For a long time in the morning, I was in a daze, or I was confused and slow to respond to everything. There are also some employees who didn't do anything in the morning and didn't feel a little energetic until the afternoon, but they are almost off work.
This state is like a long summer vacation for students, and it takes a long time to adjust their state. The epidemic has extended the annual leave by almost one month, so this is normal.
Now enterprises hope to get some benefits as soon as possible during the resumption of work. If many employees continue in this state, it is actually very dangerous.
Affected by the epidemic, many companies will place fewer orders than before. If employees are still waiting for work, such as the sales department is still waiting for inquiries; Although the product department has some long-term plans, the order is not urgent at present, and if it is pushed by others, it will bring serious losses to the enterprise.
Therefore, at this stage, enterprises need to quickly adjust the status of employees in order to obtain greater benefits to make up for the losses during the period of not returning to work; Or during the resumption of work, because the economy has not fully recovered, an efficient team is needed to help enterprises tide over the difficulties.
How to improve the working status of employees quickly?
The following are some effective methods and measures that I have experienced and verified over the years. I hope I can help you through my sharing.
I found that many enterprises' methods to improve employees' status are too simple, and most of them shout slogans, give orders or complain to motivate employees.
But the effectiveness of this method is very low, because most people don't buy this set after 90 s and 00 s, and some people may even quit because they don't like this routine.
So what scientific methods should be used to effectively motivate these employees?
There are three more effective and lasting methods:
The first method: put employees in suitable positions.
Some people may wonder, aren't they talking about how to motivate? How to put employees in the right positions?
In fact, the status of employees is closely related to the matching of people and posts. Imagine if a person doesn't like this job, and then after the impact of this epidemic, his biological clock doesn't come back after returning to work, will he be more slack? The answer is inevitable.
I think it is just right to use this epidemic to adjust some unsuitable employees to suitable posts. Only when he likes this job, can he adapt or adjust more quickly and stimulate new work desire. This is a way to solve the root cause.
Before returning to work, some employees kept asking me the specific time to return to work. I remember that the foreign trade department of our company was still discussing orders in the group at eleven o'clock at night, although it had not officially resumed work at that time.
Why are such a group of people willing to stay at home during recess or during the epidemic, and still devote themselves to work with such enthusiasm? I didn't order them, didn't say much, and didn't give them extra rewards.
Even during the epidemic holiday, our company only has a basic salary and no formal salary. But these employees are still willing to put their time and energy into their posts. The reason is that they already like his posts very much.
Then he will be willing to do his job. Even during our epidemic, he was willing to spend time in the right place.
The second method: understand the real needs of employees.
Because in fact, many times, employees will not tell others their true self and real needs, because some needs are really difficult to talk about.
For example, if I want a raise, do you think he will say so easily? Still want to have a holiday, I really can't say, especially in some high-pressure enterprises, everyone is working overtime. Did you say you wanted to take a vacation? People will think that your attitude is wrong.
Or I want a promotion. I want to replace my boss. How can he tell his boss? Therefore, before these practical needs are met, it is actually difficult for him to devote himself to his work. So we need to know his real needs, and then carry out personalized incentives.
Don't think that employees who like holidays are not necessarily good employees. There is a girl in our company who is good at business. But her personality is very casual. He is very good at dealing with customers, but she can't work for long. She wants to take a few days off after going to work for a while.
So she occasionally asks for leave, or even takes a few days off every two months. How to deal with this situation?
I thought about it and gave her a policy: as long as you reach the standard and achieve a certain performance, I will give you a holiday, and even I will pay you to travel. The result is self-evident. She can overfulfil her goal every time and then apply for a vacation. Therefore, it is completely different to understand her real needs and then carry out personalized incentives.
The third method: improve the professionalism of the whole team.
Why should we improve the engagement of the whole team to motivate our individual employees?
That's because teams can infect each other. If an employee slacks off and puts him in a highly motivated and professional team, he will be affected. He felt that he was in a high-speed circle. If he doesn't do it, he will feel uncomfortable or feel guilty, and he will be affected.
Just like in the army, some people are at home, 18-year-old boys are at home, and they may sleep late at home, and their parents will not listen to anything, feeling that they have no motivation to do things.
But put him in the army. Get up at six o'clock every morning for training, and all kinds of teams coordinate training. He will soon blend in and form habits. Therefore, the high engagement of the team will also affect the individual employees, so it is also useful for us to improve the engagement of the team.
The above are three ways to adjust employees' status for a long time. I will talk about how to operate these methods in detail in the next article!
I have something to say: the working conditions of employees are poor. How can enterprises dig out their "hidden" needs and carry out targeted incentives?
The "motivation analysis" module of T 12 talent evaluation can evaluate the real needs and status of the assessed, and intuitively present the degree of work engagement and the most urgent needs of employees at this stage. The incentive suggestions in the report can help enterprises to give correct incentives to different employees. Combined with other suggestions mentioned in this paper, we can take a multi-pronged approach to quickly improve the working conditions of employees.
People have many years of enterprise service experience, and the evaluation products include leadership evaluation, T 12 talent evaluation, mental health evaluation, values evaluation, 360 evaluation and so on. Focus on solving multi-scenario problems such as grassroots recruitment, middle and senior management recruitment, talent inventory, and incentive retention. Help business friends make full use of talents and put talents in the right position, and the matching degree between people and posts has increased to 87%!