Three Simple Steps To Solve Employee'S Laziness

Everyone has inertia. From the bone, the boss is no more diligent than the employee.

Employees are lazy and naturally have to find ways to solve them. Countless facts tell us that it is impossible to rely on so-called self-awareness.

For instance, the role of assessment, performance or motivation is also limited. Of course, it is not a cold day.

There are also some simple and quick ways. Here, the author introduces a simple three step to friends of dealers, which can alleviate to a certain extent.

The first step is to pfer labor relations.

After the implementation of the new labor law, the labor contract must be signed and the social security should be purchased for employees. Whether the boss is willing to pay the money or not, it must be done. Otherwise, once the employee comes to the labor supervision department, it will be enough for you to drink a pot.

This is a small matter for the boss to spend money, the most troublesome resignation trouble, obviously inappropriate person, dismissal or to supplement the money to make up the money, and can not be casually dismissed, this is really angry.

In the view of some bosses, this labor law has even stimulated the laziness of employees.

　　人之所以存在懶惰情緒，必然是以安全感作為前提的，解決員工的懶惰情緒首先就得打破員工的安全感，人一旦失去安全感之后，必然會緊張起來，當(dāng)然，這得有個尺度，一不能違法，二不能搞過了頭，這有個很簡單且又合法的辦法，就是把員工的勞資關(guān)系轉(zhuǎn)移出去，新勞動法實施后，各地都出現(xiàn)了許多人事外包公司，類似于以前的對外勞動服務(wù)公司，由這類公司和員工簽定勞動合同，購買社保，再把員工派遣到各公司去上班，從勞資關(guān)系上看，員工是人事外包公司的人，當(dāng)然，這僅僅只是關(guān)系上，該去那上班還是去那上班，對老板來說，省去了與員工簽合同，跑勞動局辦社保之類的雜事(這也是一筆不小的成本)，若是要辭退，直接通知人事公司即可，即便發(fā)生什么勞資糾紛，也是由人事公司出面來解決，當(dāng)然，老板所要做的，就得要支付給人事公司一些服務(wù)

Fee (general market is around one hundred per person).

After the employer pferred the employee's labor relations to the personnel company, although it had no effect on the protection of personal rights and incomes of employees, but due to the change of affiliation and the possibility of being dismissed at any time (the key was to be dismissed after the employer was unable to find the boss to go to the theory), the sense of security was broken immediately, and no longer dared to be as lazy as before, and naturally became nervous in spirit, and immediately began to pay attention to what the boss was going to do next, whether it would affect himself or not, and whether he would be influenced by himself or even if he would be fired by the boss.

From the safety point of view, we should be honest and honest recently.

From the cost point of view, the boss needs to increase the service charge to the personnel company, but the cost of sending the personnel to run the labor bureau and dealing with labor disputes is still limited.

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The second step, new faces.

Another reason for laziness of old staff is to feel that they are valuable in the company, and that their jobs are not yet replaced. In other words, if they do not work, they can not be picked up in a short time. This also constitutes the capital of lazy employees. The solution is simple, that is, take certain actions to make the old employees understand that even if they are picking up their own products, they will not have any influence on the company's business, nor can they frighten the boss.

The specific way is to let new people show up. There are two ways for this new person to appear. One is to recruit new recruits. At the same time, in the existing business group, select a few people who have not been seriously polluted to form a new team. Of course, this must reflect the difference from the old team, for example, in the product division, market segmentation, business meetings must be individually opened, if there are conditions, even their office locations are separated.

The formation of this new team will have a direct oppressive feeling on the old employees. If the pfer of labor relations is just a prelude, then the formation of the new team can be a real pressure. Moreover, the product partition and market division of the new team have begun to show the replacement of self value. As business meetings are being opened alone, what they are discussing, what orders the boss has given them, and how they can not grasp all of them clearly will make them more anxious.

If you can't recruit a suitable new employee for the time being, then use second ways to get in touch with some new people from the standpoint of reserve, and temporarily recruit them. But they should start contacting companies, such as visiting companies, checking the current outlets, taking part in business meetings, consulting company information, and so on, preparing for entering the company's foundation. In the view of the old employees, this is no different from the newcomers directly into the company. Under such circumstances, it is easy for the old employees to have the idea of talking to the boss, and the purpose is to know the boss's views on himself and the next plan.

If the boss meets the old employee voluntarily to apply for a chat with himself, he will reply: "exactly, I will look for you in a few days".

Third, from head to writing

What is called "from head to writing" is to put things out of the head of employees in writing, such as customer information, operation process and experience, market rules, historical accidents, tactics and so on.

在前兩步走完后，就開始做這一步，劃分出若干個大類出來，把相關(guān)的空白表格做好，要求全員參與，能寫多細寫多細，硬性的要求員工把腦袋里存的這些東西都給我倒出來，這些資料和經(jīng)驗都屬于公司，就應(yīng)該都拿出來，進行匯總，從中整理出更加有效的工作流程，分析出客戶和產(chǎn)品的價值貢獻，這對老員工來說，等于就是把自己混飯吃的家伙全給交出來，那以后老板要把自己開掉，還不是分分種的事情，可要是抗拒不執(zhí)行，或是敷衍了事，那就等于直接和老板激化矛盾，徹底向老板攤牌了，不過，考慮到勞資關(guān)系已經(jīng)轉(zhuǎn)移，新人逐漸在接手，即便自己提出不干，老板斷然不會真正挽留的，也拿不到什么補償，再說了，自己若是提出不做，新的工作又在哪里?在這種情況下，老員工往往會主動向老板申請一個單獨溝通的機會，起碼向老板訴訴苦，說說自己這些年

In the company's contribution, there is no credit for hard work. Besides, the burden is heavy, and it is eighty years old.

Of course, the boss has to explain to the employees why they need to do these jobs. The reason is very sufficient. The company should develop towards standardization, and management should be scientific and streamlined. We hope that you can adjust your status in time and keep pace with the development of the company.

The execution time of this method is about one month to two months, the operation steps are simple, the safety coefficient is high, and the input cost is limited, so it has strong controllability.