On this issue, we need to first clarify a basic principle: **Any behavior that makes general judgments about groups based on labels such as region, ethnicity, gender, etc. is inherently stereotyped and prejudiced, and is not in line with the values of equality and respect advocated in modern business management. ** The personal habits, work efficiency and professionalism of employees have nothing to do with the region, but depend on the individual's self-management ability and the management mechanism of the enterprise. If an enterprise wants to improve its overall work efficiency and avoid employees from affecting their work due to unnecessary social activities, it can refer to the following universal recommendations： --- ### **1. Establish clear work norms and culture** *** Clear responsibilities and goals: ** Through a clear job description (JD) and OKR/KPI assessment system, employees can focus on core tasks and reduce ambiguity. ***Formulate communication rules: **For example, set a reasonable time for informal communication (such as lunch breaks and coffee breaks) to avoid excessive small talk during working hours; promote efficient meetings (such as setting agendas and limited-time speeches). ***Advocate result-oriented: **Take the results of work rather than the length of work or the degree of apparent busyness as the evaluation criteria, and avoid formalist management. --- ### **2. Optimize team communication efficiency** *** Make good use of collaboration tools: ** Use corporate WeChat, Dingding, Slack and other tools to replace inefficient offline communication and reduce the fragmentation of information transmission. ***Set up a "focus time period“:**For example, set a ”do not disturb time period" of 2-3 hours a day to encourage employees to turn off social software during this period and focus on key tasks. *** Training communication skills: ** Help employees distinguish between "effective socializing” and "ineffective small talk”, such as improving workplace emotional intelligence and sense of boundaries through communication training. --- ### **3. Focus on the essence of the problem, not the appearance** *** Avoid labeling attribution: ** If individual employees are found to be inefficient in their work, the reasons (such as unreasonable task allocation, insufficient time management ability, inefficient teamwork process, etc.) should be analyzed specifically, not attributed to geography or personality. ***Provide personalized support: **Understand employee needs through 1-to-1 communication, such as adjusting work rhythm, providing time management training, or optimizing the office environment (such as setting up a quiet office area). --- ### **4. Create a positive team atmosphere** ***Organize structured social activities: **Meet social needs through formal activities such as team building, sharing sessions, and interest groups, and avoid distracting energy during working hours. ***Set an example culture: **Recognize employees who work efficiently and convey the values of ”focusing on professionalism", rather than simply restricting socializing. ***Strengthen team goal recognition: ** Help employees understand the relevance of personal work and team goals, and enhance their internal driving forces. --- ###**Summary** Enterprise management should be based on respect for individual employees and scientific optimization of work processes, rather than subjective presets for a certain group. Instead of struggling with “how to prevent certain types of people from being distracted”, it is better to help all employees find a balance between efficient work and healthy socializing through institutional design and cultural guidance.