1000 Business Lessons Every Businessman Must Know

Chapter 51 Salary Design and Incentives: Improving Employee Motivation (4)
If it is said that parade management allows managers to go to the front line, then opening their offices at all times is to let the opinions of front-line employees enter the management.As a senior manager of the company, it is impossible for you to patrol the front line 24 hours a day. The nature of your work makes you spend a longer time in the office. Therefore, cruise management cannot solve all communication problems.Opening up your offices to your employees is a great way to compensate.Although many management experts are appealing, it is always impossible to open one's own office to all employees. After all, the general manager's office is not a reception.But keeping the office permanently open to the company's employees shouldn't be a problem.Because failing to hear their opinions may cause an immeasurable blow to the company's operations, and it is more likely that a large number of employees will "suddenly" leave their posts.An open office can sometimes interrupt your work at hand, but remember, you often get more for it.

421. Pay attention to the role of informal communication
Communication within an organization can be divided into formal communication and informal communication. When it comes to communication, people often think of formal communication between superiors and subordinates for work, and informal communication is rarely mentioned.However, in the management practice of enterprises to employees, the role of informal communication should not be underestimated.Working in an organization, it is impossible for a person to have no relationship with other people except for work. People often form various close ties because of common personalities, experiences, or hobbies.

Studies by psychologists have shown that it is easy for a person to break away from his own organization, but it is difficult to break away from his own social network.A good relationship with colleagues is also an important factor in improving employee performance.Therefore, creating such a harmonious atmosphere and relationship network for employees in the enterprise has a very obvious effect on retaining them and improving work efficiency.Many large enterprises in the world pay attention to the development of various clubs in the enterprise.Welch founded the Saturday Golf Club among GE's senior executives and actively participated in it himself.Through the operation of this club, the entire senior management has formed an extremely harmonious atmosphere.Before the manager's meeting on Monday, Welch always discusses the club situation with everyone, so that everyone's mood is more relaxed.

In addition, Welch would consult privately with the club for many important decisions in advance, and the way of meeting in a small area itself showed a kind of trust in the employees.

422. The Ongmali Effect
"Ongmali Effect" is a term in educational psychology, which means to give educators a psychological hint: you are good at it, and you can learn better.So that the educated can fully understand themselves, tap their potential, and enhance their confidence.At present, our country is vigorously promoting the "Ongmaly Effect" education method in the education field, and has achieved very good results.John Dewey, senior vice president of the Center for Creative Leadership, once said: "In terms of enterprise employment, shrewd managers will pay great attention to using the 'Ongmali effect' to stimulate employees' fighting spirit, thereby creating amazing benefits."

In the process of managing employees, it is very important to show that the company trusts and values ​​them and believes that they can achieve great success. Employees who get such hints will work harder to repay the company's kindness.However, it is not enough to let employees know what you think, it is not enough to just say what you think, you must express this meaning with practical actions, and the best way is to give them challenging jobs and give them "burden". .After all, important work will only be given to capable employees, and most employees like the challenge of work, surpassing existing limits or improving efficiency, which often brings excitement and excitement to them.For employees, a challenging job or task can be the best motivator.

423. Efficiency and Fairness

In reality, many employees who are highly valued and highly paid in the original company will also change jobs. Although some of them may get better treatment, there are also many people who are not for this purpose.In this regard, the managers of many companies are puzzled: what are these employees doing if they are not for salary and promotion?

The famous fairness theory in management believes that the fairness caused by factors such as responsibilities, powers, salaries, treatment, promotion and promotion speed of employees plays an important role in the work of employees.People not only care about their own absolute compensation, but also their relative relationship with others in terms of work and compensation.Therefore, it is far from enough to give employees high absolute treatment. The sense of fairness also has a great impact on employees' work performance.Creating an atmosphere of fairness in the process of managing employees can, in itself, increase their job satisfaction.

Employees usually measure salary, position, promotion speed, etc. based on their ability, hard work, experience, and educational background. If they feel unfair, they will have unbalanced psychological tension and will take measures to restore balance and achieve fairness. .

424. We must praise employees more

Psychologists have done such experiments many times: Divide some students into three groups, praise and encourage the students in the first group in everything, while they are very indifferent to the students in the second group, and let them go their own way. To the student of the [-]rd group, criterion always criticize.After a while, it was found that the students in the first group made the most progress, the students in the third group made less progress, and the students in the second group made little progress.It can be seen that people are eager to be valued and appreciated.The famous psychologist Jess Rael said: "Praise is the sunshine that warms the human soul. Without it, we can't grow and blossom." Appropriate praise will not only send warmth and joy to employees, but also stimulate their inner enthusiasm. Potential to do a better job.This incentive does not cost money, but its effects cannot be bought with money.It may not be long before you get a bonus of several thousand yuan and forget it, but the letter of commendation written by the president may accompany you all your life.

But in reality, some managers also give praise but fail to receive good results.In the face of their praise, employees either laughed it off, ignored it, or even flew into a rage.The result is that the job gets worse and worse.

425. Tolerating the "flaws" of employees

When the water is clear, there will be no fish, and when people observe it, there will be no disciples.As a manager, if you are too demanding on others, you will eventually be intolerable by reality and become a loner.There are always some managers who lament that there are no talents available, but when the real talents come to them, they are always picky, and the talents in the enterprise are also shelved because of various shortcomings.There is no pure gold, which is a phenomenon in nature; no one is perfect, which is the truth of social humanities.Dismissing talents because of a small defect will be the beginning of a company's decline; and appointing too many mediocre talents who do not seek merit but seek no faults will make the company fall into mediocrity.You must know that when Bo Le judges a horse, he only judges whether it is a thousand-mile horse by its ability to run. As for whether the horse's coat color is bright or not, whether it is beautiful or not is not considered.If you let Bole look for a Maxima without any flaws, there may be only two results: either you can't find it, or what you find is not a Maxima at all.

Therefore, in order to be able to discover talents and make good use of them, the managers of enterprises must be able to tolerate some shortcomings of employees.A technical expert is unwilling to wear a uniform to work. If he does not directly deal with customers, he may as well meet his requirements; If you are willing to make written reports every week, you can use other methods such as oral reports instead.

Of course, saying that "there is no one who observes people" does not mean "not to observe". "Not observing" may recruit many "gangsters", but many of them will definitely cause harm to you.Therefore, only small shortcomings that do not interfere with the overall situation should be tolerated, such as being late for work, not wearing a uniform, and so on.The shortcomings that affect the overall development of the company and the team atmosphere must not be tolerated. It is best to correct them. If they cannot be corrected, they will be eliminated. We will never be soft-hearted.Experts who always do not obey the leadership and run counter to the corporate culture, no matter how high their level is, can only be regarded as "black apples". These employees should not only be tolerated, but should be eliminated in a timely manner.

426. Harnessing the Power of Example

An important factor for an enterprise to attract and retain talents is to have a great development prospect, and this prospect is largely determined by the top leaders of the enterprise.Donald Laurie, the founder of Laurie International Co., Ltd., who has long been committed to the research of presidents and CEOs on strategic management issues, once said: "Every good leader must first have a big dream. The majestic vision attracts them. The involvement of others provides energy and motivation. Therefore, the wisdom and art of clearly planning the blueprint and unleashing dreams and ambitions has become the core of the art of leadership.

In a sense, leadership is like the helmsman on a ship, steering the course.Without a clear direction for the organization, employees may feel like they are in a rudderless boat.I believe that no one likes this, so employees in such an organization can only choose to leave, and then find a ship with a clear course.A manager who wants to retain talent must show employees that he is a strong helmsman capable of leading everyone to success.If employees do not see this, they will lose confidence in the development of the business and will always be ready to find a way out for themselves.

A leader's influence on an organization is also manifested in his or her demeanor on a day-to-day basis.Because you are the leader of the company, your every move is under the observation of others.Your compliance with the corporate system, the way you treat people, and your attitude towards subordinates and customers will have a profound impact on every employee in the company.Many employees, without realizing it, are imitating people they respect and admire.Your enthusiasm and rigor may have spread to every corner of the organization unconsciously, and a mistake you inadvertently may have a great impact on team morale.

Therefore, as a leader of an enterprise, it is necessary to show extraordinary ability and level. Only in this way can the employees in the organization be convinced and feel the bright future of the enterprise's development.

(End of this chapter)