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How to do a good job of employee care in enterprises
First, employee care needs to be well analyzed
By understanding the morale, atmosphere and efficiency of the whole team, analyzing the mentality and working state of employees, mastering the demand situation of employee care, and determining the overall improvement ideas and key points, targeted care methods can be formulated.
Generally speaking, there are four methods of demand analysis:
(1) Daily observation and reflection: through observation and reflection, employees' needs are found; Only by seeing the essence through the phenomenon and deeply understanding the problems behind the problems can we fundamentally solve the problems.
(2) employee discussion: use discussion and brainstorming to concentrate on understanding public opinion and grasp the key points of the problem.
(3) employee communication day: it is held regularly, and different themes and forms are formulated. By using this proactive management tool and communication channel, problems are found and solutions are sought.
(4)Q12 survey: through questionnaire survey, collect potential demand and deeply analyze the root cause of the problem.
Second, pay attention to spiritual rewards: Don't be stingy with your compliments
Understanding is a natural desire of people, and once people are understood, they will feel gratified. When reading the relevant materials of the best employers' cases in China, we found that the words "respect", "trust", "communication", "encouragement", "help", "care", "win" and "development" appeared very frequently, so we concluded that one of the common features of these excellent employers is that they attach importance to employees.
leaders can improve employees' satisfaction with mental treatment by improving management. Practice has proved that praise is the lubricant of workplace relations, and praise is more acceptable to employees than criticism. Every employee needs to be appreciated and valued, and the boss should learn to use the "bowling effect" to give full play to the incentive role of praise. Andrew, the American steel king? Charles, the first president selected by Carnegie? Scoble said, "I think the ability to inspire employees is the greatest asset I have." The way to make a person give full play to his ability is appreciation and encouragement. " Therefore, managers should not be stingy with your praise, which is a top-down spiritual concern. Paying attention to employees' opinions and suggestions and giving employees the right to manage and control their own work freedom can also play a positive role in improving employees' satisfaction with mental treatment. In excellent enterprises such as Huawei, Google and Giant Group, grass-roots employees can directly write to the top or knock on the door, and get feedback in time.
the leader who can achieve the goal that "officials and people can stab me in the face, and be rewarded" must be a broad-minded person, and must also be a person who can improve the satisfaction of employees' mental treatment.
in the process of building harmonious interpersonal relationship, the leading ideology, management concept and management style of leaders are the key. Leaders can be divided into task-oriented and employee-oriented. Task-oriented leaders are more inclined to care about production technology and work tasks; Employee-oriented leaders attach importance to the needs and interpersonal relationships of subordinates. Studies have shown that employee-oriented leadership behavior is directly proportional to high group productivity and high job satisfaction.
It can be seen that harmonious interpersonal relationship is the basis of employee care, and the construction of harmonious interpersonal relationship is inseparable from the leader's people-oriented concept.
Third, give "appetite" care: if you want to keep an employee, keep his stomach first.
The enterprise "canteen" seems to be the product of planned economy, which is actually a misunderstanding. Nowadays, companies all over the world attach importance to employees' life and personal health, and have opened internal canteens for employees to provide high-quality and low-cost food. In Japan, enterprises have a tradition of opening staff canteens. Mitsubishi Corporation reopened the canteen next to its headquarters in Marunouchi, Tokyo, and provided alcoholic drinks in the evening in addition to dinner. Mitsubishi hopes that employees can use the canteen as a place for free parties. The famous Shidax service company changed the catering structure of the canteen to provide low-calorie food after finding out that some employees suffered from metabolic syndrome.
At present, many enterprises in China also have staff canteens. In 27, Google held a small party in the dining room of the office building, during which Li Kaifu introduced their chef (executive chef on the business card) to everyone. This is a young man from Qingdao who is fluent in English and used to work in a five-star hotel. He performed superb cooking on the spot and was praised. Google invited a senior chef to provide delicious food for its employees. There is a saying that "it satisfies the stomachs of employees and also gets the hearts of employees".
for a small company, if it is difficult to run its own canteen, it is also very effective to draw up a food guide by netting up food shops within 1 km of the company. In short, all enterprises should proceed from reality and do everything possible to implement the "appetite" care of employees.
IV. Concerned about occupational safety: Contact with employees' worries Shantou Recruitment Network
On February 23, 1957, the Ministry of Health of China formulated and promulgated the Provisions on the Scope of Occupational Diseases and the Treatment Methods for Occupational Disease Patients, which included occupational diseases in the protection scope of industrial injury insurance for the first time. The most important guarantee of occupational safety in China is social insurance. However, due to the lack of breadth and depth of social security, it is necessary to attach other safeguard measures. At present, there are mainly employer liability insurance, accident insurance and supplementary medical insurance. The ideal commercial insurance is combined insurance, that is, combined insurance that covers the main family members of employees. This not only protects employees, but also relieves their worries.
With the constant change of working conditions, the level and object of labor protection are also changing quietly. Not only front-line industrial workers are involved in occupational diseases, but white-collar workers or gold-collar workers who are in the office every day also need to advocate occupational safety protection. A large number of desk work and computer operations have made white-collar workers victims of undefined occupational diseases, such as dry eye, lumbar disc herniation, scapulohumeral periarthritis and mental oppression. These hidden occupational hazards are eroding the physical and mental health of professional people and will also affect work efficiency. Therefore, it is necessary to devote energy to caring for everyone in the workplace and make them work safely and happily.
as one of the world's oldest industrial enterprises, DuPont's enduring core values of health, safety, equal treatment and environmental protection are an important factor. Their safety goal is "zero industrial injury, zero occupational disease and zero accident". Every employee who enters DuPont receives safety training first. Employees should strictly abide by safety beliefs, and management must be responsible for unexpected accidents. At any meeting held by DuPont, whether it is an internal staff meeting or a meeting with the heads of government, the first sentence of the meeting host is: "Before the meeting, I will introduce the safety exits to you." At the same time, the evacuation steps were announced at the meeting. Therefore, DuPont's safety record is 1 times better than that of other working enterprises on average, and its employees are 1 times safer at work than after work. Shantou recruitment network
As a management concept, safety care can start from the details. There is no gym to arrange workshop exercises, eye exercises, etc. to relieve stress, adjust physical and mental state and maintain good working conditions.
v. establishing employee ownership: creating a home culture
Qiu Bojun, chairman and CEO of Jinshan Software, said: "Jinshan has always advocated a happy culture and a home culture, hoping that employees will feel more belonging in the company. The more the economy is depressed, the more we want to give our employees more care. "
sense of belonging is employees' conceptual identity and ideological dependence on their own organizations, and it is also an awareness tendency that personal value relations belong to or attach to organizations. Enterprises can establish this sense of belonging by setting up an "employee home", employees participating in the decision-making process, and employees holding shares.
For enterprises that focus on mental work, competitive, interesting and educational cultural and sports projects should be carried out to achieve the purpose of employees' physical and mental health. Among them, the establishment of organizations with like-minded employees, such as Badminton Association and Chess Association, is more conducive to enhancing the interaction between departments and creating a good working atmosphere.
Employee stock ownership or stock option is the best catalyst to unite organizational centripetal force and establish the spirit of ownership. Mengniu Dairy, Ping An Insurance, Huawei and other large enterprises continue to release the implementation process of the employee stock ownership plan to the outside world, and the employee stock ownership of the world's top 5 enterprises is frequently reported in newspapers. This global financial crisis has greatly protected employees' rights and interests. Trade union shareholders have a strong voice in enterprise decision-making, which also enhances employees' sense of belonging to some extent. Shantou recruitment network
VI. Pay attention to career planning: create a development space without ceiling
Career planning is a series of planned behaviors and processes in which a person consciously determines his desired career goals in order to seek an ideal career development path, and on this basis, further designs the professional knowledge, technology and ability structure needed for future development and continuously develops his own potential. In the development and management of human resources in modern enterprises, employees' career should not be confined to their own enterprises, but should be based on the needs of knowledge workers to create conditions and provide convenience for their career. Employee career planning mainly includes training and improvement plan, retention and employment plan, job promotion plan, etc. Therefore, when making career plans for knowledge workers, enterprises should focus on making them have lifelong employability, aiming at improving their working ability in future social competition, making them see their own hopes and prospects from their career plans, maximizing enterprise value from the perspective of human capital appreciation, and indirectly promoting the great development of enterprises.
With the flattening, diversification, informationization and globalization of organizational development, the development trend of organizations has a great influence on career planning. Organizations must consider the development stage of the organization when planning their employees' career, so as to make targeted career planning for employees, ensure the needs of future talents of the organization, and enable the organization to retain outstanding talents.
Training is a key link in the implementation of career planning, and employees should be trained with a caring attitude. Training can be aimed at the problems that employees may encounter in their work and enhance their ability to analyze and solve problems. Training activities should help employees not only achieve the goal of making profits for the organization, but also meet the needs of employees to realize their self-worth. Therefore, caring for employees' career development is the key point of caring for employees.
The needs of employees are multifaceted and multi-layered, and the situation of each enterprise is different. Therefore, the specific contents and ways of implementing employee care cannot be generalized. When implementing employee care, we should proceed from reality, consider a series of related factors such as the development cycle, law, stage and financial strength of the organization, and formulate a feasible multi-level care interaction system. In this regard, we can neither make an excuse not to implement it, nor blindly implement it, nor rely on slapping the forehead as a stopgap measure. Instead, we should establish a system to form an organizational habit.
In short, employee care is a multi-factor and multi-level systematic project. Only by proceeding from reality and creatively using various implementation strategies can it play the role of "lubricant" and achieve the expected effect, so as to enhance employees' sense of belonging and satisfaction and form the core values of organizational culture.