The conference will be held online, with 10 venues in 6 major regions

▲Shenyang Regional Conference Site

▲Chongqing Regional Conference Site

▲Southern Region Conference Site

Execution of landing determination

       At the meeting, the general managers of markets and operations in each major region, as well as the heads of various functional centers, respectively made job reports. In the report, the managers summarized their responsibilities for 2021, focused on analyzing the existing problems in their work, and elaborated on the work goals and promotion measures for 2022. In 2021, the group's market expansion reached a historical high, but internal management exposed some problems that did not match the rapid development: the efficiency failed to achieve synchronous growth with revenue; Rapid development has led to insufficient attention to new employees and a need to improve retention rates; The construction of a high-quality talent team lags behind; The insufficient ability of functional teams to continuously innovate and lead the company's development will affect and constrain the company's future high-quality development.

       General Manager Gai focused on commenting on the work of functional departments, pointing out the shortcomings and gaps in their work. He emphasized that functional departments are at the forefront of the company and must lead its development, sharing responsibilities with the operations department. At the meeting, General Manager Gai also emphasized several thoughts:

      How to maintain a longer "youth period" for enterprises?Jianliyuan currently has over 10000 employees and is no longer a small enterprise. It must promote the company's development through changes in management concepts and mechanisms. In 2021, while the group is rapidly developing, it has also exposed some problems, indicating that the supervision and control of projects by functional departments are weakening. It has been proven that while a company grows, if management cannot keep up, it will decline. At present, Jianliyuan is in its "youth period". We must exert ourselves, dare to take responsibility, proactively solve problems, avoid internal friction, ensure the company's sustained and rapid development, and extend the "youth period" of the enterprise.

       How to be an excellent manager?As a manager, it is our responsibility and obligation to cultivate our subordinates, and we must increase our training efforts to strengthen the company's management philosophy and ideas; We must have a broad mind and a deep understanding that achieving a team is achieving ourselves; We must dare to challenge, dare to break through, boldly let go, and give employees opportunities and platforms; We must benchmark excellence, constantly reflect, and constantly grow and improve.

       How to position the future development goals of the enterprise?We must have a clear understanding of the industry and a clear direction for development. What we need to do is to leverage the company's strong management foundation and cultural heritage to create supply chain advantages, digital systems, core competitiveness, and provide customers with safer ingredients and high-quality services, achieving an absolute industry-leading position for Jianliyuan!！

       At the end of the meeting, the chairman gave a concluding speech, stating that in 2021, we have ushered in the historical intersection of the 100th anniversary of the founding of the Communist Party of China and the "two centenary goals". Jianliyuan has officially entered its third decade, with rapid market expansion and new high performance.

       The recommended director highly affirmed the hard work of all employees, highly praised the combat effectiveness and dedication demonstrated by the staff of Jianliyuan in the face of difficulties and challenges, and highlighted the breakthroughs made by the group in information technology construction, supply chain construction, and smart school meals. While acknowledging the achievements, the board of directors clearly pointed out the shortcomings exposed by the group during its rapid development process, including uneven regional development, insufficient employee care and training, insufficient high-quality development, and lagging management of functional departments. They also put forward clear goals in market development, talent training, information technology promotion, and supply chain construction.


       The recommended director emphasized that the goal should not only be written in the responsibility statement, but also the responsibility should be consolidated, decomposed layer by layer, and effectively implemented. Each department should have the motivation to "not give up until the goal is achieved". The recommended director also emphasized that the implementation of the goal requires the succession of talents. The group always adheres to the "four talents" employment concept, regards talents as the "wealth" of the enterprise, attaches importance to the common development of employees and the enterprise, builds a platform for employees to realize their personal value, and allows employees to share the achievements brought by the development of the enterprise. As long as we work together, persevere, and push the enterprise towards the goal of "high-quality development", we will definitely be able to expand and strengthen the business of Jianliyuan, take Jianliyuan to a new height, and create a better tomorrow together!