中国耀华车队发展历程： 中国耀华车队成立之初，以“热情、真诚、公心、决心”为核心，确保耀华车队服务体系的完整性，不让团队成员感到压力。组长总是耐心教导组员管理。每个管理员都应该受到仔细的控制。他不应该随意上任。在一些特殊的问题上，他也是无私的，不需要感情。他可以用一碗水来实现真正意义上的公平、公开和正义。这让团队成员放心，这一切都是平等的，让大家在同一条线上共同发展。耀华成立于7月30日，成立之初，连续运输次数不到5人次。废旧迎新后，积极招人，耐心好客。耀华再次快速发展，达到平均10人联运人数的前提下。但是，我们不能专注于当前进一步积极稳定发展的需要，需要脚踏实地一步一步往前走，因为我们都知道，这种事情是不可能的紧迫的。同时，我们更注重耀华车队的质量控制。我们平时进行线下培训和线上娱乐的方式，让我们在平日习惯、喜欢、建立团队成员与团队成员之间的关系，让我们在多式联运过程中紧密合作，微笑与和谐。这也是队长喜欢听到的声音，也就是队员们的声音。我们找到出发点、切入点、落脚点、着力点和关键点来落实团队成员反馈的问题。我们会一一破解，真正做到让每个团队成员都放行政管理和行政监督权，让每个团队成员都能发表意见，实现监督权。领队也会积极采取相关措施，让耀华更上一层楼。慢慢的，我们会从10人变成15+联运。但是，我们对第二个并不满意，因为我们知道更好的机会还在后面。我们将不断创新，真正废除不合理的地方，让不合理的地方更加人性化。耀华领队为此制定了福利政策，让大家玩得开心，有奖拿，没有太多困难。这让每个人都更加积极地参与到每晚的多式联运中。就这样，在细心的线下教学群里，线上一片欢声笑语，热烈讨论。就这样，我们欢声笑语迎接了20人。这个时候，我们的管理层也需要更加努力，积极审核培训组长的要求，多审核管理，让大家共同进步。只要有基础，在组长的管理上少培训和监督，5天就能诞生新的管理层  China Yew Wah Racing Team Development History: At the beginning of its establishment, China Yew Wah Racing took "enthusiasm, sincerity, open-mindedness and determination" as the core to ensure the integrity of the service system of Yew Wah Racing and not let the team members feel pressure. The team leader always patiently teaches the team members to manage. Every administrator should be carefully controlled. He should not be in office at will. On some special issues, he is also selfless and does not need feelings. He can use a bowl of water to achieve fairness, openness and justice in the true sense of the word. This reassures team members that it's all equal, keeping everyone on the same line and developing together. Yew Wah was established on July 30, and at the beginning of its establishment, the number of consecutive transportation was less than 5 person-times. After the old and welcoming the new, actively recruit people and be patient and hospitable. YWIES once again developed rapidly, reaching an average of 10 people. However, we cannot focus on the current need for further positive and stable development, and we need to move forward step by step on a down-to-earth basis, because we all know that such things cannot be urgent. At the same time, we pay more attention to the quality control of Yew Wah Fleet. Our usual offline training and online entertainment let us get used to, like, and build relationships between team members and team members on weekdays, and let us work closely together in the multimodal transportation process, smiling and harmonious. This is also the sound that the captain likes to hear, that is, the voice of the players. We find the starting point, entry point, foothold, focus point and key point to implement the feedback of team members. We will crack them one by one, and truly let each team member delegate administrative management and administrative supervision rights, so that every team member can express their opinions and realize the right of supervision. The tour leader will also actively take relevant measures to take Yew Wah to the next level. Slowly, we will go from 10 people to 15+ intermodal transport. However, we are not happy with the second one because we know that better opportunities are yet to come. We will continue to innovate to truly abolish unreasonable places and make unreasonable places more humane. The YWIES team leader has formulated a welfare policy for this purpose, so that everyone can have fun and win prizes without too many difficulties. This allows everyone to be more actively involved in the nightly multimodal transport. In this way, in the careful offline teaching group, there was a lot of laughter and heated discussion online. In this way, we greeted 20 people with laughter. At this time, our management also needs to work harder, actively review the requirements of the training team leader, review the management more, and let everyone make progress together. As long as there is a foundation, less training and supervision in the management of the team leader, a new management can be born in 5 days