Judging from the requirements of modern enterprise management, enterprises and employees are a pair of * * * relationships in career, interests and fate. The rise and fall of an enterprise is related to the happiness of every employee, and the performance of every employee directly affects the development and growth of the enterprise. Behind the development of enterprises, there are often employees' hard work. Only when enterprises really take employees to heart can employees shoulder the responsibility of enterprises. Therefore, strengthening value recognition is the most important thing to realize "keeping employees in mind" and improve employees' sense of belonging.
Strengthening value recognition is two-sided. On the one hand, employees should be clear about their role in the enterprise and correctly solve their own ideological guidance problems. Namely: what is my motivation to go to the enterprise? Is the goal I pursue integrated and consistent with the goals and concepts of the enterprise? How to develop together with enterprises and realize self-worth; How to take the right action,
Fulfill your obligations and responsibilities? And make themselves conscientious, and strive to realize their commitment to the enterprise, in order to achieve the assessment objectives and achieve corporate vision.
On the other hand, enterprises should fully recognize employees' material and spiritual contributions, and try their best to make the enterprise value and employees' personal value relatively balanced and unified, which is reflected in employees' effective spiritual incentives such as wages and benefits. It is difficult to satisfy every employee in income, but manpower is capital, not cost, not burden, so material treatment must meet the most basic needs of employees in order to retain talents at the most basic level. Of course, if an enterprise really wants to attract and retain talents, it is impossible to stabilize the enterprise team only by high salary. High salary has only a short-term impact. The key to employing good people is to adopt a long-term and effective incentive mechanism and form a relatively long-term and stable employment policy and system.
Second, to improve employees' sense of belonging, we must enhance the richness of culture.
Corporate culture is the adhesive of enterprises, which can closely link and unite employees, so that their purposes are clear and coordinated. In essence, strengthening the construction of corporate culture and enhancing the richness of corporate culture means arming employees' minds with advanced scientific ideas and management concepts, standardizing employees' behaviors, shaping corporate image, improving industry management level, enhancing industry cohesion and competitiveness, and promoting the effective implementation of the strategic task of "upgrading cigarettes". The richness of culture is directly related to employees' sense of belonging to the enterprise.
Culture is the soft power of enterprises, and it is the internal condition to enhance the cohesion and attraction of enterprises and improve the sense of belonging of employees. Taking employees to heart, we should not only meet the material interests necessary for employees' life, but also meet the needs of employees' spiritual and cultural life, and enrich and improve the corporate culture carrier to the maximum extent. This requires regular corporate cultural and sports activities within the enterprise to guide employees to integrate into the corporate culture as much as possible and become participants in various cultural and sports activities, so that they can get physical and mental satisfaction in the corporate culture. At the same time,
Strengthen the cultural construction of enterprise code of conduct, make employees consciously abide by moral norms and standards in this special cultural atmosphere, standardize the words and deeds of enterprise employees with this invisible spiritual force, and strengthen the "family" emotion between employees and enterprises. At this point, employees' sense of belonging can't help but arise.
Promote the construction of enterprise learning culture and form a good and upward learning atmosphere within the enterprise. In learning, we should create more training and learning opportunities for employees and strengthen the universality and effectiveness of training. Arrange and set the training content reasonably, and strive to make employees master all kinds of knowledge and skills to meet the needs of different job changes. Through on-the-job training for employees, employees can communicate widely in their studies, learn to enjoy resources, and creatively use what they have learned to adjust and improve their work. In this way, the ability and quality of employees can be improved to a new level, and the service quality can be improved to a new level.
Third, to improve employees' sense of belonging, we must strengthen emotional communication. Jack Welch famously said, "communicate, communicate and communicate again", which shows the powerful role of emotional communication and communication in enterprises. For employees, employees express their different emotions through internal communication. Communication not only provides an emotional expression mechanism for emotional release, but also meets the social needs of employees. For enterprises, the most important thing is to form an open, free, frank, mutual trust and open emotional communication atmosphere between management structure and colleagues. Effective and smooth communication channels can realize heart-to-heart communication between leaders and employees, and can promote the collision of thinking and the sublimation of feelings among employees, thus avoiding all unnecessary misunderstandings and releasing psychological dissatisfaction.
To improve employees' sense of belonging and treat employees seriously, we should take care of their work, study and life like a harmonious smoke in addition to appropriate and multi-channel emotional communication.
Grasp the important content of grass, keep harmonious relationship, enhance emotion, think what employees think, meet their needs and solve their difficulties.
In daily life, trade unions or managers of enterprises should often go deep into grass-roots units and workers' families, understand and master the family and living conditions of workers, and take the initiative to solve problems and help the poor in view of problems such as life difficulties, diseases and children's further education. It is necessary to extensively carry out heart-to-heart communication activities, keep abreast of employees' ideological trends and real thoughts, actively absorb employees' opinions and suggestions, and let every employee feel that he has contributed to the development of the enterprise, thereby increasing employees' sense of accomplishment and belonging, constantly improving employees' loyalty to the tobacco family, and laying a good ideological foundation for better enhancing employees' value.
Fourth, to improve employees' sense of belonging, we should enhance their confidence in growth.
Whether an employee can truly think about and contribute to the enterprise is one of the key factors, which is the rational consideration of his personal future. It can be said that every employee is planning for his future and his future development in the enterprise from the first day he joined the tobacco enterprise. Therefore, to enhance employees' sense of belonging, we must consider the future development of employees. If the enterprise sincerely considers the position and value of individual employees in the enterprise, as well as the promotion and development of individual future value, then there is no doubt that this enterprise is attractive and can attract and retain talents. Working in such an enterprise, employees have a future and a sense of belonging.
To enhance employees' self-confidence, we must first strengthen the mechanism construction, build a platform for enhancing employees' future value, break all kinds of framework restrictions, and open up channels for employees' promotion and development. Therefore, tobacco enterprises should truly implement the principle of "keeping all employees in mind" and combine the construction of human resources with team building in accordance with the principles of "openness, fairness, justice, competition and merit", further deepen the reform of employment distribution system and improve the post income adjustment mechanism; Further improvement
Selection and appointment, training and development, assessment and evaluation, and distribution of incentive mechanisms will build a fair and just promotion platform for employees, help employees establish career plans, and make employees' value promotion direction clear, goals clear and prospects broad.
To enhance employees' self-confidence, it is necessary to create a fair working and development environment, maintain the fairness of the use of talents to the maximum extent, and make it up and down. Never take advantage of the personal preferences of leaders, or even use various shady relationships to violate the rules. It is necessary to let all employees of the enterprise compete fairly by virtue of their own strength, implement the mechanism that cadres can be promoted and demoted, and posts can enter and leave, create an environment that encourages talents to do their careers, supports talents to do their careers, and helps talents to do their careers well, so as to truly realize the goals of retaining people in their careers, salaries, mechanisms and feelings. Only by giving capable people a hope and a dry head can an enterprise have a hope and a dry head.
Fifth, to improve employees' sense of belonging, we must strengthen the participation of management.
Enterprises are families, and employees are family members. Undoubtedly, they should give full play to the role of their families, increase their participation in the management of enterprises, enhance their sense of ownership and responsibility, and devote themselves wholeheartedly to what enterprises think and do. A factor that can't be ignored in improving employees' sense of belonging is to let employees be masters of their own affairs, actively participate in enterprise management, bind personal honor and disgrace with enterprise honor and disgrace, and bind personal future with enterprise development prospects. Only honor and disgrace and * * * can make employees truly enter a state of selfless devotion to work; Only honor and disgrace and * * * can inspire employees' sense of pride and mission to love my cigarettes infinitely, so that they can actively and consciously share the same fate with the tobacco industry, * * * take the enterprise as their home, start a business with passion in their posts, and contribute to the development of the enterprise with their own intelligence.
Enhancing employee management participation is to make employees become the "masters" of enterprises. Therefore, it is necessary to have the necessary trust and care for employees. Fully understand the ideological trends of employees, and have a needle.
Realize the emotional inclination to the opposite sex, and arrange posts reasonably according to the different characteristics and specialties of employees, and fully stimulate employees' dedication and creative consciousness. We must strengthen the ideological and political education of employees, and regularly or irregularly carry out on-the-job training, clean government education, responsibility consciousness education, moral cultivation education, etc. Always communicate with employees, adhere to the daily study and education system, form a good learning and enterprising atmosphere within the enterprise, and provide excellent environment and conditions for employees to participate in enterprise management to the maximum extent. For employees, as long as they take the initiative to participate in enterprise management and always think about the concept of "rejuvenating the enterprise and shaming it", they can love their work and treat their work with the host's mentality and strong sense of responsibility. For enterprises, as long as we create conditions for employees to participate in management and guide employees to participate actively, we can * * * broaden the development path of tobacco industry.
The key to an enterprise's long-lasting foundation and bright future lies in attracting, using and retaining talents. For tobacco enterprises, it is necessary to treat employees seriously, give full play to their subjective initiative and creativity, let employees regard the enterprise as a "big family" with the same fate, and let employees establish a strong sense of belonging and accomplishment from the bottom of their hearts.