Liu said: our employees are happy to serve, and happy to go to work .

Employee benefits has been emphasized, he proved himself not just say it this time.

On October 27, Jingdong a letter from the personnel department sent messages appear, East of Beijing is grass-roots staff's salaries in the corporate overhaul , including grass-roots wage increase no less than 10%, supervisors and managers not below the level of wage increase for you 20%. Meanwhile, key strategic talent group, the gains of the Jingdong will set up more flexible competitive space.

Publish salary details in the email include:P/T1 staff polling does not lower than 10%,M1&M2, P/T3, P/T2 (supervisor, Manager) salary polling is not less than 20%, entered into force on April 1, 2017 . Jingdong internal staff is professional and management development series, professional series from P1, T1 to P6, T6, manage sequence from M1 to M5.

It is reported that Jingdong the salary increase would be much greater than current Internet--9% annual polling average.

Employees in the wage increases is the CEO Liu Jing dong Group during a recent routine Executive directly on the earlier decision. He has represented internally, with the maturing of Jingdong Group's business, Beijing East will devote more resources to increase employee salaries and benefits competitive and improvements to the work environment, was brought about by the company's growth by more talented employees to share in return.

In August this year, Jingdong more 28.847 billion dollars in revenue in a fiscal year for the first time entered the Fortune 500 list, and became the first to enter the world top 500 of Chinese Internet enterprises.

The rise of enterprise development, Liu's move sends a signal to the outside world: focus on talent .

Today's decline in the battle for high-tech industries on the Internet technology, the major companies are already in the high-tech field of separation of power. In a couple of big-stick war, competition for talent has become a key breakthrough.

According to the international financial newspaper, Huawei had sharply in 2013 for staff salary. The same year, ZTE has published the plan of stock option incentive, a one-time stock options granted to employees in total equity 3%, whose ultimate goal is "boost morale". As a domestic e-commerce giant Alibaba is several times with bonuses, option awards and special red envelopes provide benefits for their employees.

Such visible incentives prove to be effective. To Ali Baba, for example, 2015 "double 11" 's turnover reached 91.217 billion, an increase of 59.7%.

In addition to the pay adjustment, Jingdong have dormitory and cafeteria environment for China to conduct investigation, will shortly be fully improved working and living environments, which Liu said "to let the people to live in dignity".

Liu did.

刘强东曾说过：我们的员工都应该快乐地去服务，开心地去工作。

而一直强调员工福利的他，这次用行动证明自己不只是说说而已。

10月27日，一封由京东人事部门发出的邮件显示，京东将对公司中基层员工的薪酬进行大幅调整，其中基层员工加薪幅度不低于10%，主管、经理级别的员工加薪幅度则不低于20%。同时，针对重点战略型人才群体，京东将设置更加灵活有竞争力的涨幅空间。

这封邮件中所公布的涨薪细节包括：P/T1 员工薪酬普调不低于10%，M1&M2、P/T3、P/T2（主管、经理级）薪酬普调不低于20%，2017年4月1日生效。而京东内部对于员工采用的是专业和管理两条发展序列，专业序列从P1、T1一直到P6、T6，管理序列则由M1到M5。

据悉，京东此次调薪幅度将远超过目前互联网企业的年度普调平均值——9%。

此次针对中基层员工的大幅加薪是京东集团CEO刘强东在近日的例行高管早会上直接拍板决定的。他曾在内部表示，随着京东集团业务的逐渐成熟，京东将把更多的资源投入到提升员工的薪酬福利竞争力和工作环境改善中去，让更多优秀的员工分享公司成长所带来的回报。

今年8月，京东以上一财年288.47亿美元的营收首次进入世界500强榜单，并且成为第一家进入世界500强的中国互联网企业。

而在企业发展的上升期，刘强东此时此举向外界释放了一个信号：关注人才。

当今高新互联网行业关于技术的争夺日渐式微，各大企业早已在高新技术领域形成鼎立之势。而在几大巨头的卡位战中，对于人才的争夺已成为突围的关键。

据《国际金融报》，华为曾经在2013年对员工进行大幅涨薪。同年，中兴通讯也发布《股票期权激励计划》，一次性授予员工占股本总额3%的股票期权，其最终目标也是“提振士气”。作为国内电商巨头的阿里巴巴更是多次以年终奖、期权奖励以及特别红包的方式为员工提供福利。

而这样看得见的激励也被证明是有效的。以阿里巴巴为例，2015年“双十一”的交易额达到912.17亿，同比增长59.7%。

除了薪酬的调整，京东也对中国的员工宿舍及食堂环境展开了排查，将在短期内全面改善员工的工作及生活环境，这源于刘强东说过的“要让员工活得有尊严”。

这次刘强东做到了。