In the past, the traditional textile industry faced significant challenges in terms of labor supply. The workshops were noisy and dusty, and the intense shift work mode made many people, who sought comfortable working environments and flexible schedules, hesitate. Many people preferred to choose industries such as delivery and courier services. At the same time, factors such as insufficiently attractive salaries, limited career development opportunities, and inadequate guarantee systems also led to an increasingly severe problem of employee turnover. Even though some enterprises offered monthly salaries of over 10,000 yuan, they still struggled to retain key talents. During the process of promoting intelligent transformation in the industry, the original operators found it difficult to adapt to the technical requirements of new equipment, while emerging positions such as intelligent manufacturing engineers faced a shortage of talents. This resulted in a situation where "old employees couldn't be retained and new ones couldn't be recruited". 

Facing this predicament, the textile industry has taken various measures such as its own transformation, regional policy support, and optimization of the industry ecosystem, to explore a transformation path that ensures stable employment. 

As the employer, enterprises actively take actions in three aspects: production environment, salary and benefits, and career development. In the production environment, many enterprises have increased investment to upgrade ventilation, noise reduction, and dust removal facilities in the workshops, replace old equipment, and create a clean, safe, and modern working environment. For example, a 5G intelligent factory in Zhejiang reduced the number of baling workers from over 300 to several dozen through the upgrade of automated equipment. This not only reduced the labor intensity but also increased production capacity, enabling employees to shift from repetitive physical labor to more valuable positions such as technical operation and equipment maintenance. 

In terms of salary and benefits, enterprises are gradually changing the traditional fixed salary model and establishing a diversified salary system that includes basic salary, performance bonuses, and skill subsidies. They also add seniority bonuses, high-temperature subsidies, and festival benefits. They improve the "five insurances and one fund" and supplement commercial insurance. Some enterprises have also introduced measures such as marital housing assistance, paid vacations, and assistance for children's education, effectively enhancing employees' sense of belonging and security. 

In terms of career development, the enterprise has established a clear promotion path from operators to technicians, team leaders, and management personnel. It also collaborates with vocational schools to conduct customized training and new apprenticeship training, focusing on specific skills improvement for different job positions, helping employees realize their personal value. Some textile enterprises in Fujian successfully recruited over 70 new employees through local recruitment activities and training programs, enabling new production lines to operate at full capacity, increasing monthly output by over 2.7 million yuan, which validates the actual effectiveness of the enterprises' proactive reforms. 

Through these measures, the textile industry is gradually overcoming the employment difficulties and making "stable employment" a solid foundation for high-quality development. 

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