The meeting started promptly at ten in the morning and didn’t end until two in the afternoon.
For four full hours, Liu Yutong laid out detailed plans for the six major business groups, covering specific strategies, annual targets, evaluation mechanisms, and resource allocation.
For example, the Commercial Consumer Retail Group was tasked with establishing twenty Wanlong Plazas nationwide within three years, covering all second- and third-tier cities in East and South China to build a scale advantage.
Qingyin Tea Drinks needed to expand to over 300 stores by the end of next year, aiming for the top three in the country.
Supermarkets were to proceed steadily while maintaining their reputation.
The Technology Group was under heavy pressure: they had to produce an engineering prototype of the Longyao phone by the end of the year, secure contracts with all core supply chain partners, and ensure the overseas launch of the first-generation Longyao phone took place before next May—no delays allowed, only earlier.
The Digital Group faced similar challenges.
Projects like WeChat and LongPay had only just launched, yet Liu Yutong demanded that the first version of these products be completed by the end of the year, with the ability to integrate with Wanhui Preferred’s offline scenarios for initial traffic sharing.
The Entertainment and Media Group had a relatively lighter load, basically focusing on the show "The Voice of the Dragon Kingdom" while coordinating with the stadium under construction to set up the stage early, ensuring the finals in October could be held smoothly in Pearl City.
Xu Shishi of the Supply Chain and Logistics Group received an incredibly challenging task: within five years, build a smart logistics network covering East, South, and North China, achieving same-day delivery within cities and next-day delivery between cities.
Logistics wasn’t just about efficiency—it was also the most cash-burning division in the group.
Liu Yutong personally took charge of the Finance and Investment Group, handling strategic direction herself while delegating execution to Su Mansu.
Although the targets set for everyone were incredibly high, no one complained or moaned about the hardship.
From this decisive series of reforms, everyone caught the same scent:
The Young Lady meant business. She wanted to push the Wanlong Group into the Fortune Global 500 in the shortest possible time.
Because this new organizational structure was built entirely to the standard of Fortune Global 500 companies.
As the meeting neared its end, Liu Yutong suddenly changed the subject, bringing up a topic that caught most people off guard.
“Everyone, before we close this meeting, I want to talk about something off-topic first.”
“A few days ago, I attended Yaya’s parent-teacher meeting. In the classroom, I noticed a detail—most of the people there for the kids were grandparents.”
“Where are the parents? Either working in other cities or running businesses in big cities, barely making it home a few times a year. The kids are basically being raised by these elderly folks.”
“Those grandparents—when they were young, they raised their own children. Now, in their middle and old age, they’re still helping out by raising their grandkids. Many of them have been trapped in their hometowns their whole lives, especially in small rural places. They might never have had the chance to see the outside world.”
“I thought to myself: How many of our 1,200-plus employees at Wanlong Group are in the same situation? Parents back home, kids back home, while they work their tails off here. Because work is busy, because they’re reluctant to spend money, because of all sorts of real-world reasons, their parents have hardly ever traveled far.”
“That parent-teacher meeting reminded me—when I first founded Wanlong Group, I promised some of you here that direct family members, especially parents, would get at least one trip arranged every year.”
“But over the past two years, I’ve been so busy that I completely forgot about it. If not for that parent-teacher meeting, I might have kept breaking that promise.”
As she said this, Liu Yutong’s gaze slowly swept over Yun Cheng, Yu Xin, and Ma Da—the veterans who had been with her since the beginning.
A few of them sheepishly lowered their heads.
They hadn’t forgotten—they just didn’t think it was necessary to trouble the company.
After all, core members already had high annual salaries and good benefits; they could easily pay for their parents to travel on their own. Why should the company foot the bill?
But Liu Yutong clearly saw it differently.
“Let me make this clear: if I, Liu Yutong, say something, I mean to keep my word!”
“I’ve decided: starting this year, Wanlong Group will hold its first-ever direct-family employee trip. Whether you’re a core member or a regular employee, whether you’re a president or a delivery driver or a service worker—if you have a formal contract, your direct family members will all be sent on a trip by the company!”
“All expenses will be covered by the company!”
“Five-star hotel accommodations, professional tour guides, and full medical support on site—everything will be in place!”
“What’s more, we’ll go into detail: based on the health and preferences of each employee’s direct family members, we’ll tailor different travel routes. Want to go to the capital to see the flag-raising at Tiananmen or the Great Wall? Want to head south or north for a seaside vacation? Want to visit the southwestern provinces to experience the unique ethnic customs and see the magnificent scenery? All options are available.”
“If they don’t want to travel far, they can choose nearby resorts—the company will arrange that too!”
As soon as she said this, the meeting room erupted with whispers.
“Chairman, this… this would cost an absolute fortune!” one professional manager couldn’t help but blurt out.
He knew that the group’s formal employees included full-time riders and delivery drivers, making the number immense.
Su Mansu had been prepared for this and immediately responded: “I’ve already calculated. The group currently has about 12,000 formal employees, including full-time riders and full-time delivery drivers and other blue-collar positions.”
“Even if we count only unmarried employees with just their parents—that’s between 200,000 and 300,000 people. Removing those unable to travel due to health or scheduling issues, the final number of participants is estimated at around 200,000. Factoring in five-star hotel accommodations, bus rentals, ticket costs, and discounts, the per-person budget is expected to be around 3,000 to 4,000 yuan, with a total budget no less than 600 million yuan. The final cost should fall between 600 and 800 million yuan.”
Hearing that number, many in the room felt their hearts skip a beat.
Six to eight hundred million!
That wasn’t a small sum—how many listed companies made that much profit in a year?
Some instinctively thought this was a wasteful expense; it would be better to just hand out cash.
Liu Yutong, guessing that some might think that way, continued:
“I know some of you think giving cash would be more practical. But have you considered this: if we give cash, would the parents of those ordinary employees actually spend it? Most likely, they’d save it—to buy their kids an apartment, to fund a wedding, for retirement nest eggs. So I won’t hand out cash. I’ll tell them: if you don’t go, you’ll be wasting this chance, and it expires! Only then will they truly step out and see the world.”
"These employees' parents have worked hard their whole lives, giving their best years to their families and their children. They have poured themselves out, and they deserve to be treated with kindness."
"Additionally, to prevent any situation where employees' parents go on vacation and leave their children unattended, arrangements will also be made for the employees' children. During the summer break, the company will hire professional childcare teams and instructors to take the kids to amusement parks, zoos, and science museums for educational trips. The adults will enjoy their time, and the children will enjoy theirs, each without interfering with the other—so employees have no worries."
"Ma Da, your HR department will take the lead on this. Finance will coordinate, and each business unit will implement it. By July, we need to have collected all information on employees' parents—such as their details, health conditions, and travel preferences—so that the first tour groups can depart in July!"
Ma Da immediately stood up. "Yes, The Young Lady! I'll arrange for it right away!"
Liu Yutong nodded, then swept her gaze across everyone in the room.
"I know some of you might have doubts, but please remember this: Wanlong Corporation is not a company that only cares about profits. I want every person working with me to stand tall with pride! I want their parents to be looked up to—even proud—because their children work at Wanlong Corporation!"
"This is the corporate culture I want to build!"
As her voice faded, thunderous applause erupted.
Those professional managers who had worked at big corporations now looked at Liu Yutong with more than just awe and respect.
There was also a genuine sense of emotion and belonging.
A boss who treated her employees' parents like her own—they had truly never seen such a thing before.
Some of the brothers and sisters who had been with Liu Yutong since the very beginning had tears welling up in their eyes.
They had followed The Young Lady for two years, from selling lobsters to building this business empire. No matter how big it grew, The Young Lady never forgot them.
The Young Lady—through fire and flood!
Yun Cheng watched the radiant girl on the stage, his eyes filled with pride.
This was the person he would devote his life to following.
