How To Improve Employee'S Master Spirit

The leading role of managers can not be ignored. Its leadership level and management style will greatly affect the organizational atmosphere, especially the staff's spirit of ownership.

At a high-level corporate human capital forum, Mr. Wu, a well-known private entrepreneur, complained that the "worker mentality" of the low and middle rank workers led to a sharp decline in the rate of return on investment in human capital.

His complaint has not yet ended. Someone has stood up and asked, "as long as workers can do well in work, why should he emphasize who he works for?"

The expectations of employees exceed their responsibilities. You can ask employees to have a sense of ownership, but does your corporate atmosphere give employees a sense of ownership? "Is there any contradiction between the two sides in the reality of the company?

"Employees are social, not enterprises", "employees are the masters of Posts" rather than "the owners of enterprises". Employees invest in their human capital to acquire knowledge and skills and to earn their corresponding income.

The spirit of "master spirit" is also an important part of the organizational atmosphere. It is a belief and a practice. It requires us to experience, understand, prove and implement. It usually contains five levels of employee's "vocational skills, professional responsibilities, professional attitudes, professional ideals and professional ethics".

The level of vocational skills refers to the knowledge and skills that employees need to master their jobs, so as to realize the adaptability of individual practice skills and job requirements in the process of work. Professional responsibility is a driving force to achieve performance goals, and a sense of mission; professional attitude is the emotional reaction and behavioral tendency of employees to work itself, interpersonal and other external factors; career ideal is more about the process of enhancing the professional competitiveness of employees in their work process; and professional ethics is the ethical bottom line that drives employees' practice behavior, commonly known as professional conscience.

The judgement of the future development of the company: the corporate vision and clear strategic plan of development will greatly affect employees' positive judgement of the company's future development.

Such factors as continuous development trend, brand awareness and influence will affect employees' confidence in enterprises.

Whether the development prospect of the company has a decisive effect on the employee's sense of ownership.

Corporate culture: an equal, shared and value oriented corporate culture helps to establish and maintain a harmonious working relationship. The focus of employees' attention is focused on value creation rather than the building of effective collaborative relationships. The organizational atmosphere is easy for employees to integrate into psychology. This will not only enhance the efficiency of the organization, but also make the work easier.

Career development opportunities and income levels: as "economic man", the rational pursuit of employees generally includes two factors, namely, the promotion of professional competitiveness and income, which is particularly important for employees in the period of career development.

If a company can not develop opportunities for its employees, it can not improve its practicing ability, and its salary satisfaction is also general.

The management style of managers is that managers' style is the direct influence factor of employee's sense of ownership.

Especially for knowledge workers, managers' influence comes from their management style, professional authority and their career guidance ability.

80, after 90 employees gradually become the main body of the workplace, they need more is a professional charm partner, a professional authority, a career guidance.

Working environment: the sense of superiority in working environment is an important part of employee's spirit of master.

I don't know how many people admire the pleasant working environment of Google employees. The legend is that "work is happiness". Even if it is not personal experience, it is only a look at the pictures of the work area circulated on the Internet that we can feel the friendly working environment of the hardware.

The superior working environment itself is the best interpretation of "people-oriented", which means soft power.

Advocate the right master spirit.

Any employee who neglects his personal interests.

It's unrealistic.

Post shareholding company theory holds that a shareholding company has two shareholders: bosses and employees.

Since employees are shareholders of post shareholding companies, employees are the masters of their positions.

As a "shareholder", a specific post can only share the "business income" with the enterprise.

Do a good job of vision management.

The corporate vision, which is recognized and accepted by employees, especially high-ranking employees, has a lasting incentive and can become an inexhaustible driving force for the growth of enterprises.

Enterprise vision management should be based on the long term, emphasize employee participation, reflect the demands of employees at different levels, and take into account the interests of enterprises and employees.

At the same time, we should do a good job of vision communication, and vision communication can not be confined to middle and high level employees. The vision recognition of grassroots employees can effectively enhance their corporate identity and cohesion.

Pay attention to the long-term competitiveness of employees.

Fear of employees' professional competence will result in the waste of labor costs and refuse to invest in the development of employees, so that employees can only work in "expendable" mode.

As time goes on, the knowledge and skills of employees begin to become old due to the lack of renewal, and their professional competitiveness is declining.

Job opportunities at the expense of long term professional competitiveness will not only make the enterprise lose the attraction of talent, but also make employees abandon the so-called master spirit.

staff

There is an alternative relationship between promotion and employee pay level.

If the enterprise has more investment in employee development, it will make some employees who are concerned about their own development willing to accept relatively low salary in exchange for job opportunities.

At the same time, the improvement of employees' practicing ability and the level of employees' remuneration are mutually reinforcing.

Cultivate the awareness of employees' initiative.

There is usually a rule that the greater the difficulty of work, the more hidden knowledge, experience and skills, and the greater the chance to accumulate knowledge, experience and skills once it is completed.

From the cultural level, enterprises should let employees know that only they do much and accumulate more experience. In fact, this is also an intangible improvement.

The role of a manager is to continuously carry out necessary guidance to subordinates so that they can not only accomplish their performance goals, but also improve their working ability from work.

Once the employee has formed such a thinking inertia, everyone will take the initiative to work, and the spirit of the master will naturally be reflected in his daily behavior.

Enhance managers' sense of ownership and leadership.

Managers, especially the grass-roots units

It is the backbone of an enterprise. Its words and deeds are deeply engraved on every subordinate's mind.

Do employees have a sense of ownership, first of all, whether managers are there, whether employees have the initiative to work, and whether managers have such awareness.

The leading role of managers can not be ignored. Its leadership level and management style will greatly affect the organizational atmosphere, especially the initiative spirit and initiative spirit of the staff.

Motivation is in place.

The spirit and behavior of masters need internal driving force and external incentive environment.

If an enterprise recognizes such behavior and gives recognition, encouragement and dissemination in time, only those ideas and behaviors that are often encouraged and advocated can become mainstream thoughts and behaviors, so as to achieve the desired management results.

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