Is there any way to improve the efficiency of employees? It is difficult to manage employees.

Is there any way to improve the efficiency of employees? It is difficult to manage employees. If you want to manage employees well, you must first find out why employees are mixed with you. Is it for the money? For dreams? For a promotion? Still muddling along? Different employees should adopt different strategies. I suggest you buy a book "Be a Good Boss and Train a Good Soldier", focusing on how to control employees.

How to improve the work efficiency of employees? To know how to care about employees, employees will work hard when others pay attention. As leaders or bosses, they must maintain a harmonious relationship with employees, which will lead to high efficiency, stability and long-term prosperity. He who wins people's hearts wins the world, so we should think about how to be good to everyone.

What enterprise systems are there to improve the efficiency of employees? The enterprise systems to improve employees' work efficiency are: scientific training mechanism (system); Constantly improve the operating norms; A fair and reasonable reward system; Grass-roots managers provide timely and correct guidance and support; Wait a minute.

How to improve the work efficiency of employees in preschool classes? The promotion trusteeship suggested that he be given a position suitable for him. For example, it is good to have a rule when arranging work for team members. All new team members will have four job trials in a year, once a quarter, which is called a trainee position. At the end of the year, sit down and talk to them face to face. Let them go to their favorite places. The advantage of this is that the team members work in their favorite positions, and they start to break out in the second year, which is fast. It doesn't take a long time to grind slowly, and they won't leave in the second year or the third year, because this position is their own choice. If new team members don't leave for two or three years, they won't make much moves in five or six years. As long as they are relatively motionless for a long time, the contribution of your new reserve forces will basically show up.

How to manage employees, make them work hard for you, and improve their enthusiasm and efficiency. The first is personal understanding, small teams rely on human feelings, and large teams rely on systems. There are many ways to arouse enthusiasm, such as salary increase, more business bonus, birthday or regular group construction; The improvement of efficiency depends on process optimization and problem sorting, which requires more accumulation and summary at ordinary times;

As a customer service supervisor, what tools and software can improve the efficiency of employees? Simply put, on the one hand, encourage, on the other hand, optimize. Customer service will be exposed to too much negative energy and nonsense every day, and it is necessary to maintain high enthusiasm to answer questions. After a long time, without any measures to ensure, the efficiency will naturally not be high. As a supervisor, we should find ways to motivate employees and help them solve problems. Enthusiasm alone is useless if the method is wrong. The most effective way is to install a fully functional intelligent customer service system, such as Netease Seven Fish, which can help robots assist manual customer service, distribute customers equally, establish enterprise knowledge base by themselves, and help customer service develop good work habits. If we look at the data later, the efficiency of customer service will definitely be much higher than before.

How to improve employees' work efficiency and effectively improve employees' execution was three days late, but the leader talked with him for two hours instead of praising him when he got the plan. The leader said that my execution was too low. A company is like a running machine. Every employee is a part of the machine. If a component runs abnormally, it will affect the running speed of the whole machine and even stop. That is, every employee is meticulous in every link. The execution of employees directly affects the survival of enterprises. Michael dell, president of Dell Company, once said: The victory of an enterprise. Whether it is an intelligence-intensive enterprise or a labor-intensive enterprise, the efficient execution of employees will promote the development of the company, and vice versa. However, it seems that everything is not hopeless. Wu Hai, who started his business from 1997, was once the vice president of Ctrip, the vice president of E Long and the founder of Orange Hotel. I have explored a set of my own experience on how to improve the execution of employees. To some extent, the efficient execution of employees has a great relationship with the strong style of leaders. It doesn't just rely on the punishment mechanism. The so-called strength does not mean being strict with employees every day. It is that the leader knows enough about every job of the company. Since Wu Hai began to manage, no one dared to try to muddle through at the regular meeting. I clearly remember every word I said. In fact, the leaders of every company are the same. I didn't say it because I forgot. If employees think that the boss has forgotten, they should be careful, because it can be qualitative after two or three times. Also, I am very sensitive to the performance figures and can quickly analyze what is wrong. In the face of such a leader, how dare I hide my report? Strength can't solve everything, but. Still need to be supplemented by corresponding management methods. Employees are not machines, so they cannot be required to work 100% * * every day. They can only emphasize the unique culture of the enterprise in the process of inculcating the enterprise culture, and gradually let employees accept the idea that efficient implementation is beneficial to enterprise development and personal development. In various incentive mechanisms and training, employees can turn efficient execution into habits. Although the method of "floating red flag selection" sounds naive, it is very effective in cultivating execution. Therefore, the theory of "face theory" is established. There are a large number of employees. Do you care about face? Everyone loves face. Wu Hai was a little proud when he said this. Orange Hotel has more than a dozen stores all over the country. It is impossible to do it by yourself. Although the hotel will have some standardized procedures, such as in-room and room service, Wu Hai still can't control his emotions for front-line service personnel. How to make employees put their energy into the work process and improve efficiency? Wu Hai came up with the method of "mobile red flag selection", which sounds naive, but employees who can't get the mobile red flag in the competition will really feel a little "humiliated", so it is naturally necessary to win the red flag. With this idea, therefore, in Wu Hai's view, the theory of "face theory" is not only established, but also effective. The waiter smiled sweetly. The best front desk reception hanging on one side is the mobile red flag, the front desk of Wangjing Store of Orange Hotel. It looks like the flowing red flag of the excellent class in the school. In the Orange Hotel, there is a quality inspection team who will often make surprise inspections and go to various stores to check the scores. From the guest room to the front desk, there are many detailed scoring items, and then the stores are scored based on Ctrip's comments and opinions. In a low voice, Wu Hai pointed to the flying red flag when he selected the excellent front desk and the best guest room at every regular meeting. Interestingly, all store managers are eager to "fight". To put it bluntly, I lost my face because I lost my flowing red flag, but this is exactly what I want. I will work hard for this, and the hotel room and front desk will improve work efficiency. This sense of competition makes employees have enough sense of honor in their work. It is everyone's duty to win honor for the team, and naturally we will not be lazy. On the other hand, it will naturally be more efficient to devote yourself to the work of * * *, especially for the work that the hotel has already standardized. Let employees interact with guests in the first time, and improve employees' execution ability can't rely on some measures of enterprises alone. It is also a good way to let employees know whether their work is meaningful and whether they can be recognized by others. The level of execution is very important to the guest's feelings, that is, to let the employee know the guest's evaluation at the first time and urge him to execute it efficiently. Wu Hai said. After the guest enters the room number and password to access the Internet, the Orange Hotel will install the system soon. There will be a page of Orange Hotel, in addition to some rural information, as well as photos and comments of relevant service personnel. For example, there will be a photo of Wu Hai with the words "Hello! I met you at the front desk just now. Are you satisfied? At the bottom of the word, there will be satisfaction evaluation, reasons and other items, as well as detailed information such as which waiter laid the sheets and cleaned the sanitation, as well as photos and comments of the waiter. Wu Hai is confident in such a system, because guests comment to waiters online, so there is generally no psychological pressure. This kind of evaluation is the most objective. The employee of the company will see the guest's evaluation at the first time, which will improve his work efficiency and quality. If there is a problem, the manager will also urge his subordinates to solve it at the first time, and the execution will naturally improve. Become the belief and spiritual strength of every employee. With this high sense of honor, I want to transplant this sense of honor into the hearts of employees. We will treat and carry out every work with a highly responsible attitude. In order to cultivate their work skills, everyone is caring for employees and creating a good working atmosphere. Although such interest is high, it can effectively improve his execution. The efficient execution of employees, to some extent, cannot be formed only by spontaneity. It is necessary to give some guidance in training. Orange hotels are generally opened in first-tier villages and tourist cities, so foreign guests often stay. However, the front-line waiters in hotels are not well educated, and when they meet foreign guests, they often have language communication obstacles. How can we talk about efficient execution? Wu Hai specially invited a lecturer for the front desk. Give each store three or four English classes every week, then take regular exams, and then grade him according to the test results. A simple front desk reception work, Wu Hai is divided into five levels, and the division of levels will be adjusted at any time according to instructions. If this employee has a good foreign language, he will have an advantage over others in receiving foreign guests, and the level of the front desk will naturally be high. Although low-level employees will not be rewarded, Wu Hai believes that such careful grading will cultivate employees' sense of competition. However, people have self-esteem. Don't you feel uncomfortable watching people around you be excellent and rewarded all day? This classification will obviously make employees more targeted when receiving training and more motivated when working. I believe everyone knows the company's good intentions, and the English training in Orange Hotel is now very popular with employees. As long as the English level is good, even if you leave the company in the future, this is your advantage. Training is related to the working ability and efficiency of employees, and efficient execution ability is closely related to the interests of enterprises. Wu Hai said that the training of enterprises must adhere to their own actual situation, rather than blindly looking for people to boost morale. Managers need to understand the job needs of employees and conduct training in a planned and hierarchical manner. Let employees know that as long as they work hard, the sun can't shine on everyone. Leaders will see the sun shining on them. If you don't work hard, you can only watch the sun shine on others Wu Hai's targeted training has indeed improved the execution of employees, but these are not enough to benefit all employees. Encourage him to take exams related to his major. After passing the exam, the company will reimburse all book fees, tuition fees, registration fees and bonuses! With the support of relevant professional skills, Wu Hai admits that the overall quality of employees in Orange Hotel has been greatly improved, and the gratitude of employees has gradually become the driving force for hard work. Everyone cares about him, creates a good working atmosphere and hopes that he will have a good future. Although the interest is high, it effectively improves his execution. An employee who has a sense of belonging to the company will not work hard, but the result will be higher efficiency. Caring for employees in life will make her work harder. The benefit is better. Including the management and encouragement of employees. According to Wu Hai, many enterprises are now talking about humanized management. Enterprise performance appraisal is only a part of improving employees' execution. Managers should also listen carefully to the voices and opinions of employees and adopt some good ideas and suggestions in time. About a dozen people. These people come from all departments of the company. Wu Hai recently set up an "Innovation Committee", and Wu Hai is one of them. However, Wu Hai resolutely refused to let department leaders participate. There is no ranking or rank in this committee. Members with equal status meet once a week to discuss innovations in engineering, services and IT systems. For example, "How can hotel design save materials and space?" What kind of system can better connect the front and back? How to improve service quality and make consumers more satisfied? And so on. Doing so will make employees feel that they are also involved in managing a company, and their sense of belonging will naturally be strong. The good ideas put forward by the Committee can usually be seen immediately in the usual work, which is to really improve the implementation efficiency of employees. Of course, I will also reward employees who put forward good ideas. Wu Hai said. There are often problems in the communication between the front desk reception and room service staff in hotels. A few days ago, the Committee just solved an old problem of the hotel. Before. For example, if the customer damaged the goods or had any problems, he would ask the waiter, because the employees were so busy that they forgot or didn't do it, and it was difficult to define the responsibility, and hotels often shirked the responsibility for such things. If this problem occurs, the work will not be smooth, let alone efficient. Efficient execution is only possible if the work itself is smooth. The Innovation Committee has made a system to solve this problem, connecting the walkie-talkie to the computer and setting up the recording function, so that whoever is responsible for listening to the recording will know without shirking each other. In fact, many innovations are reflected in the details. Only by sorting out these details can the workflow be smoother and the work efficiency be higher. In addition, managers should fully realize the importance of the model. We should be good at finding examples in our work, and set up advanced individuals and groups with innovative spirit, corporate culture, corporate spirit and corporate image as learning examples. From floating red flags to rewarding innovative ideas, Wu Hai has set an example in the company. Facts have proved that this practice can really form a good competitive atmosphere in the company, and model representatives can also give full play to the driving effect. It is more manifested in the concern for the bottom employees, and humanized management is not only reflected in the incentives outside the assessment. Really caring for employees will make him more identified with the company at work and more willing to pay for the company. Wu Hai always thinks that he is the lowest waiter in the whole company. The company is in an inverted triangle state, with employees serving guests and management serving employees and everyone. The leader of an enterprise can't care about the life of every employee, but he can collect information to understand his situation. When making a reward and punishment mechanism, I will think of the idea of employees who only get two thousand yuan a month. When you work hard, you must do it for yourself and your family, but more time is given to the company. So be sure to care about him and his family at the same time. In addition to providing employees with study subsidies, there is also an education fund. Family members will also be considered. Employees with children attending school, from primary school to university, will be given corresponding subsidies every year. If the employee's children are admitted to the senior high school entrance examination or college entrance examination, there are scholarships in addition to the subsidies according to the corresponding school level. Caring for employees in life will make them work harder, resulting in higher efficiency and better benefits. Wu Hai said. For example, when I visited the staff dormitory in summer, I found that one dormitory could not be equipped with air conditioning objectively, so it was not available. In fact, this is unfair. Back in the office, I asked the person in charge to arrange high-temperature subsidies and some other compensation for those employees. Employees will really appreciate this and work hard.

How to improve the work efficiency of old employees? Bonus plus commission, now people are just for the word "profit".

How to improve employees' work efficiency and service consciousness, the rendering of corporate culture and the cultivation of employees' personal ability and quality

Incentive mechanism includes indirect incentive and direct incentive.

Internal and external supervision mechanism