Studio management skills: how to make employees have a sense of ownership

More than a decade ago, "managers" often shouted: "Each of us should have a sense of ownership". And require employees to have a sense of belonging to the enterprise and treat the enterprise as a home. Actually, what? Slogans, empty words, big words and slogans are mostly short-lived, and even quickly swallowed up by the big waves of the market economy. There are many reasons for this ending, and from the perspective of the main body of the enterprise, people are the most fundamental factor. Now the lack of people in wedding photography enterprises is the same problem facing the industry. The result of lack of staff is: the basic work is not satisfactory, the service quality cannot be guaranteed, and the system cannot be implemented-employees dare not punish for violating discipline, and they will run as soon as they are punished! Labor costs have been artificially raised. Wedding photography has become a training and recruitment industry! People leave every month, but people come every week. ) Digging people among peers and buying and selling service personnel-recruiting people to introduce fees has become a hidden danger affecting enterprise management-you never know how many people will ask you to resign that day! In the past, employees were afraid of being fired, but now employees regard deliberate violation of discipline as a means of leaving! How many managers are puzzled by this? There are even managers who resign for no reason because of this "unruly" anti-high management misconduct! The style of work is not good, who encouraged subordinates to confront leaders! What's more, some professional managers coerce their bosses to meet their unreasonable personal needs by taking employees to resign collectively ... How can wedding photography companies retain employees and cultivate their sense of belonging? Has become a top priority that all professional managers and leaders of our wedding photography enterprises must seriously consider? Watson, former CEC of IBM, said this; As far as business performance is concerned, the business philosophy, spirit and goals of an enterprise are far more important than technical resources, enterprise structure, inventions and random decisions. It is conceivable that what is the core strength of the enterprise and what kind of space can be given to employees to better solve their sense of belonging and cultivate their loyalty? We should start from the following aspects: first, from the perspective of career, we should paint a beautiful but achievable vision for employees, so that employees can understand their aspirations. Of course, the soul of the enterprise-the boss and the top management should be passionate about the same vision of the enterprise and lead the employees to work together. Some enterprises have poor efficiency, and the boss can't see anyone all day. Finally, he came once and was still sad! Managers hide in the office to fill in lottery tickets during working hours, and employees gather in the lobby to chat and play mobile phones. Such enterprises and employees will not have the same vision (career), and employees will not have a sense of belonging. Most adolescent employees have a beautiful vision for their future, which requires us to give them some necessary guidance, and even it is necessary to pour a little cold water, so that their fanatical hearts can calm down in time, understand their own advantages and disadvantages, and avoid losing confidence in work and enterprises because their goals are too high. This is partly the reason why many employees change jobs frequently. When we make a long-term life plan for employees, we should pay attention to them in time, so that they can keep their passion for progress, which is conducive to their work and their own development. The word "guidance" of a leader means "guidance, guidance and teaching" and "supervision" when necessary. Professional managers don't forget! Second, starting with welfare, material needs are the most basic needs of people, and any other needs are based on this. Welfare benefits should be encouraged internally and competitive externally. If you can't do this, everything else is empty talk. We suggest that business owners and store managers take time to spend one night in the staff dormitory in turn every week to experience their rest environment. Is that where people live? The boss buys a big three-bedroom to build a luxury villa, and the manager lives in a single room or builds his own warm nest! The employees in the basement are like mouse nests! Some employees are lucky, and the boss rented several bungalows, which can be neglected in management, and it is also like a pigsty cowshed. We can say that the quality of employees is too poor! Don't pampered bosses and managers have any responsibility? Dining standards, accommodation conditions, working hours and rest should be humanized. Accommodation does not solve the problem of rest, and it is natural to lose employees. Let's take a look at how some enterprises that shout empty slogans do it: the leaders are impassioned on the rostrum, stepping out of the venue with their feet, sitting on a BMW Nissan, flying high, going in and out of dance halls, visiting shopping malls, spending money like water, spending extra money, and helping cabbage every day regardless of the hard work of employees! How to make employees feel that you are a "parent"? Are parents at home like this? Some bosses and managers always pretend to be "the boss" (Laozi is my grandfather), and their employees are "small", just like ups and downs, letting them order and even beating and cursing! Can employees' loyalty, sense of belonging and sense of ownership exist? Third, from the institutional environment, the enterprise system should make every employee understand his rights and obligations and know the responsibilities he may bear if there are problems. Establish a standardized management system to deal with the daily behavior of employees, take the system in the system as the criterion, tell the truth, and don't pollute the whole body because of a little dirt, because a mistake denies the whole body. We appreciate collective rewards and oppose sitting together! So as not to let employees who violate discipline occasionally be excluded, separated from the group and unable to work with peace of mind! It is the primary task entrusted to leaders at all levels by the times to establish the glory of team harmony and eliminate all kinds of factors that affect stability and unity, otherwise the cadres will work hard to make a difference! Because building excellent teams has become the basic task of professional managers in 2 1 century! It is also a due contribution to the enterprise! Working and living in a United and harmonious environment is everyone's pursuit. Who can have a sense of belonging in a team with infighting and weak human feelings? But in our wedding photography company, how many teams have no cracks? Employees are unstable and difficult to manage. Are professional managers and bosses not responsible? Some managers say that there are too many trivial things every day to spare time for employees to do ideological work, but the question is, what is important in our basic duties? Have you reflected? Of course, some bosses think that managers should sweat profusely every day, do everything well to supervise, check, direct and sit there and talk to people, which is simply a waste of the boss's salary! Let many managers set the wrong position! Therefore, it is unreasonable for some enterprises to take the employee turnover rate as the evaluation index for managers! Fourthly, emotionally, the employees are all young people who came out in the late 1980s and 1990s. They came out in a warm environment and were not prepared for hardship. Once they leave their hometown and go to the enterprise, what should our enterprise do? It is necessary to care at ordinary times (say hello in time), care at critical times (solve the problems that concern you most) and worry when necessary (leaders ask themselves). Only such enterprise employees will have a sense of belonging. It is very important to be honest, fair, generous and reasonable in the personal quality and work style of business owners and managers. Can leaders and enterprises who don't pay wages, cheat in business, treat others with suspicion, act unprincipled, cronyism, dishonesty, entrust important tasks and monopolize power make employees feel a sense of belonging? 6. Do a good job in employee turnover management and interview. Don't let them become enemies of the enterprise. Try to make them propagandists and customers of the enterprise. If these people return, it will further enhance the sense of belonging of employees. Some enterprises try their best to harm their employees when they leave their jobs, and all the deductions make them miserable. I hate leaving my job, and I am chilling at work! Where are the boss and manager? It's a happy person! What do you do in such an enterprise? Can you belong?