一. Mission law edm services
1. Self-motivation
A. Methodology:
There can be a variety of ways to motivate morale. For example, the boss of the company or other successful people explain their entrepreneurial experiences to make employees aware of the possibilities and difficulties of their careers; Invite experts in the field of success to give lectures to the company; Order books on success to read to employees to tell them what they want and what they want to achieve. edm services
B. rationale:
Everyone has their dreams, they all want to succeed, they want to live a good life. They will show a lot of explosive power, and they understand that to succeed, they must start with the work at hand.
2. Personal Business commitment Plan
A. Methodology:
Let each employee make his or her annual business plan at the beginning of the year and issue a “military writ” to the company. His direct supervisor will be responsible for reviewing the performance, execution, team strength and team spirit. And give the necessary guidance, assistance and encouragement. Instead of setting too many goals for employees, encourage them to reach their full potential and creativity. edm services
B. rationale:
According to the expectation probability theory, the size of a person’s motivation or incentive to engage in an activity. It depends on the attractiveness of the activity and the chances of achieving it. Complete goal orientation gives them a sense of achievement and team support gives them motivation and relief. edm services
3. set up a temporary team
A. method:
Do an important business plan or project by a temporary team.
B. principle:
The temporary team can produce higher working efficiency and incentive power which form of organization of the members did not. The ad hoc group has the following characteristics: fewer people (the best scale for 3-7 people), voluntary, goal oriented, after completing the task is usually dissolved. Appropriate, challenging and possible the target can effectively stimulate the temporary team member’s passion for innovation, and temporary team practice self-management, which has certain team members into decision-making from the original control. edm services When a person with a sense of responsibility, he will put yourself into it.
二, the method of survival
4. Survival competition
A. Methodology:
Evaluate employees dynamically and let everyone know where they are.
B. rationale:
Let employees understand that if they do not work hard or work without performance, they may be eliminated by the company. In a modern society where the competition for survival is often fierce. edm services The stress of losing a job will greatly stimulate the enthusiasm of the staff.
C. examples:
General Electric divides all its employees into five categories. The first category is top talent, accounting for 10 percent; The second category is the second category, accounting for 15%; The third category is the middle level of employees, accounting for 50%, they have the greatest flexibility of change, they have the opportunity to choose which way to follow; Then there are 4th categories, which account for 15%, and need to sound the alarm to urge them to advance; The 5th category is the worst, accounting for 10 percent, and can only be dismissed without mercy. edm services The elimination mechanism gives employees a sense of urgency and motivation.
三. Competition law
5. Metabolic mechanisms
A. Methodology:
Set up company, department and individual work target, establish the corresponding appraisal mechanism, fail to reach the target responsible personnel, regardless of rank, seniority, past contribution must step down. edm services
B. rationale:
Many companies’ business plans are well established, but in the process of implementation they continue to discount for a variety of reasons, and eventually fail to complete, making the business plan itself meaningless. Leaders lose authority and employees lose sense of urgency and responsibility. edm services
6. Cluster competition mechanisms
A. Methodology:
Divide the business department into several groups, publish daily (weekly) performance ranking, end of month summary, reward advanced, encourage backward.
B. rationale:
The best mechanism is not to try to “make lazy people productive”, but to create a high performance environment in the enterprise, so that employees’ professionalism can flourish. Internal competition based on sincere cooperation and commitment to responsibility. Peer pressure promotes employee motivation and work enthusiasm more than orders from superiors. edm services
7. Introduction of external competition internally
A. Methodology:
Allow internal agencies to procure products or services from the outside, so that the internal supply department can no longer rely on exclusive business, comfortable and unaggressive. edm services
B. principles:
An “iron rice bowl” becomes a “clay rice bowl.” if the internal organization does not work hard, it will certainly redouble its efforts to improve the quality of its products or services, and to reduce costs to enhance competitiveness. edm services
四, interest law
8. encourage “illegal action”
A. method:
Allow and encourage employees to do some normal work, routine procedures.
B. principle:
Most of the time, the staff in the work of the new ideas, new ideas are sudden, but this part of the plan with a lot of ideas but plan has the same value, need for enterprises to pay attention and support. Some new ideas of cost is not much, and technical personnel can be tested through simple test their. edm servicesThe situation often occurs in the basic level, employees are often the most understand the product, customer and market, because their actual operation has a unique understanding for months and years, for these, know how to improve the production efficiency and market development.
C. example:
The great success of the general electric company, such as industrial plastic and aircraft engine’s success is a direct result of “illegal activities” of the.IBM even in the management system designed a little loophole, so that some people do something in addition to the budget, and execute plans to plan. In 25 years, no significant IBM production of any formal system of the company to come out. edm services
9. free space for employees
A. method:
For the company’s scientific researchers, it may allow it to spend 15% of the company’s time to engage in research and inventions in their chosen field.
B. principle:
Interest is the best teacher and the best work propellant. Employees only have interest in what they are doing, and can get happiness from it, so they will do their best to do well in their work. edm services
五. Space law
10. Training opportunities
A. Methodology:
Provide all-round and multi-level training opportunities for employees to increase the value of human resources and the value of employees themselves. edm services
B. rationale:
In the information age of knowledge updating is getting faster and faster. “lifelong learning” and “establishing a learning organization” have become the basic requirements for individuals and enterprises to remain invincible in the fierce competition. Enterprises should exploit their employees’ potential through training and development. This is not only the need to mobilize the enthusiasm of employees, but also an extremely important link to maintain and improve the market competitiveness of enterprises. edm services
11. Rotation of posts
A. Methodology:
Employees rotate jobs regularly (say one year) and try different jobs.
B. rationale:
In the era of traditional management, the emphasis on organizational division of labor is clear, the result is that employees repeat monotonous work every day, although to a certain extent increased productivity, but the satisfaction of members decreased. With a new understanding of human motivation, we began to pay attention to the improvement of human capacity, develop human potential, and on this basis improve the system of job rotation, so that employees can more fully, actively choose challenging jobs. In this way, the joy and challenge generated by the work becomes the reward of the work itself to the employees. edm services
12. Provide employees with smooth career development channels edm services
A. Methodology:
In the selection of cadres, enterprises should give more opportunities to employees, from the former foreign employment mainly to the external recruitment and internal selection, and finally to the internal training and selection. Change “Bo Le Xiang Ma” to “choose a horse in a horse race”.
B. rationale:
Career development is an important part of employees’ internal reward system. According to Maslow’s theory of hierarchy of needs, self-realization is the highest level of human needs. Career development belongs to the category of meeting the needs of self-realization. This will have a greater incentive effect.
13. Reduction of approval procedures
A. Methodology:
Reduce the approval process and time for a product R & D or market expansion plan, do not set too high a standard of review, should leave more room for relevant personnel.
B. rationale:
Complexity leads to apathy and inertia. If an ambitious expansion plan for business people faces layers of scrutiny from the company. He naturally reduces his enthusiasm for work. In fact, many epoch-making products or marketing programs are based on a seemingly absurd idea. edm services
14. Employee participation in decision-making
A. Methodology:
Set up the mechanism of employee participation in management, put forward reasonable suggestion, improve the employee’s sense of participation. edm services For example, let the employee participate in the company’s development goal, direction analysis and discussion, let the employee participate in the project determination. Participate in the establishment of rules and regulations to ensure the normal operation of the company.
B. rationale:
No one likes what others impose on themselves. But if employees are involved in the company’s business goals, management systems, and so on, they will feel that it is their own goals and rules of conduct. It will be expected to get into the job.
六. Honor Act
15. Honorary incentives
A. Methodology:
edm services For employees who have outstanding performance or contribution, and employees who have been dedicated to the company for a long time, they are not stingy in granting titles, honours, and in exchange for their identity, thus encouraging their motivation.
B. rationale:
Everyone is eager for a sense of belonging and accomplishment, and wants his work to be meaningful. Honor has always been the catalyst of passion. Napoleon’s words “fight for France” made his army invincible.
C. examples:
IBM has a “100% Club”, and when its employees complete his annual assignment, he is approved as a member of the club, and he and his family are invited to a grand rally. The company’s employees will receive the 100% Club membership as their first goal to achieve that honor. edm services
七. Crisis law
16. Crisis education
A. Methodology:
Constantly inculcate the concept of crisis to the employees and make them understand the difficulties of the living environment of the enterprise and the possible adverse effects on their work and life as a result.
B. rationale:
The path to enterprise development is fraught with crisis. That’s why Gates keeps telling his employees that Microsoft will never go bankrupt for 18 months! Ren Zhengfei will warn: Huawei’s winter is coming soon! However, this kind of crisis is often not felt by all employees, especially non-market front-line personnel. Therefore, it is necessary to continuously inculcate crisis concept, establish crisis consciousness and rekindle employees’ enthusiasm for starting a business.
八. Methods of communication
17. Two-way communication
A. Methodology:
Grass-roots staff and senior management sincere meeting, manager reception day, employee opinion survey, president mailbox, set up a complaints system, so that any opinions and grievances can be timely and effective expression; Set up information conference, release bar, internal publication and so on, let the staff know the enterprise trend, dynamic, enhance their enthusiasm for participation.
B. rationale:
Make employees feel valued and valuable, and naturally have enthusiasm to work for the company.
18. Change from punishment to motivation
A. Methodology:
Through the communication and communication between the manager and the employee, the employee can feel respected and loved, so as to admit the mistake, accept the punishment and improve the work quality.
B. rationale:
For the mistakes made by employees, the common practice of enterprises is to severely criticize and punish! However, punishment can not really solve the problem, but will cause staff resentment or even loss. Only communication can achieve twice the result with half the effort.
19. family care
A. Methodology:
The manager and supervisor of the enterprise should be a careful person. Give feedback on the performance of the staff, even if it is a small contribution. A small note, a telephone message, an E-mail. A red envelope of two movie tickets can make employees feel and excited about being noticed by their leaders and recognized for their work.
In addition, the establishment of employee birthday form, general manager issued birthday cards, care and sympathy to employees in need, can enhance the sense of belonging of employees.
B. rationale:
Anyone wants the results of their efforts to be recognized, agreed and appreciated, which is the driving force for people to move forward.
20. Change from negative management to active management
A. Methodology:
Managers give positive opinions to employees rather than blame them.
B. rationale:
Employees often experience “management through error (negative management)”. In other words, most supervisors give advice only when they think they have made a mistake and need to correct it. If employees feel that their decisions are generally supported, they will be given proper guidance if they make a real mistake. They are more aggressive, confident, and willing to take responsibility and make decisions. If employees know clearly what their superiors expect of them, they know they are valued and trusted, and will be encouraged and motivated. They will go all out and do their best.