improving employee satisfaction and enhancing enterprise cohesion is a systematic project, which can be started from the following aspects.

meeting the basic requirements of employees-fairness

fairness is one of the basic characteristics that every honest employee wants the enterprise to have. Fairness can make employees work hard, and I believe that how much they pay will have how much fair return; I believe that my own value can be fairly evaluated in the enterprise; I believe all employees can stand on the same starting line. Therefore, enterprises must be fair from the following three aspects:

the fairness of the reward system. It is necessary to formulate policies that are conducive to mobilizing and protecting the enthusiasm of most people, fully embody the distribution principle of "giving priority to distribution according to work, giving priority to efficiency and giving consideration to fairness", and highlight the efficiency principle of input and output. At the same time, punishment as a negative incentive means is absolutely necessary, but it is more important to use positive incentives to reward those who have made outstanding contributions, so that employees can truly realize that their efforts and returns are fair.

fairness of performance appraisal. It is necessary to use scientific assessment standards and methods to regularly evaluate the performance of employees. First of all, it is necessary to formulate a scientific and reasonable employee performance appraisal method and standard, conduct job analysis and job description according to different employees' positions, and clarify the scope and size of employees' responsibilities. Secondly, each department conducts qualitative assessment and quantitative determination of the actual work of employees within the scope of assessment, and makes it real and specific. Thirdly, it is necessary to establish an assessment team composed of unit leaders, managers and employee representatives, and evaluate and score each employee objectively and fairly, and make it public. Finally, all units should establish a performance appraisal and supervision mechanism to ensure that the appraisal work is fair and open. Through the scientific evaluation of employee value, performance appraisal becomes the main basis for employees to compete for posts and adjust personnel.

fairness of selection opportunities. In order to make all kinds of talents stand out, we should pay attention to both diploma and level in the selection and use of employees; Consider both specialty and expertise; Look at both existing capabilities and potential capabilities. Put employees on the same starting line for assessment, and provide a level playing field for all kinds of personnel. At present, many enterprises have fully reflected this point in the selection and appointment of cadres. All the candidates are openly recruited. Every applicant must pass a rigorous theoretical examination and interview defense, and decide whether to be employed through comprehensive assessment and scoring. Moreover, every link is very closely organized to prevent fraud. This creates a level playing field for the growth of employees.

of course, fairness is also reflected in other aspects of enterprise management, such as fairness in various reward and punishment systems, fairness in labor discipline management systems, fairness in dismissing employees, fairness in leaving employees, and so on. If the enterprise management can be fair and just in all aspects, it will greatly improve the satisfaction of employees and stimulate their deep potential, so as to spare no effort to contribute their talents to the enterprise.

Create a harmonious and comfortable democratic atmosphere-communication

Sun Tzu's Art of War says: He who has the same desire from top to bottom wins. Communication can achieve mutual understanding between leaders and employees, so that correct decisions and leaders can be quickly understood and accepted, and become practical actions to implement decisions and obey leaders. Without communication, there is no unified will, concept and action.

For enterprises, they should have an open communication system to enhance employees' awareness of participation, promote the exchange of opinions between superiors and subordinates, and promote the effective communication of work tasks. In this regard, there are different ways abroad. Japanese enterprises pay attention to consultation, which is carried out slowly from bottom to top, while the United States carries out it quickly from top to bottom. When implementing the decision, Americans are slow to act, while Japanese are resolute. Japanese like to negotiate before making a decision, while Americans always have to negotiate after making a decision. There are many forms of communication, including: workers' congress, factory briefing, factory affairs publicity activities, etc. Through these channels, the difficulties of enterprise development, the hot spots of employees' concern and the focus of enterprise clean government construction will be made public to employees, so that employees can express their opinions and suggestions, and through consultation, dialogue and two-way communication, a bridge of understanding and trust will be built between each other and between the upper and lower levels. Of course, in practical work, this kind of communication is difficult to achieve complete unity due to various reasons, but as long as it is adhered to for a long time and gradually improved, the original intention of mutual trust can be realized.

There are many contents of communication, including work communication, thought communication, study communication and life communication. This requires leaders at all levels to pay attention to strengthen understanding, grasp the situation and communicate from daily work and life. In fact, a lot of communication can be done without much effort. For example, employees are given a certain material reward in addition to their achievements, and they are also given due spiritual rewards, such as awarding certificates at celebration parties, leaders congratulating their families, and so on. These seemingly simple actions can really play a great encouraging role.

Let employees enjoy the warmth like spring-care

People are social animals and need the warmth of the group. Enterprises care for employees, and in turn employees will care for enterprises. When enterprises care for employees, they should put the interests of employees first. The working environment, living conditions and learning conditions of employees must be included in the agenda, unified planning and distributed implementation. Especially for the new college students, we should pay more attention to their work, life and study, so that they can deeply understand that enterprises are the strong support of employees, which not only creates conditions for the factory to retain and attract talents, but also makes employees feel proud of owning such enterprises.

enterprises should be good at encouraging employees' morale and give them praise and praise in a timely manner. When employees make achievements, they should praise them openly and promptly. Employees who have made achievements in production are given high honors by enterprises. The selected model workers and advanced workers are dressed in red and flowers at the awarding ceremony every year, widely publicized by various propaganda media, and organized to travel abroad. At the same time, we should achieve "five links", that is, linked to salary promotion, linked to housing allocation, linked to rest and recuperation, linked to difficult relief, and linked to factory leaders' visits. It is these special honors and treatments that inspire advanced figures to be more advanced and make more employees strive to be advanced.

When caring for employees, enterprises should pay attention to their physical and mental health, pay attention to alleviating their work pressure, and meet their various interests and needs to the greatest extent. Enterprises should strengthen the construction of cultural facilities, such as basketball courts, gymnasiums, entertainment halls, libraries, etc., and carry out corresponding entertainment activities, which not only cultivate their team spirit and sense of competition, but also enrich their spare time life.

enterprises should always care about their sufferings when caring for their employees. We should conscientiously do a good job in investigation, research and diagnosis, keep abreast of the thoughts and living conditions of our employees, and do everything possible to solve problems for them. Enterprises can also make some regulations in the system, such as paid vacation, medical pension insurance, unemployment insurance and other systems to relieve their worries. People are the most emotional. If an enterprise gives its employees a care, they will serve the enterprise with great enthusiasm.

building the same interests with the same goal * * *-* * Enjoy

In an enterprise, the important factor that can motivate employees is the consistency between their personal goals and the enterprise goals. And this consistency comes from the identity of * * * with goals and * * with interests, the values that constitute * * *, and the unity of interests with the same goals.

the consistency between the enterprise and employees' goals is first manifested in the consistency of economic interests. The premise of an enterprise's existence is to pursue the goal of efficiency, and the ultimate goal is for employees to obtain economic benefits. The maximum economic benefits of an enterprise and the maximum satisfaction of employees complement each other, and they are indispensable. The satisfaction of employees will certainly bring benefits to the enterprise, and the benefits obtained without considering the personal interests of employees will not last long, and it is far from realizing the economic goals of the enterprise.

enterprises should strive to improve labor productivity and meet the income of employees to the maximum extent. At the same time, according to the principle of "two below", establish a normal wage adjustment mechanism. When the enterprise benefits well, employees' income should be increased accordingly, so that employees can work harder for the enterprise. When enterprises encounter difficulties, employees' income can be reduced accordingly, which makes employees feel that their own interests are closely linked with the fate of enterprises and become the same body of interests with the same goal. Changchun Bus Factory is a leading enterprise in the production of new passenger cars in China. In recent years, in the fierce market competition, with its high-quality products and good corporate image, it has set up a banner in the locomotive and rolling stock industry. The benefits of the enterprise have increased substantially, and the employees' income is considerable. The employees are satisfied with the factory and loyal to the enterprise, which has turned into a strong cohesive force. For more than two years, all employees have worked overtime and cancelled weekends without any complaints. All government officials work for the factory voluntarily every Saturday, without pay. This is precisely the benefit that employees' satisfaction brings to enterprises.

the goal consistency between enterprises and employees is also reflected in the enhancement of enterprise competitiveness and the improvement of employees' own quality. Talent is the wealth to create wealth. Whoever has first-class talent will be the first to become a successful person. Therefore, enterprises should attach great importance to improving the ability and quality of employees in all aspects, and should provide employees with multi-level and multi-form training in ideological style, culture, business knowledge and work skills, so as to promote all employees to analyze new situations, study new problems, accept new ideas, new technologies and new methods, and creatively apply them to production, operation and management practices. Improve productivity through everyone's development, and then promote the development and progress of enterprises, and finally achieve the successful realization of enterprise goals.

The consistency of enterprise and employees' goals makes employees deeply feel that only by promoting enterprise success can self-worth be realized. Especially at the critical moment of factory reform, it is of great significance for enterprises to vigorously develop the potential of enterprises with team spirit and mobilize all kinds of forces to the maximum extent, only under the encouragement of consistent interests.

It's better to manage several key employees than to write a bunch of regulations

For all enterprises, the function of human resources department is like an administrative supervision institution in other departments, a "yamen" that is responsible for formulating regulations and conducting assessment. Many managers also habitually blame some problems in internal management on the imperfect system. But in fact, a lot of systems have been written, a lot of work has been carried out, and all the things that should be done have been done, but the efficiency of employees is low, and the effectiveness of human resource management has not been reflected.

The bosses are dissatisfied, the employees feel nothing, and they have failed to have a direct effect on the operation and management of the enterprise, which puzzles the human resources directors of many enterprises.

what is the reason? We can't look at the rationality of these systems and the importance of these tasks in isolation, but should analyze and find out the reasons from several key points that affect the management of enterprises, so that the starting point of human resource management can be solved easily. Like other management, human resource management should not only theoretically solve what system it should have to do, but also what problems enterprises need to solve and what kind of work is valuable.

One of the reasons for the above phenomenon is the difference in the way of thinking between "what should be done" and "what should be solved", which must arouse our great concern, and it is also a common fault of many human resources managers in enterprises at present. There are a lot of systems written, and activities such as enterprise training, cultural construction and personal career design are kept going on. On the surface, it seems to be very professional. When asked why he wants to do these jobs, the answer is: this is an advanced thing in the world, and it must be like this in principle. In fact, the truth is all the contents of the popular western version of human resource management textbooks, which can't be refuted on the surface, but it just doesn't work.

the second reason is the most important, that is, human resource management should not only face all employees, but more importantly, it is necessary to do a good job in the management of key positions.

The most famous 21:81 principle of management says that the key to whether an enterprise can do a good job is the 21% of the total number of people in the enterprise. It is the personnel in key positions, although the number is small but the role is great. In other words, it can be said that 21% of key personnel are responsible for 81% of the company's prosperity.

actually, in other enterprises, the same is true.

if an enterprise is a science and technology enterprise, then several key R&D personnel and management personnel are the most important resources of the enterprise. If these personnel play a role, it is irrelevant if the workshop production workers and office clerks of the enterprise are highly mobile. As the saying goes, a few people hold up one day. In this case, the focus of human resource management in this enterprise is to manage these personnel with appropriate methods, fully mobilize their enthusiasm and maintain the stability of the backbone team. For example, it may be simple to solve the key problems with a few sheets of paper to formulate the method of technology shareholding, performance appraisal and distribution. Perhaps from the so-called human resources professional point of view, the company's human resources management is too rough, or even too imperfect, but it is strange that the company's business development is very good and people are very United.

Third, under the current immature market economy in China, it is not necessary for most enterprises to establish a so-called complete management system. Instead, they should seize the key points and problems and solve them in a targeted manner. All management work is centered around effectiveness. Otherwise, it not only increases the management cost, but also has no effect, wasting people and money.

this happened frequently in previous years, and even today it is repeated every day. According to the so-called latest human resources theory and experts' opinions, many enterprises have established a so-called complete system and carried out a lot of work and activities, which seem to be very professional. They often look at a lot of systems and feel proud, but after half a year, the system will only lie in the drawer and sleep.

fourthly, the view that "the key to an enterprise's success lies in key personnel" reminds us that we must first analyze the enterprise and the most critical positions that affect the enterprise according to the stage and characteristics of the company, and then define the key positions according to the functions. For example, a marketing-oriented enterprise is completely different from an R&D-oriented enterprise and a production-oriented enterprise. After finding out these key positions, according to their problems and needs, formulate effective solutions and implement them. Of course, the so-called key positions generally include: key technicians, key managers, marketers and even production backbones, and so on.

many theories in management don't come from innovation, but from the ancients before, and there are many things to learn from. Chairman Mao once said a long time ago that under the conditions of established policies, cadres decide everything, which is exactly the same as the 21:81 principle. Of course, there are many factors that affect the operation of enterprises, but the key factors will not exceed five. There are many people who affect the development of enterprises, but the key may be a few people.

For this reason, the above statement is not only a theoretical issue, but more importantly, it is a key to solving practical problems and the key to affecting the whole body. The significance and value of management also lies in this. Otherwise, it will look lively on the surface, but in fact it will have no effect at all, and it will lose the original meaning of management, which must arouse our great concern.