Give you a company, see how you manage

Chapter 70 "Gratitude" Should Be Mutual
"Gratefulness" is mutual. Of course, employees should be grateful to their leaders, and leaders should be more grateful to their employees.Any unilateral gratitude is meaningless, and doing so will not bring the distance closer to each other, on the contrary, it will further alienate each other's hearts.Many companies now regard "learning to be grateful" as an important part of corporate culture to educate employees.This is a very gratifying phenomenon.Our society is full of apathy right now.There is a lack of sincerity and mutual trust between people-not to mention having a "grateful" heart.The result is that everyone wears a "mask", whether it is to others or to themselves, it is difficult for each other to exchange their sincerity.The result of lack of "gratitude" is that "indifference" is continued, people are constantly hurting each other, and everyone is both a "victim" and an "injurer".In a word, without "gratitude" and "sincerity", in fact, everyone is "unhappy".

In the face of the lack of "sincerity", there will never be a final "winner".However, there is also a "trap" here.Many of our companies and their managers often have a one-sided understanding of the "gratitude" education in corporate culture - they always think that gratitude is mainly for ordinary employees.That is to say, ordinary employees should never forget the heart of "gratitude" to the company and the boss.Moreover, their mouths are also plausible, "The company and the boss gave you a job, so you can support your family. Is it wrong to make you grateful?" Of course, the problem is that they often forget another aspect of things-employees should Be grateful to the company and the boss. Conversely, shouldn't the company and the boss have a "heart of gratitude" to their employees?Some bosses may say: I am already worthy of my employees, I pay them on time every month!Then, the employees will also ask in this way: I am already worthy of the company and the boss, isn't my monthly salary in exchange for my hard work?
Here, I will introduce to you a real case that I have personally experienced.I have worked as an intern in a township enterprise for two or three months.It is a company engaged in refined meat processing, with a large scale, rapid development and strong economic strength.The only thing that makes the boss a headache is that the average tenure of all employees in that company does not exceed one year, and the workers in some positions will be replaced almost every two or three months.The reason is also very simple. The treatment of employees in that company is really unflattering—not to mention the low wages, the poor food and accommodation conditions, they work overtime every day until eleven or two at night, and even work overtime until three or four in the morning of the next day. point of staff.Therefore, employees often resigned in groups, and there was even an incident where nearly forty employees collectively "fleeed" one night.But what kind of countermeasures did the company take?In addition to adopting some reluctant and innocuous "improvement" measures in terms of employee treatment, the boss's key implementation method is: vigorously strengthen the "education" work of employees.The most important part is that employees must have a heart of "gratitude" to their bosses.

I have personally participated in several "gratitude education" trainings hosted by the secretary of the boss.At the training site, I saw a comical scene: Except for the boss’s secretary who was passionately “talking” on the podium, every employee present was eating melon seeds, chatting, and dozing off.Obviously, this kind of "gratitude" education is unlikely to have any effect except to make employees "more disgusted" with their bosses.Compared with the "gratitude" of employees to the company and the boss, the "gratitude" of the company and the boss to the employees will actually have a greater stimulating effect on the productivity of a company.Those companies whose bosses really respect, cherish and appreciate their employees from the bottom of their hearts are all companies with strong competitiveness.

As the saying goes, "a scholar dies for his confidant", "a good bird chooses a tree to live in", in fact, we Chinese have a deep-rooted cultural tradition since ancient times, that is, we expect to meet a "Master", and then Dedicate your all to it.This point has not changed in any way even in today's "material desires".On the contrary, it is because today's "selfish desires" are too "cross-flowing", so for those few remaining "Mingzhu" (enlightened managers) who are close to "extinct", now is an "extreme" It is an excellent time to call out from the top, and everyone will respond."However, there is still a "misunderstanding" in understanding.After reading some of my descriptions above, I am afraid that many managers of enterprises will instinctively classify themselves as "smart masters", and few people will take the initiative to classify themselves as "faint masters".Many managers will think: I am doing a good job!But I still can't see the "grateful heart" from the employees to me.So in the final analysis, the quality of my employees is too poor. They don't know what "gratitude" is.

wait!Such conclusions must not be drawn prematurely.There is likely to be a huge gap between how you "feel" and what your employees really "feel". "You" feel that you are "not bad to employees", but employees may not necessarily feel the same way as you.That is to say, since you want to get the "feeling" of employees, you must think from their standpoint, not your own standpoint.In fact, many of our managers have oversimplified the relationship between employees' "psychological" and "material" demands, and they will especially inadvertently make the "psychological" demands of employees invisible.For example, many managers place too much weight on the power of "material" appeals.They often "simplely" think that as long as I "give more money", employees will be satisfied, so they will be "grateful".Out of this understanding, such bosses who "give enough money" often ignore the "psychological demands" of employees.

What's more extreme is that just because they think they "give more money", employees should unconditionally accept their bad temper and let themselves be at the mercy of themselves, as if they have "ownership" over employees because they "give more money". ", you can do whatever you want.Therefore, they tend to behave arrogantly and domineeringly.They abuse employees at every turn, and they can't listen to any defenses from employees—no matter how much I scold you, you probably won't dare to leave. Where can you find a place where you can earn so much money!However, the sad thing is that because you "give more money", employees may indeed "bite their teeth and swallow blood" and endure it temporarily.But the resentment and jealousy towards you in my heart will grow day by day, and one day when these resentment and jealousy finally break out, you will be punished mercilessly by the employees.In the end, it ended up in a situation of "spending money and not being happy", "losing my wife and losing my army".Talking about "gratitude" under such circumstances can only become a classic joke.Remember, as the saying goes, "If you sow melons, you will reap melons, and if you sow beans, you will reap beans." Whatever you do, you will definitely get something. "Gratefulness" is not what you say, but something from your "heart". "Receiving people" but not "receiving hearts" will never get anyone's "gratitude".

(End of this chapter)