The landscape of loyalty and commitment in Chinese workplaces is undergoing profound transformation.
While traditional Confucian values once shaped a culture of long-term dedication, today’s Chinese workplace reflects a complex interplay between established practices and emerging trends.
This article examines the evolving nature of workplace loyalty in China, highlighting the tensions between traditional expectations and new realities faced by professionals—especially expats—seeking to navigate this dynamic environment.
The Changing Foundations of Workplace Loyalty in China
Traditional workplace loyalty in China has roots in Confucian principles emphasizing respect, hierarchy, and long-term relationships.
However, recent data reveals significant shifts in how these values manifest in modern workplaces.
Key Cultural Influences: Traditional vs. Modern
| Traditional Values | Modern Realities (2025) |
|---|---|
| Guanxi (关系) – Personal connections and reciprocal relationships | Still important but increasingly formalized through professional networking platforms |
| Collectivism – Group harmony over individual success | Rising individualism among younger workers, with 54% prioritizing personal growth over company loyalty¹ |
| Hierarchical Respect – Deference to authority | Growing preference for flatter organizational structures, especially in tech and startups |
Research from the Center for Human Capital and Labor Market Research shows that as of 2022, around 54.11% of China’s workforce is between 25-45 years old², representing a generation with significantly different workplace values than their predecessors.
The “996” Crisis and Employee Retention Challenges
Perhaps the most significant development in Chinese workplace culture has been the rise and subsequent backlash against the notorious “996” work schedule (9am to 9pm, six days a week).
The 996 Controversy
Once championed by tech giants like Alibaba and JD.com, the 996 system has sparked widespread debate.
Jack Ma famously called it a “blessing,” but this perspective has faced growing resistance.
The “996.ICU” movement, launched in 2019, highlighted the severe health consequences of overwork, suggesting that adherence to such schedules could land workers in intensive care units³.
Employee Retention Factors: A Shifting Landscape
- Career mobility over stability: Unlike previous generations, young Chinese professionals increasingly value career growth opportunities over long-term employment, with job-hopping becoming normalized
- Work-life balance: Companies offering flexible schedules report 20% higher retention rates according to a 2024 PwC survey⁴
- Competitive compensation: While still important, salary alone is no longer sufficient to ensure loyalty
The Rise of “Lying Flat” and “Rat People” Movements
In direct response to intense work pressures, young Chinese are increasingly embracing alternative lifestyles that reject traditional workplace expectations.
New Workplace Resistance Movements
The “lying flat” (躺平) movement emerged in 2021, with young people deliberately opting out of competitive careers and consumerism.
By 2025, this has evolved into the more extreme “rat people” phenomenon, where young Chinese embrace a shut-in lifestyle, spending days in bed, surfing the internet, and ordering takeout⁵.
As one netizen posted: “When my energy is low, I become a rat person. Is it really that hard for people to understand?…Don’t talk to me—let me recharge.”⁵
These movements represent significant cultural shifts away from the loyalty-based model that dominated previous generations, with youth unemployment at 16.5% as of March 2025 contributing to disillusionment⁵.
Business Relationships in Transition
Commitment in Chinese business relationships is also evolving, balancing traditional expectations with modern practices.
Evolving Business Partnership Dynamics
| Traditional Approach | Modern Trend (2025) |
|---|---|
| Long-term contracts based on personal relationships | Data-driven partnerships with clear KPIs and performance metrics |
| Trust built through extended social interactions | Trust established through transparent business practices and reputation |
| Leadership influence highly centralized | Growing emphasis on distributed leadership and team empowerment |
Navigating Loyalty and Commitment as an Expat in China
For foreign professionals, understanding the nuanced evolution of loyalty and commitment in Chinese workplaces is essential for career success.
Strategies for Success in 2025
- Balance Guanxi with performance: While relationships remain important, demonstrable skills and results carry increasing weight
- Understand generational differences: Adapt your approach based on whether you’re working with traditionally-minded senior leaders or younger colleagues with evolving expectations
- Embrace flexibility: Companies like ByteDance have implemented a “1075” system (10am to 7pm, five days a week), demonstrating that major tech companies can thrive without excessive overtime⁶
- Recognize regional variations: Workplace cultures differ significantly between tier-one cities like Shanghai and Beijing versus emerging tech hubs like Chengdu and Hangzhou
Corporate Responses to Changing Expectations
Forward-thinking Chinese companies are adapting to these shifts with innovative approaches to employee engagement and retention.
Case Study: Huawei’s Employee Well-being Program
Huawei has implemented a comprehensive well-being program that addresses both physical and mental health needs.
With 28 health centers staffed by over 100 medical professionals, the company ensures accessible healthcare for employees globally. In 2022 alone, Huawei provided over 5,000 hours of counseling sessions and wellness programs including yoga and meditation⁷.
Conclusion
Loyalty and commitment in Chinese workplaces are undergoing significant transformation.
While traditional values continue to influence workplace dynamics, emerging trends—from the backlash against 996 culture to the rise of workplace resistance movements—are reshaping expectations for both employers and employees.
For professionals navigating this evolving landscape, success requires understanding both the enduring cultural foundations and the rapid changes reshaping China’s work environment in 2025.
Sources:
- HROne. (2025). “Is career loyalty important in China? The Surprising Truth.” https://hrone.com/blog/is-career-loyalty-important-in-china-the-surprising-truth/
- China Briefing. (2025). “Navigating China’s Evolving Labor Market in 2025.” https://www.china-briefing.com/news/chinas-evolving-labor-market-2025/
- UT Synergy Journal. (2024). “The Costs and Future of the ‘996’ Work Culture: A Crossroads for China’s Workforce.” https://utsynergyjournal.org/2024/12/22/the-costs-and-future-of-the-996-work-culture-a-crossroads-for-chinas-workforce/
- PwC China. (2024). “Employee Retention Survey 2024.”
- Newsweek. (2025). “China’s Economy Faces Rise of ‘Rat People’.” https://www.newsweek.com/china-rat-people-counterculture-work-economy-2062931
- EdStellar. (2024). “Chinese Work Culture in 2025: What Every Leader Needs to Know.” https://www.edstellar.com/blog/chinese-workplace-culture
- HROne. (2025). “What is the Work Culture in China? Unveiling the Dynamic Landscape.” https://hrone.com/blog/what-is-the-work-culture-in-china-unveiling-the-dynamic-landscape/
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