Where is the way out for talents in the industry of sharing economy

Where is the way out for talents in the industry of sharing economy?

I have visited several suppliers and manufactories in smart locks these days. As a supply chain link of intelligent locks on bicycles, they generally responded that the tide for bike sharing wave has ended in China.

Vivian, the business manager from one of the major suppliers of smart locks in Shenzhen, said that in 2018, their company produced more than one million smart locks for bicycles. Customers couldn’t wait one second to carry cash directly to pay them. Checked the goods themselves and pulled it away immediately after inspection.

In China, the violent market share competition for sharing bicycles has come to an end, Mobike won the final and drew a line for this issue. OFO finally phased out the market, some smaller ones can only be found in small cities, such as DIDI.

After the tide fades, many professionals in the industry, especially technicians and project managers, engineers who dedicated to shared bikes were forced to look for new jobs owing to the short company and project life.

It is difficult for people to find a good alternative one within a short period of time.

They feel scared and pessimistic about the future of sharing economy. Thus numerous shifts to other industries when you look for another job. The market guides the way of resources including money and talents. Individuals are powerless in the tide of times. Where the huge flows of capital go, the resources are accumulating.

The same situation happed for talents in the smart industry. They are facing the same problems and challenges led by the fierce competition of smart products especially new designs and rapid updates of the features and functions.

Bike sharing stirred the wave of sharing economy. Many professionals and constitutes believe it will become the direction of living and economic model in the near future. However, we always need to pay attention to humanistic care for talents in this industry. All in all, talents are the core competitiveness.

  • Could any organization and personnel notice the occupation anxiety existing among the talents in the industry?
  • Is there any alternative job choice for them once they join this industry?
  • Is there any solution to provide a long term solution for them to focus on their current industry.
  • How to achieve a long-term solution?

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