'The water is not excited, and the people are not excited.' Learned to make management no longer difficult
What is an incentive?
Goals
Effort
Performance
Rewards
Satisfied
Effort
Sam Walton, the founder of the world retail giant Wal-Mart, has formulated three mottos for the company as early as the beginning of his business: "Customer is God", "Respect for every employee" and "Pursue excellence every day".
Sam Walton summed up the "ten principles of business success", and often with managers and colleagues to encourage.
The ten tests are:
Loyalty to your cause; build partnerships with colleagues; inspire your colleagues; communicate with colleagues in everything; appreciate their contributions to the company; celebrate successes and be optimistic about failures; listen to colleagues; exceed customer expectations; control costs Lower than the competition; swim against the current and abandon conventional wisdom.
Seven of the above ten principles are related to employee relations, which shows how important Walmart places employee relations.
Wall has less of a hierarchical atmosphere. Since founder Sam Walton, he has been happy to be with employees, discuss issues or give speeches, and transmit the values he advocates to employees.
To this day, Wal-Mart's managers at all levels still implement the traditional corporate culture, and managers are considered to be "public servant leaders".
Wal-Mart stipulates that all subordinates are called "colleagues" instead of "employees", and everything Wal-Mart does also fully reflects the respect for people.
Respect for individuals is the corporate culture of Walmart.
At Walmart, "Our People Are Different" is not only a slogan, but the reason for Walmart's success.
What it really means is that every employee counts and excels no matter where he is.
I often hear managers complain that the team is either too stupid or too lazy. In short, they cannot complete the work effectively, and they have to do the work that they should have done.
In doing so, in addition to making yourself more physically and mentally exhausted, it actually delays the more important work that managers should undertake.
In fact, the reason why team management is needed is because everyone has flaws.
99% of the leaders who complain about the lack of team ability are their own problems in talent selection, allocation, management or training.
Every company feels that it needs a good manager to manage its employees, but is it better to manage or motivate employees?
As the saying goes, "the water does not rise without stirring, and people do not get excited without stirring", which is a typical motivational thought in ancient China.
In ancient China, there was a lot of discussion and practice on incentives. I think Chinese Confucianism is broad and profound, but it is not very easy to operate.
What is an incentive?
Motivation process can be regarded as the joint action process of external stimuli, individual internal conditions, behavioral performance and behavioral results.
Incentive is a process of dynamic change cycle: reward goal → effort → performance → reward → satisfaction → effort, among which there are a series of factors such as the ability of the individual to complete the goal, the expected value of the reward, the perceived fairness, the consumption of power and ability, etc. .
Satisfactory incentive effect can be achieved only when all aspects are considered comprehensively.
In the 1930s, Mayo's Hawthorne experiment introduced management into the study of human behavior. How to release employees' passion and stimulate employees' potential has become the most important topic and direction of management research. It can be seen that motivation itself is also management. Part of the importance of incentives to management is self-evident.
In the current information, digital, and platform-based business environment, people's cognition, channels for obtaining information, and people's needs are changing and becoming more diversified. How to activate individuals to manage and operate an enterprise well is an enterprise The most important means of being in charge.
The faster the development of the enterprise and the larger the scale, the more important and urgent the establishment of a standardized and process-based management system is, in order to support the division of labor and operation of the enterprise's business and ensure the success of the company's account period and sustainable operation.
After analyzing the vast majority of enterprise systems, it is found that the core problem lies in the backwardness of the incentive system, which makes the efficiency of the management system worse and worse.
When it comes to improving employee engagement, HR has a number of options: increasing overall compensation levels, enhancing training and career planning, nurturing a good corporate culture, nurturing leadership, and more.
01
Improve overall compensation levels
A fair and equitable salary system, another important potential factor affecting employee engagement is a very realistic salary package, especially in China at this stage, this is particularly important.
From the perspective of employees, if the company's compensation and benefits are not very competitive compared with other companies in the industry, the reason why employees work for the company may be because they are optimistic about other factors in the company.
Such as learning, training opportunities and work environment, but as their ability to work improves, they may feel that there is not enough balance between the compensation given by the company and their personal ability and the value created for the company, so that once they have the opportunity to find If you get a better-paying job, you're likely to quit.
If employees regard the company as a "springboard" or a "training academy" due to the company's salary problem, so that the company does not get the due gains after completing the investment in the early stage of cultivation, then the company's losses are actually quite large.
02
clear development direction
Let every employee see their own growth direction and room for growth, so as to mobilize the enthusiasm of employees, is the best way to improve employee engagement.
I divide the career of employees into 3+3+3+3+3, one stage every three years.
The first 3 years is a period of confusion, and employees have no direction.
In the second 3-year direction confirmation period, employees can find their own development direction.
The third three years is the accumulation period, mainly for the accumulation of knowledge.
The fourth 3 years is the production period.
The fifth 3 years is self-actualization.
Career planning is more useful for employees in the first two stages. It plans the career development direction for each employee, but it is not very easy to do in the later stages. Therefore, it cannot be generalized. Different career development directions need to be proposed for employees in different periods.
03
Corporate culture as a driving force
The construction of corporate culture is an important part of the construction of corporate spiritual civilization, an important means to promote the construction of corporate spiritual civilization, the spiritual food of employees, and an important force to unite all employees.
Its fundamental task is to comprehensively improve the comprehensive quality of employees in various ways, stimulate their enthusiasm for work, improve labor productivity, and promote the growth of enterprise economic benefits.
Enterprises need to survive and develop without developing a culture.
An entrepreneur without culture is not a wise entrepreneur, not a smart entrepreneur, not a complete, modern entrepreneur An uncultured enterprise workforce is a team that lacks creativity and vitality.
An enterprise without culture is an enterprise without a soul, an enterprise without spiritual support, an enterprise without cohesion, and an enterprise without hope.
From the perspective of some successful companies, the reason why they can develop healthily in the tide of reform and opening up is that they have established a good cultural structure within the company, forming a good corporate cultural atmosphere and a strong "cultural force" ”, providing a strong spiritual power, intellectual support, ideological guarantee and a good public opinion environment for the development of the enterprise.
As a business leader, you should understand that people have various needs in different environments, ages, growth stages, and management levels. This is the source of motivation.
Without incentives, people's needs cannot be effectively met.
Whether it is management or incentives, the main purpose is to serve results.
A good management system in an enterprise can urge employees to complete their assigned work and create their own performance.
Appropriate incentives can allow employees to voluntarily take time off to complete additional work to obtain more harvests. For the company, it is prosperous and flourishing, and for individuals, it can also have more spiritual growth and material gain.