The Six Magic Weapons Of Enterprise Management To Slow Down Employees

Employee management is to view human resource management from the perspective of individual employees.

How to analyze employee personality differences and demand differences and combine them with enterprise efficiency, so as to maximize the motivation and creativity of employees and achieve the best cooperation between people and things, is the central content of staff management.

Not long ago, a sample survey was conducted by a foreign company.

Not long ago, a sample survey was conducted by a foreign company. The conclusion is that a company usually develops at most 20% of the energy of a company's staff.

This is a very shocking number. Maybe you would say that our company has a complete set of perfect system and salary system, but unfortunately, your system is not the same as other companies, but only stipulates that "no work chat, no quality standards, deduct bonus wages, no ~ ~ ~ ~ ~" and so on.

If that's the case, you have to be careful.

According to the 28 theory, 80% of the world's wealth is in 20% hands. For an enterprise, 80% of the wealth is created by 20% employees, so in a sense, 80% of your employees are doing nothing.

How to solve 80% employees

To solve the problem of employee's slowdowns, we first understand the reasons for staff's sabotaging.

1, think that their pay and income is not directly proportional to the pay is greater than the harvest, their own income is not satisfied.

2, it is considered that the compensation system of an enterprise is unreasonable, lacking challenges and no motivation to do or not.

3, the performance management of the enterprise is loose, and it is the same as it is done today and tomorrow.

4, employees have different opinions on corporate culture and corporate values. It is difficult to mobilize their passion and lack of sense of belonging.

5, the lack of competition within the enterprise, can not enter, can not go down, people do not match the phenomenon of breeding.

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6, employees feel that the prospects for promotion and salary increase are dim.

7, enterprises say one thing, do one thing, manage loosely, have laws not to comply with, enforce the law lax, break the law, and perform poorly.

8, enterprises pay more attention to education, less ability, more diplomas, less level, and lack of skills to use excellent talents.

9, enterprises only use no training, lack of staff training, reduce staff enthusiasm and work skills.

10, speaking on paper, theory is bigger than reality, managers' strategic thinking is out of line with the market, and can not be supported by employees.

Having identified the reasons for employees to slack off, they have also found ways to improve their performance.

(1) to motivate employees, whether it is for individuals or for teams, to produce the best results, we must first analyze their personal motives in depth.

1. if you don't know how to encourage someone, you'd better ask.

2. assess yourself and your employees' positive level.

3. use persuasion and influence to stimulate subordinates' self motivation.

4. determine what employees need and help them when meeting them.

5. remember, it's not easy to make work easy.

(two) create incentives

Before employees receive incentives, you must first determine whether their work environment meets human needs.

1. make sure employees understand their roles and importance.

2. seize every opportunity to show your ability.

3., improve the command and control style through cooperative management.

4. do not assume that you are "omnipresent".

5. if the work is not effective, review the motivation of your employees.

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(three) help employees to maximize their potential.

Employees who have good environment and good motivating staff can create great achievements and exceed past performance.

1. giving employees a full goal can help them perform better.

2. let them feel welcome when they first meet new members.

3. evaluate your colleagues and employees.

4. try to be natural as much as possible, but you must cater for others' approach.

5. remember that what you assign and reward is what you get.

(four) reward achievement

By rewarding individual achievements and appropriately recognizing other ambitious employees, it can be a reward for motivating employees, and can also encourage healthy competition among employees.

1. as early as possible to promote the ability, a little young employees.

2. make the best use of money to reward employees so as to motivate them to maximize their potential.

3. use the task force to explore the best staff.

4. use every opportunity to publicize quality and practice.

5. in making major changes, minor changes are also made.

(five) standardize strict performance appraisal and management, pmit performance pressure, and improve employee effort.

Strict performance management helps to clarify employees' personal and departmental work objectives and to pmit certain job stress to employees, which is very helpful for giving full play to employees' potential and improving their performance.

Corporate culture can not only affect employees' commitment and loyalty to the organization, but also promote the flow, exchange and creation of knowledge within the enterprise, which can effectively predict the turnover rate of employees and the performance of enterprises.