Give you a company, see how you manage

Chapter 65 "Employee Satisfaction" Is higher the better?

Straight to the point, it doesn't matter whether the "employee satisfaction" is too high or too low, and the "score" is the most ideal.In the last article, I made a strong point: "employee satisfaction" is more important than "customer satisfaction".However, here I want to clarify one thing, that is, unlike "customer satisfaction", "employee satisfaction" is not as high as possible.Don't get me wrong, I don't mean to "contradict myself" when I say this.Just because I firmly believe that "employee satisfaction" is very important, the effective management of "employee satisfaction" and the "sense of proportion" have become a major issue that managers must seriously face.From a psychological point of view, the state of "too satisfied" with the status quo is definitely "negative".

As the saying goes, "Arrogant soldiers are bound to be defeated", "Warming up and thinking about lust", when a person is too satisfied with the status quo, he will inevitably slack off, gradually lose his ambition, and even, to put it more seriously, will inevitably gradually lose his temper. Breeding "evil thoughts".So, to put it bluntly, the animal "human" is a bit "cheap" and cannot live a very good life.If you want "people" to keep "aggressiveness" and "aggressiveness" forever, you can't let "people" live too comfortably.This point is also applicable to the "employee satisfaction" index of the enterprise - employees who are too "satisfied" are definitely not "good news" for the enterprise.So, to put it a little bit "wicked", if you see that your employees are too "leisurely leisurely", you must try to find something for them, "add some obstacles", and consciously put your employees Scroll down on "Employee Satisfaction".Of course, what level of "employee satisfaction" is the real "best state" is a matter of "different people have different opinions, and the wise see wisdom", and there cannot be a "standard answer".

But in my humble opinion, if calculated according to the "point system", the "employee satisfaction" should be around 70 points should be the most ideal.Otherwise, if the score is too high, "arrogant soldiers" will be raised, and if the score is too low, "rebellion" will be triggered, both of which are extremely dangerous.When I first came to the current company to work in management, I once made such a joke to the subordinate employees: "If one day you see me from a long distance and turn around and run away, it means that the employee satisfaction is too low, I have to treat you better On the other hand, if one day you see me and want to rush over to kiss me, it means that our employees are too satisfied, and we have to give you some trouble.”I have suffered from too high "employee satisfaction" more than once.For example, the company I work for has very strict requirements on environmental sanitation, but it is impossible to pay too high salaries to the company's cleaning ladies.In order to alleviate their dissatisfaction with work, I usually pay attention to treating these elder sisters well.Give them as much overtime pay as possible, and when other departments distribute bonuses, I don’t forget to share a share with these elder sisters, and I hand it over to them in person.

This trick really worked. They worked really hard and met the minimum standards required by the company.But after a long time, I found a problem. Although I think I treat them well and the treatment I give them is one of the best in the industry, they not only don't have the slightest "grateful" heart, but on the contrary, they are more and more dissatisfied with the status quo. Dissatisfied, she frequently asks me for remuneration, and her courage is getting bigger and bigger, and her attitude is getting more and more arrogant.I realized the seriousness of the problem, and solemnly stated my position to them, warning them that "if you are dissatisfied, you can leave at any time."That's when it stopped.From this incident, I understand two truths.First, "kindness" does not mean "weakness" and "indulgence".When it is time to express your position, you must express your position seriously, without showing any sympathy.

Only by doing this, will your usual "kindness" to employees be truly valued and "cherished" by them.Otherwise, there will never be a small number of people who "push their noses on their faces" and "make progress".Second, if you want to "govern the army strictly", you must first "love soldiers like children".To put it simply, if you want to be "strict" to your employees, you must first "treat" them kindly, so that it will be effective.Because you "treat people kindly" before you start "treating people harshly" after you "extremely benevolent" to others, so it is impossible for the people you "treat severely" to have any complaints because they have wronged themselves first, and they can accept it calmly. .Conversely, if you do not treat your employees "kindly" but blindly "treat them harshly", the employees already have resentment towards you, and when you encounter your "intensified" "strict treatment" they will be intolerable, eventually leading to violent "resistance" ".

At the same time, your "kindness" will benefit you in other ways.Everyone has such a problem-getting cheap and being good-looking.That is to say, "I have already obtained the benefits, but I am still not satisfied, and I want to get more."But after all, the "benefits" have been obtained, and with the "vested interests", if you really want to give up, you have to weigh it carefully.I used to take advantage of the staff's mentality of "getting cheap and acting good" to "do what I can" to repel many employees who made "unreasonable" demands.For example, some employees come to you every day to ask for a higher salary even though their income is not low, and threaten to "resign and leave" if you can't satisfy them.At this time, if you can confirm that they do have "vested interests", you don't have to be afraid, you just need to express your position to them "if you are dissatisfied, you can leave at any time", and in all likelihood they will "quiet their flags" and feel at ease from then on Work.There are definitely very few people who really dare to "slap their ass and leave", and they just say it to scare you.It really makes them give up what they have already got so easily, they are not so stupid!But there is a big premise here.That is, when you do this, you must first determine whether these employees really "get cheap", that is to say, whether they have "vested interests" that they will never give up easily.If not, this trick will not work, so be careful.

If you don't "treat" your employees well, so that they don't have any "vested interests" that they can't bear to give up, your employees will breed a kind of "barefoot who is not afraid to wear shoes". "Son" mentality, then you are really stuck.So, how to judge whether your employees have "vested interests" that cannot be easily discarded?One of the easiest ways is to judge the "employee satisfaction" score.Generally speaking, the "vested interests" of employees who score above [-] points are quite obvious.If you "move" such an employee properly, you won't encounter obvious "rebound"; if the score is lower than [-], it means that your employee probably has no "vested interests" that you can't let go of, and is already in a certain situation. Kind of "barefoot state".

If you still want to continue to be "strict" at this time, and then "fire a fire", you are a typical "ignorance of current affairs", because the risk of "officials forcing people to rebel" will be very high.Unfortunately, in the real world, there are too many companies that "treat" employees badly.In my humble opinion, the "employee satisfaction" indicator of a company that exceeds [-]% will not be higher than [-]%.In this world where "employee interests" are overly ignored, it is no wonder that our employees have the motivation and instinct to "over-protect" their own interests - they are used to being "bullied" by others, so they don't believe that there are still "over-protection" in this world. Good guy".It is said that even the winners of the Nobel Prize in Economics cannot completely solve the problem of "employee satisfaction scale", which shows how difficult this problem is.However, as long as our managers have to deal with employees every day, this is another problem that we have to face every day.Therefore, at the end of this article, I venture to make a conclusion: First, the ratio of "treating employees kindly" to "treating strictly" should be controlled at [-]% or [-]%; try not to be lower than [-]% to [-]%.Second, if possible, try to put "kindly treatment" first and "strict treatment" second, and try to put yourself on the side of "reasonable".

(End of this chapter)