Humanized management of 'white-eyed wolf' employees is ineffective

Management work is increasingly advocating humanized management methods to fully stimulate and mobilize employees' enthusiasm for work and improve work efficiency.

However, adopting humanized management methods for "white-eyed wolf" employees will eventually fail or even fail.

In my management practice, cases of failure or even failure of adopting humanized management also occur from time to time.

one,

The annual salary adjustment has ended, and the first month's salary after the salary adjustment has also been paid.

Everyone in the company is very concerned about the salary received this month. They are all calculating the salary increase this year. At the same time, they can also see everyone's expressions and performance at work.

The salary increase of an old employee in the technical department of the production department this year is the same as in previous years, which is relatively low among all employees, because although he has been an employee of the company for more than ten years, his performance in normal work is very poor. Therefore, the annual salary increase is limited, including this year's salary assessment.

When his immediate leader approached him to discuss the salary adjustment this year, he pointed the finger at me, saying that I had an opinion on him, so his salary could not be increased.

Of course, I do have some opinions on his usual work performance. Although this employee is not under my direct control, every time I see his working status in the workshop, he seems to be busy on the surface, he seems to be busier than anyone else, but he has a little effect. nothing.

Every time the employee is assigned a specific task, he has to discuss with him repeatedly, and provide him with various conditions according to his requirements, and he will take over it, otherwise he will refuse. Every time the task assigned to him is not completed on time, he always has to follow him again and again. He is not in a hurry if you are in a hurry, and the more anxious you are, the more he will delay you. For this reason, a few years ago, because an urgent delivery task was delayed in his hands, he deliberately delayed it with me. After I couldn't bear to get angry with him, I ordered him to complete it within a week. Seeing that I was really in a hurry, he hurriedly worked overtime, but he was driven out three days later.

He always doesn't care about the work assigned to him, and spreads out the work he does on the spot, but it hangs there, while he does other unrelated work. Other departments and personnel asked him to do something for him. It was very enthusiastic. He immediately took the tools and started to do it. However, when it took a long time or it was more difficult, he did it halfway through. He threw it down and went to do something else.

Because he is an old employee with both skill level and hands-on ability, but this virtue is unmanaged in the company, too casual, no one can do anything about him, an old employee who has been in the company for more than ten years, Salary is the lowest among the same seniority. We all hope that he can give full play to his strengths and be as inclined as possible in the salary assessment, but the humanity and sympathy we have paid cannot change him.

Last year, there was a major change in his family - his lover eventually had a liver transplant due to severe liver disease.

During that time, he had no intention of working at all.

We all sympathize with him.

While working, he takes care of patients and travels between the company and the hospital every day. During that time, although he still insisted on going to work, he did not arrange his work, and his attendance was counted as usual every day. When his lover needed blood for treatment, we repeatedly mobilized employees to donate blood in the company; after everyone knew about his situation, many people raised donations for him. When I found out about his situation, I prepared a thousand yuan in cash and donated it to him the next day. He immediately expressed his deep gratitude and bowed deeply to me.

Later, the company's labor union and the party committee raised donations to him, because his family was really in great difficulty. In order to treat his lover's disease, he sold the house in his hometown. The family rented the cheapest peasant house in Hangzhou and made a living by working. , once a seriously ill patient appears in such a family, it will undoubtedly be dragged into a bottomless abyss.

His lover's illness was finally treated effectively, and the operation was successful. After going home for recuperation, he returned to health a year later, and he returned to work normally.

However, we found that since the accident happened in his family, he also seemed to be rambling. He didn't know what he was doing every day at work, and he became more sensitive and suspicious. Seeing him busy all day, he has a desk in the workshop, and the desk is full of various technical documents. Research on qualitative data, you don't know what he is doing. According to people who know him, he has been learning technical knowledge recently, taking various skill level certificates.

We don't know how to guide and manage such an employee. No wonder his direct supervisors have no choice but to let him go. He is also happy to hang out here, earning a modest monthly salary, and living like this year after year.

two,

For an old wiring employee who works on the piece-rate system, because the number of piece-rate tasks in this workshop is limited, we tried every means to coordinate some wiring work for him in other workshops. Sometimes considering that he is not familiar with the products of other workshops and the wages are not high, in the calculation of wages, he will be converted into hourly wages according to the wages when he did piecework in this workshop.

However, we take care of him like this, but we can't get his understanding.

When he learned about our care for him, he played a little "smart": when he was coordinating the work of other workshops for him, he deliberately wasted time, just wasting more time, but not working, anyway Pay by time.

When we calculated his salary by the average hourly rate, he refused, asking us to calculate his salary by the maximum piece rate hourly rate, and shouting that we were underpaying him.

We are really speechless for such employees. Originally, in order to increase his income, we coordinated other workshop tasks for him when the amount of tasks in his workshop was insufficient, so as to increase his salary income. Our arrangement is mainly because he is an old employee of the company and the backbone of production. His skill level and work efficiency are very high. Therefore, we have been taking care of him in management. Complaints from other employees that we are taking care of this employee.

However, this employee is a "white-eyed wolf", not only is he not grateful, but also complains a lot.

The humanization of management is completely ineffective and even counterproductive in such employees.

three,

The one-and-a-half-month "Production Assault Month" activity ended at the beginning of this month. After a month and a half of high-intensity and intense labor, all the managers and employees of the production workshops worked overtime to catch up with the production tasks, and finally successfully completed the various production tasks. Paid hard work.

As soon as the "Production Assault Month" event ends, we will start to calculate and calculate the overtime reward for the Production Assault Month, and give appropriate rewards to those who perform well during this period.

The reward principle is divided into two categories, "overtime hours + work performance", each accounting for 50%.

The overtime time item is easier to calculate, just accumulate the overtime time during this period, and then calculate the reward according to the standard.

However, the reward for "work performance" is not easy to measure. Because the production here is not managed according to the piece-rate system, nor is it assessed according to the amount of tasks, our principles can only be considered in terms of several qualitative evaluation criteria such as "obedience, execution, work efficiency, work quality, work attitude, and teamwork". , to perform scoring.

As a result, those employees with lower job evaluations and less rewards are reluctant. When the bonuses go down, a few employees with less bonuses will find their superiors to reason with them and ask the supervisors what is wrong with him?

When the supervisor points out his deficiencies and shortcomings, he just doesn't accept it anyway, and always advertises that he is no worse than others, which is unfair and creates a conflict with the supervisor.

We found that the poorer the employees were at work, the louder they were against the bonus distribution. When we assessed, we took into account that everyone has worked hard and paid a lot recently, so we try to take care of them as much as possible. To these mediocre employees, encourage them from the perspective of humane care.

But our care and care are not recognized by the other party.