Communication System
  • At its establishment, Ryder adopted a people-oriented management principle: "The employees are the company's asset, and the company grows with its employees." The company seeks to foster and promote respect, egalitarianism, harmony and initiative in its company culture. As part of this, we have created our own unique cross-level internal communication system.
  • The system is known as the 1+3 Communication and Negotiation System (in Chinese culture, it is a much-loved practice to use numbers to encapsulate concepts in titles!). '1' refers to 'One Goal' held by all employees, a unity of purpose born of open and clear communication and belief in an affirmative, win-win relationship between employer and employee. '3' refers to 'Three Platforms' of communication, between top management, middle management and frontline workers. Each of these groups gets contact with the two others in regular face-to-face meetings.
  • Thus, strategic decisions of the top management can be delivered through every level of the company to each employee, and the voice of employees from the factory floor upwards can be heard by top management. Decision makers are empowered by knowledge of the realities of work in other parts of the company. The management mode changes from unidirectional to interactive, and decision-making changes from being unilateral to consensual.
  • The system creates a closed-loop negotiation chain, and has contributed to an atmosphere in which staff members are confident to talk, willing to talk, and able to talk. It is Ryder's experience that staff members are happy to be able to offer feedback to managers who open doors of communication with them. When managers hear staff concerns first hand, it not only dispels misunderstandings and averts conflict, but also improves the trust within the company. Employees at multiple levels may become more engaged with the strategic decision making process, and may also contribute to the continuous improvement of operations by offering expertise on their respective work areas. We have found that the 1+3 Communications System gives employees a greater sense of ownership and stimulates creativity and motivation.
  • Ryder has won public acclaim for its innovative 1+3 Communication System, which is now being promoted by Shenzhen government authorities and taken up by an increasing number of companies in and beyond Shenzhen.
  • In pursuing its vision of people-oriented management, Ryder has won a series of government labour-relation awards, including:
  • Top Ten Enterprise for Employee-Care
  • Advanced Unit for Industrial Accident Prevention
  • Unit of Law-Abiding Integrity in Labour
  • Shenzhen City Harmonious Labour Relations Enterprise
  • Safe Employer for Migrant Workers.
  • The company constantly reviews and improves its management concepts in sync with changing economic conditions and social progress in China. Of particular concern has been how to strengthen the sense of social responsibility in the company, upholding the guiding principle of 'Corporate citizen, preferred employer'.
  • In its future development, Ryder will continue to manage in a people-oriented way. Against the backdrop of rapidly changing internal and external conditions, it will seek sustainable management strategies, keeping the company aligned with social and economic developments, always with the goal of win-win relationships between the company and its people.