How to manage employees well

Management refers to the activity process in which managers in a certain organization coordinate other people's activities by implementing the functions of planning, organizing, leading, coordinating and controlling, so that others can achieve the established goals together with themselves. It is the most common and important activity in all kinds of human organizational activities. The following are the methods I have sorted out to manage employees well. Let's have a look.

How to manage employees 1- Introduction

Managing employees is not a simple matter, it needs to consider all aspects. As a leader, we should fully consider the characteristics of ourselves and employees, analyze specific problems and manage employees flexibly. Let's talk about how to manage employees.

-Detailed knowledge

one

As a leader, you should set an example. To manage employees well, leaders must first set an example, so that they can be authoritative and convincing when they are managers. For example, to manage employee attendance, leaders should first strictly observe the commuting time, punch in and punch in the card machine or brush their fingerprints on time, and further standardize employee attendance.

two

Establish a perfect reward and punishment system. Employees attach great importance to salary, so to manage employees well, we must work hard on rewards and punishments. Proactive and efficient, give a certain bonus as encouragement; Those who are lazy at work and often arrive late and leave early will be deducted from their wages as a warning. Rewards and punishments should be institutionalized, and the specific content should be listed in a table so that every employee can understand it carefully.

three

Pay wages, bonuses and benefits on time. To manage employees well, it is very important to pay wages and benefits on time. Only in this way can the enthusiasm of employees be aroused, otherwise the deduction of wages will make them unwilling to work, let alone obey management.

four

Be serious when it's time to be severe, and talk at home when you have time. This is also very important. Managers should first know more about them, instead of keeping a straight face and looking hard to get close to them. This will only make employees unwilling to listen to your orders. Instead, we should treat employees as friends, chat more after work and relieve the tense working atmosphere. Of course, if an employee does something wrong or has a problem at work, he should be serious, reprimand him if he should be reprimanded, and fine him if he should be fined. In this way, employees will be convinced and easier to manage.

five

More humanized management. Nowadays, people's life pressure is getting bigger and bigger, light jobs pay less, and high-paying jobs are too tiring. As a leader, managers should take this into account in their work. Understand these workers more. When they feel unwell one day, they should reduce their workload appropriately and then offer more condolences. Send towels, cups and other items to hard-working employees regularly. Let employees feel the warmth of home, so it is easy to manage employees.

six

Trust employees. Trust is very important to a person. When an employee has problems in a certain job, don't rush to reprimand and punish him. You can give him another chance and believe that he can do better. In this way, employees will thank their leaders and work hard.

How to manage employees? 2. If the employees are not satisfied, this enterprise can't go far. Employees are not satisfied, and the leadership management is not perfect; Employees are dissatisfied, and corporate culture design has drawbacks; To satisfy employees, all this must be done with heart.

What is a good enterprise? A good enterprise is one that devotes itself wholeheartedly to its employees.

What is a good employee? Good employees are those who devote themselves wholeheartedly to the company.

What is a good culture? It is a good culture to cultivate employees who are "single-minded and unswerving" imperceptibly.

What is a good system? It is a good system to be able to restrain, guide and cultivate "single-minded and unswerving" employees.

What is a good leader? Being able to manage the future and cultivate employees who are "single-minded and unswerving" is a good leader.

A good company has a good culture, a good system, a good leader ... Everything is fine. It is the carrier of everything.

A good culture is the centripetal force of "not doing well, not working hard, embarrassed"; A good system is the deterrent force of "if you want to learn badly, if you don't want to learn, it's hard to be blue"; Good leadership is the source of "company development, system design and cultural cultivation"; Good employees are the source of all strength, the root carrier of all carriers and everything.

Company, culture, system, leadership ... are all "

"No scale, no order, but employees are"

"Before Arabia, his energy determined the energy of the whole team. Its scale (quality, ability, innovation, risk, etc.). ) determines the size of the enterprise and whether everything is effective and has veto power.

How important are employees? Let's take a look: to understand an enterprise, you don't need to understand "his" strategy and planning;

To understand a leader, you don't need to understand his thoughts and statements;

To understand a system, you don't need to understand the concept and framework of "he";

To understand all this, we only need to look at the "he" who is called an employee.

In planned enterprises, employees have goals and plans; There is an innovative culture, and employees have passion and motivation; There must be leaders who are considerate of subordinates, and there must be employees who are considerate of leaders and customers everywhere; With a good positive energy system, even his employees are well-behaved and polite.

Employee satisfaction is the premise of customer satisfaction: dissatisfied employees can't make satisfactory products. A sad cook can't cook sweets.

If employees are dissatisfied, the implementation of this enterprise will not go far; Employees are not satisfied, and the leadership management is not perfect; Employees are dissatisfied, and corporate culture design has drawbacks; To satisfy employees, all this must be done with heart.

Whether it is the implementation or the embodiment of the market terminal, it is focused and displayed on the word "employee".

Employees are as important as you say.

Let's make an analogy: if we put all the above into a circle, everything circulates in the circle and everything is interrelated. There is no single "importance" and no important "independence". The starting point of the circle is the entrepreneur, the foothold is the employee, and then it starts with the entrepreneur.

It has always been the myth of entrepreneurs. In fact, employees should be more mythical.

The myth of entrepreneurs is heroism, which is led by innovation and courage; Its essence is still the rule of man. The myth of employees is institutional culturalism, which is promoted by mechanism and institutional norms. In the final analysis, it is legal system.

Both groups want myths. The myth of entrepreneurs is to solve the problem of "from scratch" and leap forward, relying on ideas, ideas, courage and perseverance to break through all obstacles; He has trans-generational significance and value. The myth of employees is to solve the problem of "having more". Only the myth of the latter is more sacred, and the former has the energy and time to find God, talk to God, and then lead a group of gods to create more sacred myths. ...

Haier's "independent management", "everyone is CEO" and "inverted triangle"; Kazuo inamori's "amoeba management" and "cell management philosophy" are all enterprises with employees as their gods. Both of them are regarded as gods by employees, and employees are slowly becoming gods.

Employees can be mythical, and the premise and foundation must be that enterprises and leaders can achieve: "Let employees be single-minded and unswerving"!

What can be done to make employees wholeheartedly and unswervingly?

To make employees "single-minded and unswerving", what is the purpose of employees' work must be clear? What do you want? Solving these two problems, supplemented by artistic treatment (after artistic talk), can be realized.

What is the purpose of employees' work?

Even many employees don't think clearly, is it to make money? It's not just. Is it for the improvement of ability? But do you mind that 7788 is to support the family? I also seek luxury goods from time to time. Is it for the value and ideal of life? But it can't be divorced from reality.

But all this does not affect the clarity of employees' purpose. (employees with a clear purpose are not ordinary employees; Leaders who can analyze employees' goals and manage employees are by no means ordinary small leaders. Many employees don't know what they want and what suits them for many years; Many managers have a lot of experience and many years of experience, but they don't know how to manage people and manage their own hearts. Unconsciousness is the most terrible thing, and it has nothing to do with ability. )

What is the purpose of employees? It's hard to answer, so what do employees want? And it's vague.

What employees want is comfort. In fact, "taking a hot bath after work, having a cup of coffee at noon and having a place to vent their anger" is a kind of comfort; Employees want to "do more with less", in fact, "high quality, high efficiency, free space and setting goals" means doing more with less in disguise; Employees want to "work freely, take a rest if they want, work hard if they want to go to work, take a vacation if they want to travel, take care of their children while working, and also want to have a house, a car, a woman or a husband.

What is the purpose of employees? What do employees want? In fact, it is what our managers want. We have also experienced the process of employees. However, the manager is not considerate of "turning around and hitting beggars when you lose your begging stick".

What is the purpose of employees? What do you want? I really want to think about these questions and extract specific answers. No one can tell.

All "subtle" unexplained phenomena can be found at the macro level. In fact, the "purpose" and "want" of employees can be known by putting themselves in their shoes.

Staff training enthusiasm is not high? You should do this!

With the deepening of Internet economy and the constant adjustment of market economy structure, enterprise transformation is imminent, which is not only a test for enterprises, but also puts forward higher requirements for employees. The importance of enterprise training in improving employees' functions and improving the core competitiveness of enterprises is increasingly recognized and recognized by many enterprises. How to do a good job in training and let employees really benefit from it has become one of the most concerned focuses in enterprise internal management. However, compared with the enterprise's gearing up, the training of employees has appeared "cold phenomenon", and many employees lack interest in it, as if it were a trivial matter, and some employees are even unwilling to participate in the training.

Why are employees' attitudes towards training polarized from those of enterprises? We believe that the factors that affect the enthusiasm of staff training mainly include the following reasons:

1. Employees lack understanding and planning for future career development. Due to the lack of effective competition mechanism in enterprises, employees are too satisfied with the status quo, and it is easy to ignore the benefits of knowledge learning and energy supplement for future career development, which will also make the development of enterprises stagnant and difficult to break through.

2. The enterprise training course arrangement is unreasonable and the training effect is not ideal. Enterprises can't provide corresponding training courses to improve their work skills according to the actual needs of personnel in various departments and positions, but the general "one pot" training form is unattractive to employees, and the qualifications of trainers are uneven, making it difficult for employees to benefit from it.

3. The training schedule is unreasonable. In order not to occupy working hours, some enterprises often arrange training during employees' rest time or weekends, which can easily make employees resist training and deepen their dislike of learning, but the effect is counterproductive. In addition, due to time constraints, companies that employ external lecturers often compress the courses to one or two days, leaving employees with no time to chew and digest what they have learned, making the courses a dead letter and then forgetting them completely.

In view of the above problems, we also put forward some suggestions:

1. Strengthen the learning atmosphere within the enterprise, and establish and improve the post competition mechanism within the enterprise. Only by building a perfect post competition mechanism can enterprises make employees feel a sense of urgency about their work and future, thus prompting employees to constantly improve themselves by learning more knowledge and skills, improve their ability level, and finally promote the development of enterprises. Yingsheng Enterprise Business School builds internal learning rankings among its peers. Today, it is clear at a glance who loves learning the most and who has studied for the longest time, which invisibly stimulates employees' sense of competition and mobilizes their enthusiasm for learning.

2. Provide personalized training management to meet the tastes of the new generation of employees. Enterprises should pay attention to the combination of knowledge and interest in course learning, strengthen the interaction between tutors and employees, and attract the attention of employees. Yingsheng Enterprise Business School has designed many special functions specifically for the tastes of post-8090 employees: barrage, study notes, intelligent accompanying reading, PC-side and mobile-side options, so that employees want to study at any time and place, which is not only happy, but also not limited by time and place.

3. Provide attractive training courses according to the actual needs of employees. In the course design and arrangement, the training department must comprehensively consider the actual needs of employees in various departments and positions, understand what knowledge and skills they need to improve, and let them truly realize the important role of training in improving their own abilities. Yingsheng Enterprise Business School invites industry experts to tailor systematic learning courses for each position, including nearly 100 systematic courses for each position and nearly 1,000 knowledge contents that are most concerned by various industries and positions at present, which are constantly updated every week to ensure that the knowledge learned by students can be close to the needs of market development.

How to improve the learning enthusiasm of employees is a problem that every enterprise must attach great importance to. Only by providing practical and useful training programs, making good training plans and strengthening employees' awareness of learning can employees have a clearer understanding of future career development plans, and employees can improve themselves in training, thus promoting the win-win development of enterprises and employees.

How to cultivate employees' mentality

Mentality determines fate. People are in the workplace and dreams are in the workplace. We are all pursuing our dreams and success. We will take time to attend various trainings to improve our skills, but seldom take time to calm down and cultivate our mentality. First of all, you need to have a correct attitude towards the workplace. If negative psychology often hangs over your daily work, it will cause your job burnout, low enthusiasm and half the effort. How can we have a positive and sunny attitude?

We often say that people who are positive, active and optimistic are more likely to succeed; Those who are negative and pessimistic and have various excuses when doing something are difficult to succeed, but it is difficult for us to express in words which are easy to succeed and which are not. Today, Miss Rabbit will discuss such a topic with you.

Many trainees will be very resistant to the training, and think that the company gives them this kind of training just to let them do more work and contribute more to the company, that's all. Miss rabbit often tells them this, but it's mutual. A good attitude is not only good for the company, but also good for the work. More importantly, it is of decisive significance to everyone in the workplace. I often share this phenomenon with you during training:

We often have this experience. Sometimes we are afraid to come, worry about what will happen. For example, when we complain that the working environment of a company is not ideal, if you change jobs, you will find that the office environment of this company is even worse. This is called our law of attraction: no matter what you pay attention to, people with the same frequency will be attracted to you. What I emphasize to them here is that our thoughts are our living methods.

When I tell them this concept, I will find that the trainees will think that you are here to help them solve their troubles at work and stand on the same side with them, so that they will accept your point of view more easily. My training in this area is inseparable from these five aspects, and I will share them with you:

First, the mentality of learning

Grasp the three steps: empty cup psychology, zero psychology, and opening the heart. We will find that in the fifteen years from primary school to university, we have learned a lot, but in the workplace, we still feel a blank. At this time, our "experience" will tell us that learning is useless, so that some new employees who have just graduated have a learning mentality and end up graduating. Some employees will have this kind of psychology, that is, they think that they are superior after graduating from famous universities, and look at things with self-righteous and critical eyes, which leads to a negative state of giving them one thing. Please speak with achievements in the workplace. You have a strong education, which only shows that your starting line has not lost to others. Nobody cares about you in the workplace. If you want to be respected by others, you must first create value for the enterprise.

Second, the mentality of achievement.

I often tell my students to find the way to success, not the reason for failure. In such a subject, I mainly tell them to do five things well: ambition, confidence, determination, perseverance and love. As trainers, we all know that an idea is often very good. They know it, but it's hard for them to do it. If I want to use a word to link knowledge and action, I will use "feeling". Yes, only by making them feel that this is the truest and easiest thing to do. I will take "selling combs to monks" as a game, let the students compete in groups, and let them discover that there are actually many ways to sell combs in this seemingly impossible way. In the end, they will find that they sell not only a comb, but also a lot of added value, even more advanced sales methods such as emotion. In this way, they can vividly have this way of thinking to find a successful way, which is a very important topic.

Third, a tolerant attitude.

This group of newcomers in the workplace are all post-90s. Growing up in the family environment of only children, they are generally more self-centered. They are no longer slaves to wages, because they have no worries about food and clothing at home, and the purpose of their work is to realize their self-worth. At this time, as trainers, we should give them the concept of "altruism" and consider the problem from the perspective of others, which is convenient for people and themselves. In this link, we can review what we said earlier, that is, the law of attraction. When we pay for our colleagues and bring convenience to them, colleagues will also be attracted to you because of your "altruism".

How to do the employee information registration form?

Generally speaking, when a company recruits new employees or manages employee files, it will require employees to fill in an employee information form for filing, so as to sort out and summarize employee data and form statistics, which is the beginning of a series of procedures. Employee information registration forms are generally tables drawn by vertical lines and horizontal lines to display information, so how to do employee information registration forms?

The employee information registration form is also the employee information registration form, which is mainly a form for collecting personal information of employees. You can use word or excel tables to make employee information registration forms. How to do it is summarized as follows. Individuals can delete it according to the needs of the company:

1) The top line of the table is the title of the table. Generally, the words "Employee Information Registration Form" are displayed in the middle as the title, which can be larger than the font;

2) The content of the planning form generally includes these aspects, which can be increased or decreased according to the needs of the company, and the corresponding form can be made:

A. Personal information of employees: name, gender, nationality, major, date of birth, political outlook, time of joining the Party, marital status, ID number, mobile phone number, home phone number, email address, domicile, native place, current residence, zip code, emergency contact, relationship (emergency contact), emergency contact phone number, entry time, contract signing time and contract expiration time.

B. Learning and training experience (to be filled in from senior high school): start and end date, institution, major, education background, certificate, references, remarks, etc.

C work experience: start and end date, work unit, department, position, reasons for leaving, references, remarks, etc. ;

D. Family members: title, personal relationship, detailed address, age, work unit, position, telephone number, etc.

E. titles and certificates:

Title: time of title award, title name, grade, examination and approval authority, remarks, etc.

Qualification certificate: issuing time, qualification certificate name, grade, issuing authority, remarks, etc.

F specialties and hobbies: computer skills, English level, others, etc.

G. Entertainment: dancing, speaking, painting, photography, calligraphy, singing, etc.

H employment opinions (new employee information table can be added optionally): employment department, position, employment date, employment salary, employment date, employment salary, social security payment, contract signing, opinions of department leaders, opinions of general manager, comments, etc.

1. Other circumstances that need to be explained.

3) If necessary, show that the employee is responsible for the authenticity of the information filled in and bear all the consequences caused by the untrue information.

4) If necessary, the signature and date of the person who finally filled in the form.

The above is the production of employee information registration form. The forms are different and can be made according to the employee information items filled in by the enterprise.

Several methods to improve employee welfare.

In different enterprises, different levels of employee happiness have a certain impact on employee turnover rate. Employee well-being is closely related to employees' work status, work objectives, sense of belonging, team cohesion and enterprise competitiveness. How to promote the well-being of employees is a very important and necessary job for enterprises to retain talents. Let's look at several ways to improve employee welfare:

1. To promote employee well-being, we must first start with work, and the matching of people and posts is the foundation.

If you want to work more effectively, you need to give the right job to the right person. This will not only enable employees to do what they are good at and interested in, but also make employees feel the embodiment of their own values and do their jobs more actively. Making employees feel valuable and dedicated through proper work is an important factor to improve employee welfare.

2. Another important factor to improve happiness is salary and welfare.

Ma Yun once said that there are only two real reasons for employees to leave. First, the money was not given in place; Second, inner grievances. For many employees, salary and welfare are the direct feelings of happiness, and employees' salary is the direct embodiment given by enterprises to employees. The key to the promotion of employee welfare is a competitive salary and welfare system and a fair salary system in China. If we can formulate a reasonable performance and salary combination system according to the enterprise's own situation, we can give full play to the incentive function of salary. The employee's welfare can be improved from some small details, such as employee's vacation, employee's birthday, employee's bonus, employee's travel and so on, which can be regarded as a good part of improving employee's welfare.

3. Work-life balance of employees is the key factor to improve happiness.

Nowadays, the pressure of workplace life is great, especially some jobs with long working hours and great physical and mental consumption, which are easy to reduce the enthusiasm of employees, affect their happiness, and even cause the chief culprit of employees' resignation. Therefore, balancing the work and life of employees is one of the important channels to promote employee well-being.

4. Pay attention to the growth of employees and help them make career plans.

The personal growth and career development of employees in their future work are closely related to their happiness. It is an important way to promote the development of the enterprise and the well-being of employees to let employees better integrate into the enterprise on a suitable career path, help them achieve their career development goals, get opportunities for promotion and development within the enterprise with the development of their personal abilities and experience, and encourage employees to continuously improve their performance.

5. Provide rich learning and training opportunities to continuously improve the quality of employees.

Especially for knowledge workers, we should give them more training opportunities in skills and abilities, so that employees can exert their greatest potential in their work, and employees can feel the importance attached to them by enterprises in their work, enhance their sense of belonging to enterprises and enhance their happiness.

6. Create a good corporate culture and a relaxed and active working atmosphere.

The corporate culture of a company often exerts a subtle influence on employees' attitude towards life, professional concept, code of conduct and behavior management. It is an effective measure to let employees participate in the management of enterprises more truly, listen to their voices and suggestions, create a passionate working atmosphere and let employees work actively and happily.

How to do the probation employee appraisal form?

Probation period is an important link to evaluate whether a new employee can really meet the job requirements and leave the employees who are integrated into the company culture. Through the probation period, let new employees know their own advantages and disadvantages, and determine their work goals and development direction after becoming a full member. So how to do a good job in the probation employee assessment form?

The probation employee assessment form is usually presented in the form of a table, which contains the basic information of employees and various scoring items. How to do the specific probation employee appraisal form? Let's see:

Generally speaking, the appraisal of probation employees can be divided into two parts. You can divide them into two tables. The first part is the basic information of employees who want to become regular employees. The form can fill in the corresponding employee information according to the corresponding requirements, such as employee name, department, position, graduation school, employment date, education, probation period, etc. Enterprises can make adjustments according to their needs.

The second part is the content of employee assessment items. Enterprises can evaluate the performance of employees during the probation period according to the different requirements of enterprises and adopt different scoring systems. Generally, the score is divided into five grades, and the final result is obtained through the score to determine the assessment score. The important basis for becoming a regular employee can be divided into two columns: employee self-evaluation score and boss score. The assessment items of employees can be evaluated from these aspects, such as attendance, professional knowledge, communication and understanding, writing ability, innovation ability, learning ability, work efficiency, work execution, work quality, professional ethics, mental outlook, honesty and trustworthiness, sense of responsibility and service consciousness. And give different proportions according to the needs of enterprises. Those who fail to pass the comprehensive score will not be hired.

The next step is the opinion of employee assessment. Sign the opinions of the employing department, and then sign the opinions of the human resources department. If further approval is needed. Formulate specific rules according to the different needs of enterprises.