1000 Business Lessons Every Businessman Must Know

Chapter 89 Boosting morale: find ways to get employees running (2)
Listening is an art, not a simple thing.A person sits in front of you talking endlessly, and you sit next to you and keep nodding, but you are thinking in your heart, "Talk to Lao Zhang tonight" or "How can I surprise everyone later and let others know that I am extraordinary knowledge."At this moment, you are not listening to someone else speaking, you are just waiting for the other person to finish speaking so that it is your turn to speak.

When talking with others, you must concentrate on the other person, listen to the other person's words with concentration and concentration, listen to his implication and overtones, and pay attention to his movements, gestures, eyes and expressions.You want to make the other person feel that there is only the two of you in this world at the moment of the conversation.Conversely, if your eyes are fixed on the waitress's thighs, floating here and there as she walks, the person you're talking to will think: This guy doesn't pay attention to me, the waitress's legs are better than what I'm talking about. Much more important.Your conversation is in vain.

People often fidget because the conversation is interrupted, and they will rush to find a new topic to talk about to keep the conversation going.In fact, a moment of silence will allow both parties to have a chance to think about it, one party will provide more information, and both parties will have a chance to rest.There is often something wrong with the rapid-fire conversation.

Many times, when you talk to a distressed employee, you don’t need your ideas and solutions, you just need to listen patiently, and the other party will naturally find a solution after telling their distress.But sometimes listening isn't enough, and with some people you can't know what they're thinking unless you ask carefully.But the inquiry here must be tactful, let the other party know that your intention is to care rather than to pry into privacy.

735. Implement praise incentives

Praising every small achievement of an employee will stimulate his self-confidence, and the employee will work harder and have more courage to try. With such accumulation, it is not surprising that the employee will achieve great success in the future.

In the stage of baby babbling, even if he can't pronounce it accurately, but as soon as he says "da-da-", the father automatically assumes that he is calling "dad-dad". He shouted excitedly: "Did you hear that? He's calling me Dad!" Then, he picked up the child and kissed him, and said to him: "Smart boy! Daddy loves you!" The child will continue to learn to act when he is praised. Speak, and gradually learn to speak in this way.Without the praise and encouragement of our parents, I am afraid that many of us can only babble all day long.

As a manager, you should understand that every employee needs praise to maintain self-confidence.If you want, you can always find countless opportunities to praise your subordinates. Praising them from the bottom of your heart will make them follow you wholeheartedly.

Respecting employees is not just a slogan or a sentence printed on paper, it is reflected in all aspects of company activities and permeates every word and deed of senior executives.

736. Implement participatory incentives

Robbins, a management scientist, defines employee participation as: "Through employees' participation in influencing their decision-making, increasing their autonomy and control over their working lives, employees will be more motivated, more loyal to the organization, and have higher levels of productivity. more satisfied with their work."

From a decision-making perspective, employee participation is often for the following reasons:
First of all, work is becoming more and more complicated. Managers often cannot understand everything about the work. Only employees who are on the front line can make highly targeted decisions.

Secondly, because employees participated in the decision-making, when implementing the decision-making, they will definitely take this work as their own business, go all out, and will voluntarily explain to their colleagues why they made this decision, instead of taking action. The attitude of none of your business.

Third, with the development of science and technology, the knowledge level and education level of current employees are getting higher and higher, and their self-awareness is getting stronger and stronger. They are not willing to be just tools for others, but require the ability to express themselves, Realize yourself.Employees participate in decision-making, and when they succeed, they think, "Well, I have a part to play here!" It's motivating to see their ideas come to fruition, and employees are greatly motivated to be more productive at work. Putting in, there will be higher enthusiasm.

737. Implement internal promotion incentives

Establish an effective incentive mechanism for internal promotion. The vast majority of employees in the company hope to be recognized by the leadership through hard work, and thus gain more work rights and responsibilities, so as to obtain better personal development space.When this desire is impossible to achieve, employees will look for new companies and opportunities to meet the needs of personal development.

The company's leadership should pay attention to this unstable factor. While affirming the work of employees, they should look for new job opportunities that can meet the inner needs of employees, and provide as many opportunities as possible to suitable employees.

738. Implementing Thanksgiving Motivation

Fujita, the president of McDonald's Burger in Japan, believes that capturing the hearts of employees' wives, remembering the birthdays of employees' wives and children, and giving them some gifts is definitely beneficial to the centripetal force of the company.Summarizing their approach, Fujita said: Every employee’s wife in a McDonald’s store in Japan will definitely receive flowers from my florist when they celebrate their birthdays.In fact, the price of this bouquet of flowers is not expensive.However, the ladies were very happy in their hearts. "Even my husband forgot my birthday. Unexpectedly, the chairman remembered to send flowers. I am so grateful. I often receive letters of appreciation like this."

In addition to bonuses issued at the end of June and the end of the year, McDonald's in Japan will issue bonuses once a year in April.This bonus, also known as "settlement bonus", is not given to the employee, but to the employee's wife.At the same time, a text message is attached: "The company's good performance is due to the assistance of all the wives. Although the gentlemen are directly involved in the work, but without your good helpers, the work performance of the gentlemen will be greatly reduced. So, this bonus is what you deserve.”

739. Implement challenge incentives

Employees work eight hours a day, and work is the main theme of their lives, so it is often fruitful to think about the type of work itself.Job enrichment and challenging jobs are commonly used methods in modern humanistic management, adopted by many management masters.

There are many similarities between the two, and job enrichment can be a challenge for a single worker.Each worker in a company was originally responsible for only one job on the assembly line, and they seemed listless because they could not see the results of their work.Later, the leader adopted a group of six to eight people, allowing each worker the opportunity to complete a finished product from beginning to end, and experience the sense of accomplishment from the initial blank to the final product, thus increasing work efficiency by two to three times.Switching jobs helps workers acquire multiple skills and helps them find the jobs that best suit them.For professionals and senior managers, they hope that their jobs can provide opportunities to use their skills and abilities.

If the work is challenging, it will stimulate employees' interest in the work.He will take pleasure in solving difficult problems at work instead of suffering from it. One positive and one negative is a world of difference.You may be absent-minded at get off work, can't keep your eyes open when you get off work, walk heavily, exhausted, and feel groggy when you come home, but if someone asks you to play basketball at this time, you may immediately become full of energy. Fighting for hours without feeling tired, this is the difference between suffering and happiness.If the employee likes his job as he likes to play cards and computer games, then he will not be a problem if he forgets to eat and sleep, and works all night.For such employees, working overtime is no longer a chore, but a pleasure.Once you enjoy it, everything will be done well.

740. Implement job rotation incentives

Job rotation refers to the transfer of employees to another position of similar level when the employee feels that a job is no longer challenging.Job rotation can save employees from boring work and enhance their enthusiasm for work.

For employees, he can learn more skills, have a deeper understanding of the relationship between various tasks, and have a deeper understanding and understanding of the organization's overall activity arrangements.

For the company, it can tap the potential of employees and have greater flexibility when adapting to changes and filling job vacancies.

741. Implement work enrichment incentives

Job enrichment mainly refers to the vertical expansion of job content.Allow employees to engage in an independent and complete task, enhance employee responsibility, and organize various tasks to form a new and more complete task.

Allowing employees to be responsible alone can strengthen employees' sense of "ownership", feel that they are very important, and their work is also of great importance. Allowing employees to take on more responsibilities can enable employees to better understand managers and have more understanding of their work performance. In this way, he will self-evaluate, self-motivate, and self-improvement without being reminded by the leader.

[-]. Adopt strategies to boost morale
742. Using Goals to Motivate Subordinates
A 1000-meter runner, when people tell him that he only has [-] meters and he can win the gold medal by working harder, even if some parts of his body are in pain, he will be full of confidence and speed up to complete the final sprint.

So, how can leaders motivate subordinates to complete tasks through goals?

Goals are external objects that stimulate and satisfy human needs.Target leadership is the main content of leadership work, and target motivation is an important means to implement target leadership.Setting appropriate goals can stimulate people's initiative and mobilize their enthusiasm.Goals can be either external physical objects or internal spiritual objects.

Generally speaking, the greater the value of the goal, the greater the social significance, the more exciting the goal, and the stronger the motivational effect.

Therefore, leaders should be good at setting correct and appropriate overall goals and several phased goals to stimulate people's enthusiasm.Setting an overall goal can make subordinates feel oriented in their work, but achieving the overall goal is a long-term, complicated and even tortuous process. If there is only a general goal, it will only make people feel that the goal is far away, elusive, and unattainable. Affect the full play of enthusiasm.Therefore, it is also necessary to set a number of appropriate phased goals, adopt the method of "big goals, small steps", decompose the overall goal into several phased goals that can be achieved after hard work, and achieve the big goal by realizing these phased goals one by one. This is conducive to stimulating people's enthusiasm.Leaders should be good at combining short-term goals with long-term goals, continuously mobilize the enthusiasm of subordinates, and maintain this enthusiasm at a high level.

When formulating and decomposing goals, the difficulty of the goal should be moderate. If the goal is too difficult, it is easy to lose confidence; if the goal is too difficult, it will not stimulate the motivation it should.Only the goal of "jump and reach" is the highest motivation.Because such goals satisfy individual needs with the greatest value.

743. Arousing the Potential of Coefficients with a Competitive Heart
Al Smith used to be the governor of New York State. He once successfully used his competitive spirit to create a miracle.

At one point, Smith needed a strong strongman to lead Sing Sing Prison, the most notorious prison west of Devil's Island, which lacked a warden.This is a tricky business.

After much deliberation, Smith settled on Lewis Lawes of New Hampton.

"How about going to lead Sing Sing Prison?" Smith casually asked Routh who was summoned, "There needs an experienced person to be the warden."

Rouse was taken aback. He knew the enormity of the task.He had to think about his future and whether it was worth the risk.

Seeing his hesitation, Smith leaned back in his chair and said with a smile:
"Scared? Young man, I don't blame you. This is a difficult position. It needs an important person to pick up the burden and continue!"

This remark made Routh so competitive that he eventually accepted the challenge and remained in Sing Sing Prison.Later, Laws reformed the prison, helped criminals to be a man again, and became the most prestigious warden at that time. He created a miracle.

This miracle itself can also be said to have been created by Smith's skillful use of competitiveness to stimulate the potential of his subordinates.

A successful leader uses competitiveness well, because it is a surefire way to lift people's spirits and take on challenges.

It is human nature to be competitive and challenging.For many jobs, as long as you are good at motivating, they will definitely do it with the greatest enthusiasm and do these jobs well.

A successful leader should always "control his anger", keep a calm head at all times, and not let impulsive emotions disturb his reason.But from the perspective of motivation, leaders should learn to "provoke" and ignite the "fire of the heart" of employees at any time, so that their teams have high fighting spirit and good combat effectiveness.

744. The same pursuit can make people enthusiastic
Many positions require practitioners to have certain qualifications, education, abilities, etc. If you want to absorb and retain professionals in these positions, you must show respect for their status and qualifications.This respect and appreciation pays off.By belittling them, you will "force" some key employees to seek other positions that identify with their professional identity.Ways to build your employee’s professional reputation include:
Indicate titles in the company's various promotions; fully display the personal business cards of employees; encourage employees to participate in various industry activities and continuing education; provide a work stage for the use of employees' professional knowledge.

Any business has a life cycle of gestation, growth, maturity, and decline.Therefore, a continuously growing enterprise should look like this: expanding and guarding the core business, while continuously establishing new businesses and creating viable candidate businesses.This is not only an inevitable requirement for the continuous growth and sustainable operation of the enterprise, but also can provide new entrepreneurial opportunities for the key talents of the company and ensure their continuous entrepreneurial passion.

Let the personal progress of employees be integrated into the long-term planning of the enterprise; let the development of the enterprise provide employees with a larger space and stage; let the progress of employees promote the greater development of the enterprise; let employees have their own clear goals in the enterprise and feel I am "progressive" and valuable in the enterprise, and I am willing to work in the enterprise for a long time.

745. A Harmonious Organizational Atmosphere Can Boost Morale

A harmonious and harmonious working environment can enable employees to devote themselves to their work and give full play to their potential, which is also a necessary condition for building an efficient team.On the contrary, if the morale of employees is low, there is a gap between employees and between employees and supervisors, and the work is carried out under severe friction, the result will inevitably lead to a negative state of the entire team, and the output rate will be greatly reduced.

As a leader, to manage team operations, you must pay attention to the organizational atmosphere, start with small things, and start with yourself.Take some precious time to hold a democratic life meeting to promote mutual communication; use typical examples to motivate employees; write an article to outline the bright future of the team... The power of the team lies in the full play of each individual's strength, and superimposed together to form "Resonance" effect.As a supervisory leader, it is necessary to guide the output of this "resonance" effect as much as possible. If the leader often puts good suggestions aside, the enthusiasm of employees will decay over time.The supervisor is the main builder of the organizational atmosphere. The construction of the organizational atmosphere depends to a large extent on the leadership style of the supervisor. The supervisor should attach great importance to the construction of the organizational atmosphere, incorporate it into the team's work plan, and create a good organizational atmosphere. This not only It is conducive to improving the work enthusiasm and stability of employees, promoting the improvement of department work performance, and providing guarantee for the implementation of various leadership tasks.

Satisfied employees are those who are sincerely convinced by the leaders. Only satisfied employees can obey the leadership's management, can take the initiative to do all kinds of work well, and can create the greatest value for the company.

(End of this chapter)