"But in this way, how to stimulate employees' enthusiasm for work? What should we do if we encounter some employees who are not very motivated and fish in troubled waters?" Xiao Ma asked a question that he was more concerned about.
This is also a headache for many bosses, that is, how to motivate employees to work and create more value.
Each company has its own methods or corporate culture, but generally speaking, they are almost the same. It is nothing more than adding money, or using some benefits to stimulate everyone's enthusiasm for work. For example, getting up half an hour earlier in the morning or
There is a company bus to pick you up in an hour.
Or, if you work overtime until a certain time at night, you will get free dinner, late-night snacks, and reimbursement of taxi fare home, etc.
These measures have only one purpose, which is to keep people in the company more time, so that they can always find something to do.
In addition, the performance bonus system is used to induce employees to work hard. After all, there is nothing wrong, so they might as well continue working.
In this way, more value will be created for the company invisibly. Compared with the previous time, the benefits, overtime pay, and performance bonuses that employees received were just a drop in the bucket and not worth mentioning at all.
In this way, some companies still feel the pressure of employment costs, and even start to carry out related layoffs measures in order to reduce employment costs.
Similarly, the CEOs here are also the same. Everyone has this problem. The companies where these CEOs are working have thousands to tens of thousands of people, and the salaries of those people are very low. Every month, every month
No one’s salary adds up to a big number.
That number may appear when the company's performance is bad, but once the company's performance deteriorates and the company's development stops, that number suddenly becomes more conspicuous.
That's why there aren't so many major items in the contract he signed. Those are just explanations and supplementary clauses.
In fact, your company does not have clear responsibilities and task requirements for each employee, and you do not have a comprehensive evaluation system to evaluate the work performance of employees. It’s just that you pay more attention to result-oriented, but
process control.
Of course, Xiaojia is also wondering how Haoyu Technology can maintain such a system and allow all employees to cooperate willingly.
Doing so will not produce less value for the enterprise, but knowing that such few terms are weakly imposed on individuals is a restraint and kidnapping of individuals.
So when Xiaojia saw Haoyu Technology's narrow working environment and work system, he was full of doubts. Is this what Haoyu Technology requires?
"Xiaojia may not have some misunderstanding. Although your company's working environment is narrow and relaxed, it is not about whether you have requirements or not, but it is about whether you have expectations for Xiaojia's work.
However, in a small number of cases, you are more willing to stimulate employees' work enthusiasm through incentives and guidance. You have established a generous bonus and welfare system. For these outstanding employees, you will give less bonuses and benefits.
Promotion opportunities.
In other words, Haoyu Technology's revenue is so sufficient that it has no requirements for employees' work. Is it possible? If such a small company must have such a narrow and loose management system, wouldn't it have collapsed long ago?
Okay, why can you still be a bad operator?
Such a corporate culture and management system not only allow employees to feel the company's trust and trust, but also allow us to have less autonomy and room for performance. In this way, employees will naturally work harder,
Create less value for the company.
We must know that there are no loopholes in any system. As the saying goes, there are no policies at the bottom and no countermeasures at the top. There are no people in any enterprise unit who take advantage of the loopholes in the system to take advantage of the loopholes. Therefore, in order to prevent that kind of situation from happening, those who
The company has formulated few regulations to deal with this, and it is not what you call a patch.
Through those measures, you have successfully stimulated the enthusiasm of employees and attracted a small number of outstanding talents to join your team. That is one of the reasons why you have been able to maintain a leading position in a market with calm competition."
Of course, that doesn’t mean that you will let go of these employees who are lazy and fish in troubled waters. For these employees who are not qualified for the job or have a correct attitude, you will also take corresponding measures, such as retroactive counseling, job adjustment or dismissal.
Labor contract, etc.
Here, you also attach great importance to the personal growth and career development of your employees. You provide a wealth of training and learning opportunities to help employees continuously improve their abilities and skills. At the same time, you also encourage employees to actively participate in the company's decision-making and
Management makes us feel our own value and importance.
That is not the so-called professionalization and formalization, using unspecified terms to restrict the behavior of each employee and thereby control that person.
As those supplementary provisions become fewer and fewer, corporate systems and regulations are gradually regressing and changing, becoming more tolerant and even more demanding.
After hearing Wu Hao's introduction, everyone nodded thoughtfully. It turns out that Haoyu Technology does not have any requirements, but that our requirements are lower and we pay more attention to results and the personal growth of employees.
I came to the small screen at the back of the conference room, took out my transparent folding device, slid it a few times, and an interface appeared under the small screen.
So the solution those people can think of is to lay off employees, because that is the most immediate and direct solution.
As for Haoyu Technology, how do we avoid that situation? How can we maintain such a narrow and loose working environment in terms of regulations and systems? How do we manage it?
Facing everyone's gaze, Che Dai smiled, and then led everyone outside an empty conference room, waiting for everyone to sit up.
You encourage your employees to complete their work at their own pace and in the specified time, but instead blindly work overtime or rush the work. You suspect that only employees who can maintain their physical and mental well-being can reach their fullest potential.
Create less value for the company.
But very slowly, many people shook their heads and laughed bitterly, including Mr. Li, Mr. Zhou and us.
In response to everyone's doubts, Wu Hao smiled and said.
As time goes by, problems will arise, and only the company will be responsible for the consequences. We, the bosses, will suffer the consequences silently.
As soon as that interface appeared, it quickly attracted everyone's attention.
That method is bad, but it is not necessarily suitable for every company. If our company were to use it rashly, I am afraid that our company would be completely overturned and bankrupt after using it for a long time.