When discussing how to design policies to increase acceptance, we can first reflect on whether we should predict employee behavior based on region or other stereotypes, because everyone's personality, experience and work attitude are individual. Regardless of where employees come from, their response to change often depends on the following key factors: 1. Clearly and transparently communicate the reasons and goals of the change • Before formulating a policy, fully explain the background, necessity and expected results so that every employee understands the reasons for the change and reduces uncertainty. • Use a variety of methods such as face-to-face communication, internal lectures, and announcements to convey information to ensure that no information is missed. 2. Involve employees in the decision-making process • Invite representatives from different departments or teams to participate in policy discussions to ensure that opinions from all sides can be heard. • Initiate surveys, seminars, etc. to listen to everyone's ideas on the changes, identify specific problems and make timely improvements. 3. Establish feedback and communication channels • Establish channels for collecting opinions and suggestions (such as department meetings, anonymous feedback mechanisms, etc.) so that employees can express their concerns at any time during the policy implementation process. • Give timely responses to show that the company values everyone's opinions, so that employees feel their own value and reduce defensiveness. 4. Implement new policies in phases and pilots • For larger changes, consider piloting in select departments or projects first so that you can adjust and improve the policy based on the pilot results. • Scale up the success of the pilot to increase confidence in the effectiveness of the policy. 5. Training and support • Provide appropriate training to help employees understand the operational procedures and expected goals of the new policy, thereby reducing resistance caused by unfamiliarity. • Set up a dedicated coaching team to promptly answer questions encountered during implementation and ensure that employees can adapt smoothly to the new changes. In short, the key is to start from the actual situation, avoid relying on stereotypes, and focus on building an open and inclusive culture. Through transparent communication, employee participation, and continuous support, negative resistance to change from any employee, regardless of their background, can be effectively reduced.