In enterprise management, the operation and management of employees are often overlooked, but in fact it is an important job that needs to be carefully planned and executed. This article delves into how to enhance employee motivation and loyalty through effective operational strategies from multiple perspectives such as corporate culture, employee expectations, goal setting, and employee evaluation
I found that few people include the operation of enterprise employees in the ranks of operation, generally the personnel administration department of a company is managing related things, and often the personnel administration does not pull it to the perspective of operation.
I also thought about this unintentionally in my previous work, and I would think about being nice to the members of my department, whether it was the explanation of knowledge, the guidance of thinking, or other small things, so that they could gain as much as possible and feel valued. Then zoom in, isn’t this the management of the members of the enterprise, which does need to be operated well.
Cultural integration
When we work in a company, we will always be affected by its atmosphere, and these atmospheres are influenced by a specific temperament, which we can simply call corporate culture. Sometimes we may not know what our corporate culture is, and it is sometimes difficult for employees working in it to capture clearly, but there is a vague feeling, a simple evaluation.
And employees have to learn to integrate into this culture, which is very necessary, if the culture of a company is excellent, it is also very profitable for employees. Corporate culture provides employees with a clear value orientation that can help them find their direction, and we will be subtly affected in such an environment.
Only by actively integrating into the corporate culture can we adapt to the corporate environment faster, so that we can have a sense of belonging. From the perspective of the enterprise, it is more hoped that like-minded employees will serve the enterprise, so active integration is also the prerequisite for the favorability of the event enterprise and more opportunities. If we always feel incompatible with the enterprise, it is probably difficult to stay for a long time, and our daily work will always exude this atmosphere of estrangement intentionally or unintentionally.
Of course, the culture of some companies may not be expressed in the mission, vision, and values on the surface, or even contrary to these clear big words, which may be related to some characteristics of corporate leaders, after all, culture is a concrete manifestation of the founder. Sometimes enterprise leaders stand from the perspective of the enterprise and want to make the enterprise bigger and stronger, so that more employees can live a better life, but when doing some things, they may inadvertently shade the corporate values with another taste, after all, employees will look at the leader’s eyes. And this is difficult for people to notice, this is a deep philosophical question, and it is the most difficult for people to see themselves clearly.
To achieve these three challenges, product managers will only continue to appreciate
Good product managers are very scarce, and product managers who understand users, business, and data are still in demand when they go out of the Internet. On the contrary, if you only do simple communication, inefficient execution, and shallow thinking, I am afraid that you will not be able to go through the torrent of the next 3-5 years.
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So sometimes when I really can’t fit in, I can either break this layer of Sha, or I quickly evacuate. Maybe this is because some employees have a big difference in the most basic values, and it is meaningless to force integration, especially the current post-00s, many people do not lack that little salary at all, and they hope to find a company that fits their soul, and the mood of going to work is very important.
After so many years of career journey, I summarized in one sentence: every journey in life is a gain. So you don’t have to recall those not-so-good things, think more about what you have gained, so that your mood will be completely different when you think about it.
Employee expectations
salary
Employees who work in enterprises certainly want to get higher salaries, and most business owners want their employees to be paid as low as possible, which is inherently contradictory. Therefore, employees generally have an expectation when joining the company, if they are basically satisfied, they will choose to join, and after joining, they will always hope to have the opportunity to be promoted and raised, which is the motivation for many employees to work hard, so generally today’s enterprises will design an assessment system and corresponding performance to motivate employees, in fact, this is very necessary.
But generally speaking, except for salespeople, the performance of most positions is not high, and even the so-called performance of some enterprises has become a means of deducting employees’ salaries. If the boss uses performance to stimulate employees to work harder, then maybe this performance is not too little. In the past two years, the rapid rise of Fat Donglai has made many entrepreneurs follow their model, but I don’t think there may be anyone who can really implement the essence, I am still relatively shallow, I can’t see deeper things, I only know that the boss is really willing to give money to employees, willing to give employees more benefits. And so many entrepreneurs may not have this courage, or the profitability of the enterprise does not allow them to really implement it.
If there are no benefits like Fat Donglai that can be given to employees, then be honest, at least let employees see the opportunity to be promoted and raised. Every means of deducting salaries from the enterprise is a blow to employees, so it is better to have fewer routines.
There is growth
For employees, going to work is just dedicating their strength, and at the same time, they also hope to grow in this company, maybe it is skills, maybe experience, or it may be thinking and values.
I have worked in many companies, in fact, few companies are really willing to spend time to train employees, especially for the leaders of a department, rarely take the time to pass on experience and thinking patterns to subordinates, which should be a phenomenon in most enterprises.
When I joined a certain company, I was fortunate to be promoted to department manager at the grassroots level, and perhaps it was because I knew the demands of the grassroots employees that I was willing to teach my subordinates what I had learned very openly. I summarized the knowledge I learned in my previous work into a few pages of PPT, and I trained them not long after I joined the company. Of course, every position may not need to accept so much knowledge, they will only pay attention to the content related to the job they are engaged in, so I also ask them to make a summary of the content involved in their job responsibilities, hoping that they can make progress. As for those who deal with me, in fact, I did not expose them, nor did I force them to do what they must do.
Not only that, I often show them how I look at problems and think about problems, and I hope they can understand my way of thinking, which is not only hoping that they will be more at the same frequency as me, which is convenient for future work, but also really hope that they can grow rapidly.
Employees are not cattle and horses, you are really good to them, they are naturally willing to follow you, and then I thought carefully that in fact, I taught them this, not so pure, in fact, there is a hope that this company can leave some things of its own, and hope that my ideas can be implemented in this enterprise, that is, it is at this time that I realize that this is the so-called realization of personal ideals and personal values. I also have this intention in writing this feeling and spreading it, and I hope that more people can see my thoughts and better reflect my personal value.
There is hope
Hope means that employees can look forward to something when they go to work, looking forward to promotion, looking forward to a salary increase, looking forward to realizing personal value, and often a person takes the initiative to leave a company because there is no hope. It may not only be because of salary issues, but also because of despair of promotion space, or because they are not optimistic about the company and feel that it cannot last long. This is very common, not that enterprises are unwilling to give, but that the higher you go, the fewer jobs you go, the business values interests, and those who can go up also need them to bring more benefits to the enterprise.
But no matter what, enterprises should also need to find ways to create some conditions for employees, give employees some dawn, it can be the bonus of more work, it can be the pride of the enterprise to make the company bigger and stronger, it can be the application of the company’s products to the 055 big drive, aerospace rocket, bullet train high-speed rail, etc., in short, it is necessary to make the eyes of employees have light.
was recognized
Employees not only want a high salary, but also want to be recognized, which is a psychological need, and it is also the same in our daily life, which is human nature. So sometimes don’t be stingy with praise, appropriate affirmation can stimulate employees’ enthusiasm for work, of course, you can’t abuse praise here, everything is too much, too much praise is the same as not praise, and it may even be counterproductive. Some details of employees should be praised, and some of their achievements should also be praised, considering that some of the things we have overlooked are also worthy of praise.
Don’t be so subjective to deny what they do, it may be that you don’t understand their position, and you don’t have the right to deny it if you don’t see the efforts of others. I have also heard that some people have no energy all day long, saying that what they do is not taken seriously, and the person who said this was originally 108,000 miles away from their post, and I don’t know why other people’s mouths open so easily.
Therefore, the key point is to emphasize again, being recognized and valued can also stimulate employees’ enthusiasm for work, and do not easily deny others.
Goal setting
Most of our companies generally set goals for the whole year at the beginning of the year, and then continue to decompose each part, the same is true for employees, generally to formulate KPIs in the monthly dimension, the so-called KPI is the key person indicator, clarifying the core work task of an employee.
But many people are mistaken, KPI is a key task, but not all work items, I was once framed by this KPI, regarded KPI as all tasks, or forced to take KPI as all, because other additional and more important tasks were not rewarded, and key tasks were not done well and deducted performance. In this case, why should I go to work, isn’t it easier to make mistakes the more you do?
This is not an example of what I used to do, and I often heard some people express similar feelings in my later work, the more I did it, the more I didn’t like it, just do the things on the KPI, this is all forced, and many companies have such problems. We should know that KPI is not the whole of employees, don’t take KPIs as the only indicator to evaluate employees, even if you give employees 10 KPI indicators, they can’t cover all of his work. Therefore, when setting up assessment matters, you may wish to leave some leeway, give employees some evaluation points for additional matters, work passion, and creative work, and do not let good employees who contribute to their work be deducted from their performance.
The purpose of formulating the same KPI is not only for assessment, but also to enhance the enthusiasm of employees, so the assessment indicators formulated should be visible to people, not too high or too far to make people desperate when they look at it, and not too low to lie down to complete it.
Employee’s label
The first category is social labels, given by major enterprises, that is, the external evaluation of the company, especially what it looks like in the eyes of peers, is the label that comes with the enterprise, which is closely related to the company’s reputation. I would like to emphasize here that for companies with a bad reputation, I suggest that it is better not to go, which may not be a good thing for your future career. When choosing a company, large companies are good, which can add points to the social label of employees, but small companies are not completely desirable, the key lies in the quality of the company’s reputation. For our electronic component enterprises, there is no glory of making aircraft cannons, the most important thing is not to engage in fake goods to cheat people, which is the most basic guarantee for the social status of employees, and to make employees’ external labels positive and positive.
Similarly, employees themselves should strive to label themselves, that is, what is their biggest professional characteristic. It can be certain personality traits, such as meticulousness, thinking, knowledge system, etc., that is, how others evaluate you in addition to job responsibilities. This is actually very important and has a great impact on future job hunting. And I think it is very important to have a label, that is, to summarize, to summarize what you have learned regularly, and then to constantly improve it in your daily work, and finally form your own unique set of knowledge system. This is not as difficult to change as personality traits, but can be done by taking your own time, and it should be said that the difficulty is relatively low.
requirements for employees
For employees, everyone may be different, but I value two points. The first point is to be able to summarize and summarize your own knowledge system, which has been mentioned above. Compared with rich experience, being good at summarizing is also a very good way to make people make rapid progress. Just like this operational review I made, it is actually a relatively in-depth summary.
At first, when I made this PPT, it was only 4 pages, and the content involved was very small, but even so, it still allowed me to get a relatively good job opportunity, and then I continued to supplement and improve it in my daily work, forming the current scale of 12 pages, and there are still some fragments that cannot be made into a single page and have not yet been put into it. In the process of writing this, I have a clearer understanding than when I was in these PPTs, after all, the PPT is still just a general statement, and the writing process will continue to be modified and adjusted, which is to change my cognition again and again. This is why I value the ability to summarize and induction.
The second point is willingness, the motivation to do things bigger is willingness, most of us are not willing to go to work to do something, and it can even be said that we are pressed by KPIs to do it. So this feature is rare, and I think this is still lacking. We actually have a very high grasp of knowledge in operation, and you don’t know how many books others have read and how many words they have written to have the current level. It’s not terrible if you don’t reach a very high level, but what is scary is that you don’t want to put in the effort to change.
Employee testimonials
We always have various views on the company when we work in a company, both good and bad. Some companies like to draw big cakes to fill the dreams of employees, but in fact, the psychology of employees is like a mirror; Some companies like to deduct wages from employees on some trivial matters, and employees always remember it in their hearts; Some companies have strange rules and regulations, and employees don’t know how many times they have scolded each other in a small group. The employees you hire are not stupid, if you are stupid, you will not be hired, right, so the evaluation of employees is completely passive, mainly because the company does what the company does to make employees think, every employee has a scale in their hearts, don’t think about employees too stupidly, so less routine employees may be more willing to contribute.
I found that there will be some small groups in each department, specifically blocking the leaders, and there may be 7 or 8 groups in a small department of 5 or 6 people. Specially used to talk about gossip or something, they may be incarnating as righteous people at the moment, harshly criticizing and accusing the various slots of the enterprise. In fact, this is nothing, any company will have such a group, but once this kind of complaint spreads to the outside, it is a kind of smear of the enterprise, and if there are more people smearing, the company will have one more label. This is not a good thing in the industry, which may affect the recruitment of this company, and some well-informed people may abandon the company because of this label, which may cause the company to not be able to recruit the right people.
Of course, this is not to criticize this kind of behavior here, but to show that it is better for enterprises not to have too many routines. The deception of employees is to make employees a negative critic, and they are a group of powerful communication channels.
Leadership design
Talking about leadership design, I don’t want to talk about the leadership characteristics of the leader, here is mainly a requirement for the boss. We hope that our boss’s personality is positive, and it is consistent with the content of the company’s operation, for example, a company is making power modules, we expect our boss to be a technical expert, live broadcaster, and jack-of-all-trades in the power supply industry, which is beneficial to the development of our company. This is a bit like a star can bring traffic, if the leader is a star in the industry, it can bring a lot of value to the enterprise, just take it as a live broadcast, if the leader himself is an industry expert, he will bring his own traffic, and any publicity will be much more effective.
The best way to make people remember is to become a topical figure in a certain aspect, of course, this is not for the leader to interpret anything, this is closely related to the personality traits of the leader itself, or that we are not actors, the interpretation is too tiring. Industry traffic stars are not so easy to do, even the elites who are active in the industry need a long time of operation to do it, then we can only lower the requirements, at least the leaders can not brag to the outside world, at least make people feel reliable, which is also a manifestation of the corporate image.
Key points
The goal of member operation is to make employees actively work hard, provided that the enterprise is willing to be good to employees, which is the premise, and what values and missions are based on this. As for what is good for employees and to what extent it should be considered good, I’m sorry I can’t handle it, because I’m not the boss yet, and I don’t spend my money on employees’ benefits, so I don’t have back pain when I stand and talk. That is, only after doing management will you pay special attention to two aspects, one is the advantages and disadvantages of the employee, and the other is to think about how to give full play to his strengths.
Tolerance for employees’ shortcomings
In fact, in our daily work, it is easy to judge the personality and strengths and weaknesses of our subordinates by often doing things together. So you need to learn to be tolerant, and if you know their shortcomings, try to look at them where they may not have done well to avoid mistakes. At the same time, it is also necessary to point out where it is not done well and how to do better, which is also helpful to the growth of employees, and the whole team will benefit in the end.
Play to his strengths
If you want to give full play to an employee’s strengths, you should not only let him do what he is good at, but guide him to expand this strength to other aspects, or let others learn from his strengths.
