value
You can exchange it for some benefits I like.
It’s not about what the company gives me.
Therefore, such a form is actually
Very suitable is a requirement of GenZ
And whether it’s recognition
Or the need for welfare
Uplift is a very good practice

08:41Interviewer: Thank you all.
Thank you all for sharing.
I believe
After our sharing
Will be on various social media
After dissemination on various platforms
It will benefit more businesses
Thank you very much.

访谈以普通话录制。以下为影片中的字幕。

00:05主持人：我们请到爱齐中国的三位人力资源的同事
人力资源的负责人Jenny
然后是负责招聘的Michelle
然后是管理培训生Hannah
非常高兴啊
有三个问题问到三位
在您的企业中建立高度信任的最大收益是什么？

00:27黄震洋 Jenny Huang：很高兴主办方Great Place To Work™的邀请
然后呢我们也有
今年能够参加这个
卓越职场的这个庆祝
那谈到这个信任
我们一直在说信任实际上是基石
那这个信任的获益是什么呢
更多的是获益的是我们的员工
我们的企业和我们的组织
那信任实际上更多的是一个我们员工基石的回响
但有了信任以后
其实才会有我们双方的一个相互的支持
然后对业务的正向的激励
还会有组织的一个正向的发展
这个其实是一个双向奔赴的正循环

01:08那我们的获益更多的是说
我们的员工能够通过信任这个组织
信任我们整体的业务的方向
能够带来更多的公司的成长
包括给我们的消费者带来更多的获益
还有对于我们组织来说
我们信任员工
能够有更大的归属感
更好的合作和机制
整体的大的环境下
有这样子的一份信任的这种责任
那么未来我们就可能去创造更多的一些可能性
而且能够培养我们组织的一个韧性
这个韧性对于我们在乌卡时代
尤其现在这种不确定的场景下
是非常重要的
有了这份信任
我们才能有所承担
有了一些障碍和阻力的时候
当我们在需要跌倒再爬起来
或者是说在彼此的
把自己的肩膀交给别人的
这个过程中的时候
我们才能够去创造更多的价值

02:10主持人：好的谢谢
那第二个问题
与我们卓越职场合作
请问您这边最大的收获是什么

02:20黄震洋 Jenny Huang：这个问题我先来回答
我会觉得
Michelle作为我们的招聘的负责人
其实是有真实可见的感触
关于我们这个卓越职场
我们其实在尤其是疫情以后
一直在打造这样子一个雇主品牌
那它的感知力和号召力是非常强大的
在这个之前
我们还不是一个卓越职场的时候
其实我们一直在问我们一个问题
什么样的职场是一个卓越的职场
那我们怎么能够变成它那个样子
那在这个过程中
我们一直在去跟员工互动思考
而且我们在评选的过程中
其实是帮助我们来梳理了
我们自己的业务和场景

02:59那我们其实是不怕失败的
包括我们跟GPTW的CEO Jose探讨的时候
我们其实会celebrate我们自己的失败
其实在评卓越职场获益的时候
我们也想到了
我们是不是也会有很多的这样的反馈
是说我们并不是卓越职场
那在这个过程中
其实我们也获益良多
员工也提出了很多我们还没有做到
和我们需要做到的这样的一个场景
其实是组织文化的一个互信和互利的一个过程
同时呢
我们也是以卓越职场为标杆
在不断的向这个改善
然后变成更好的样子

03:45陈维娜 Michelle Chen：其实在招聘当中
我觉得有个很明显的体现
就是之前
我们在没有获得Best Workplaces for Women™的时候
我们传递给外部员工的一些话术
可能觉得相对简单一些
但是当我们后来逐渐为了要获得这个奖
我们做了很多的工作
我们去跟一些女性候选人在沟通的时候
我们会把为Best Workplaces for Women做的所有事情
项目
女性员工的发展等等这样一些事情
去跟外部候选人沟通的时候
他们觉得是非常
这个感受特别好
觉得这家公司原来是真的是愿意
为了打造这样一个卓越职场
给员工创造一些
让他们感觉到幸福的地方
真的是让他们有觉得创造的有价值
所以这些外部候选人在跟我们沟通当中
就会愿意说
我愿意更进一步去尝试
去了解你的机会
同时我真的是很想加入你的公司
所以在这个我们讲雇主品牌宣传这块
是起到了一个非常好的一个推动的作用

04:57主持人：那我们就第三个问题
在爱齐中国哪一项福利政策或实践是最佳的？
就在您的这个脑海中
一下子第一个反应跳出来的是什么

05:11黄震洋 Jenny Huang：我先来分享
我相信我们的这个新新人类
会有更多的一些感触
因为这个是关于feeling的
是关于感受的
那更多的是说我们的体感
可能跟我们的不同的这个代际
和不同的员工
他的感受是不一样的
我会比较站在一个比较回馈的场景来看
是一个双向奔赴的场景
我会认为是我们的叫Uplift的积极认可平台
那这个uplift其实在中文里头
更多的是对应的是一个鼓舞的平台
在这个鼓舞的这个平台里头
我们其实是可以去用一些积分
然后互动的这样子一个场景
非常即时的去做奖励
它其实不是一个福利
它更多的是一个
怎么能够去给员工提供一个情绪价值
然后呢通过这个情绪价值
然后更好的给员工提供这样子的体感
从而达到获益的一个场景

06:10那我会讲到它是一个即时性的
而且它是一个跨区域性的
不仅仅是我们在中国的范围内
我们还可以去鼓励到我们各个全球的
各个其他世界和地区的小伙伴们
然后呢我们看到不同的行为
不同的积极的认可
然后我们在不同的月份
还会有比如说不同的主题
这样子的话大家都知道
我们是值得去认可的
值得去被看见的
而且这样产生的一个效应
是一个非常积极和正向的

06:48查晗 Hannah Zha：其实我跟Jenny的想法是一样的
第一个到我脑海中的
其实也是Uplift这个平台
首先我觉得Uplift整个呈现方式上
其实是和GenZ使用这个平台的习惯是很像的
因为GenZ是成长在一个科技的时代
就是我们可能从小就开始会有一些不同的社交平台
网上社交平台
所以Uplift
它整个的呈现方式
是和我们平常的使用习惯非常像的
所以说我们在使用这个平台的时候
其实是非常上手的
所以我们年轻人来讲
其实是非常喜欢这个平台的

07:22另外呢其实从它的福利角度来讲
我觉得有两个方面是很重要的
不管是从我个人的感受来看也好
还是我们去做一些GenZ的Survey得出的结果也好
可以看到首先第一点
GenZ还是非常看重认可的感受的
认可的感受
对于我们来说是非常重要的
那Uplift这个平台它存在
一是它是有即时性
就是当我做了一个好的事情时候
我马上能够得到一个recognition
它也打破了所谓的地域上的一些隔阂
包括层级上的一些隔阂
我做了一些事情
其实可以被非常多的senior leader看到
我甚至可以马上获得一些boost
其实对我们年轻人来讲
刚刚进入职场的职场小白来讲
是非常大的一个认可
我觉得GenZ是非常有agility和非常flexible的一个generation
所以说一些可以自己去获得积分
让自己去组合一些获得的福利的方式
对我们来说吸引力是非常大的
因为uplift其实它是一个积分值
可以去换取我喜欢的一些福利
而并不是说公司给到我什么就是什么
所以这样的一个形式其实是
非常符合就是GenZ的一个需求的
那不管是从认可感来讲
还是对福利的需求也好
Uplift都是非常好的一次实践

08:41主持人：谢谢三位
感谢三位的分享
我相信
我们的这个分享之后
会在各个社交媒体
各个平台啊传播之后
会让更多的企业能够受益
非常感谢各位谢谢