For example, make a plan for employees and reward them within their abilities!
But many enterprises know how to draw cakes for employees, but employees can't eat cakes. How can there be * * *!
How to improve the output and quality of employees and motivate employees to engage in rewards?
How to increase production? Reprint the following information for your reference.
Methods to improve the output and quality of enterprises
1, operator factor (person)
Main control measures:
(1) The production personnel meet the requirements of job skills and pass relevant training and assessment.
(2) For special processes, the professional knowledge and skills that operators and inspectors of special processes should possess should be clearly defined, and those who pass the examination should hold relevant certificates.
(3) Operators can strictly abide by the company system, operate in strict accordance with process documents, and be serious and responsible for work and quality.
(4) Inspectors can conduct inspections in strict accordance with the process regulations and inspection instructions, make original inspection records and submit them as required.
2, mechanical equipment factors (machine)
The main control measures are:
(1) There are complete equipment management methods, including equipment purchase, circulation, maintenance, maintenance and verification, which are clearly defined.
(2) The provisions of the equipment management measures have been effectively implemented, and there are equipment ledgers, equipment skill files, maintenance verification plans and related records, which are complete and accurate.
(3) Production equipment, inspection equipment, tooling tools, measuring instruments, etc. It meets the requirements of process regulations and can meet the requirements of process capability. If the processing conditions change with time, they can be adjusted and compensated in time to ensure the quality requirements.
(4) Production equipment, inspection equipment, tooling tools and measuring instruments are in good condition and under control.
3, material factors (material)
The main control measures are:
(1) There are clear and feasible management systems for material procurement, warehousing, transportation and quality inspection, and they are strictly implemented.
(2) Establish the system of incoming goods inspection, warehousing, storage, identification and distribution, and implement it conscientiously to strictly control the quality.
(3) Raw materials or semi-finished products transferred to this process must comply with the provisions of technical documents.
(4) Processed semi-finished products and finished products meet the quality requirements, and are identified by batch number or serial number.
(5) Responsible for defining the control measures for nonconforming products, which can effectively isolate, identify, record and handle nonconforming products.
(6) Information management of production materials is effective, and quality problems can be traced back.
4. Factors of process method (method)
The main control measures are:
(1) The layout of process flow is scientific and reasonable, which can ensure the product quality meets the requirements.
(2) Can distinguish key processes, special processes and general processes, effectively establish process quality control points, and clearly identify processes and control points.
(3) There are formal and effective production management methods, quality control methods and process operation documents.
(4) The main working procedures include work instructions or work instructions, and the work documents put forward specific technical requirements for personnel, tooling, equipment, operation methods, production environment and process parameters. The process specification of a special process should specify not only the process parameters, but also the control methods of process parameters, sample preparation, working medium, equipment and environmental conditions.
(5) Important process parameters and characteristic values of process documents have passed process evaluation or process verification; Changes to the main process parameters of a special process must be fully verified by experiments or qualified by experts before the documents can be changed.
(6) Specify the checkpoints, inspection methods and acceptance criteria of each quality control point, and specify the corresponding treatment methods.
(7) Formulate and implement the procedures for preparation, review and approval of process documents, so as to ensure the correctness, completeness and uniformity of the documents used in the production site, the process documents are under control, and the current effective version of the process documents can be obtained at the site.
(8) All documents can be strictly implemented, and records can be filled in in time as required.
5, environmental factors (ring)
The main control measures are:
(1) There is a production site environmental sanitation management system.
(2) Environmental factors such as temperature, humidity and light meet the requirements of production technical documents.
(3) There are relevant safety and environmental protection equipment and measures in the production environment, and the health and safety of employees meet the requirements of laws and regulations.
(4) The production environment should be kept clean and orderly, and there should be no sundries unrelated to production. You can learn from 5S related requirements.
(5) Materials, semi-finished products, appliances, etc. It should be kept in a neat place.
(6) Relevant environmental records can be filled in or obtained effectively.
6, measurement factor (measurement)
The main control measures include:
(1) Determine the measurement tasks and required accuracy, and select the test equipment requiring accuracy and precision.
(2) Regularly confirm, calibrate and adjust all measuring and test equipment.
(3) Specify the necessary calibration procedures. Its contents include equipment type, serial number, location, calibration cycle, calibration method, acceptance method, acceptance standard and measures to be taken when problems occur.
(4) Save the calibration record.
(5) When it is found that the measuring and test equipment is not in the calibration state, immediately evaluate the effectiveness of the previous measuring and test results and record them in relevant documents.
Process standardization puts forward clear requirements for 5M 1E, and we should bring process standardization into the overall planning of process quality improvement. On the basis of formulating relevant standardization requirements, through the investigation and analysis of process quality, the implementation deviation of specific requirements of process standardization is found, and then improvement measures are taken. Through the continuous cycle of process quality improvement, the real realization and continuous improvement of process standardization can be promoted, so as to realize the continuous improvement of process quality. Control personnel flow and improve product quality. Have confidence in employees and don't put too much pressure on them.
While increasing the output, we should ensure the quality, and don't lose faith with others.
Adopt day and night shift system
The first two times (worker 1, 2, 3, 4 night shift worker 5, 6)
One of the second category (workers in the second category 7 and 8 9 10)
Twice after three times (1, 2, 3, 4 night shift workers 5, 6) ............
etc ...
How to improve the enthusiasm of employees?
1, find out "home". Incentive theory reveals that the premise of effective incentive is to find out the actual needs of each employee, the expectations and valence of the future, and the evaluation of the current situation of fairness.
2. Take the lead in setting an example. If you want to inspire others, motivate yourself first; Require employees to strive for Excellence, and leaders must first have the determination and confidence to strive for Excellence. In this way, leaders can infect and inspire everyone with an invisible personality charm.
3. Justice. Justice means fairness and reasonableness, requiring leaders to treat employees equally, and there can be no distinction between relatives and friends. Whether the leadership is fair or not has a fundamental impact on the enthusiasm of employees.
4. trust. Lack of trust in an organization will eventually be fatal. Trust in any kind of incentive measures depends on the trust of leaders in subordinates and the trust of subordinates in leaders. Trust is mutual, and the trust of the unit will not last long. In an environment of mutual trust, every employee will become an important worker.
Management motto: Take my employees and leave my factory. Soon the factory will be full of weeds. Take my factory and leave my employees. We will have a better factory soon. -andrew carnegie employees are the direct creators of corporate wealth, and the enthusiasm of employees is directly related to the rise and fall of enterprises. Therefore, how to improve the enthusiasm of employees and realize the steady development of enterprises is a realistic problem that every business operator must face. This problem seems simple, but it has always been difficult to solve. In actual management work, people pay too much attention to the leading and exemplary role of managers themselves, while ignoring the employees who are in direct contact with customers. No matter how competent a manager is, it is useless, because customers usually know the employees in front of them, not the supervisor. In the old concept, management usually manages a company, but in the new concept, employees should participate in decision-making and management. For example, there are many different styles of glasses frames in the shop. Why are some popular and best-selling, while others can't? So although managers are making decisions, in fact, the market reaction may not be like this. When employees face customers directly, they should be involved in decision-making, and managers only allocate resources, not be dominated by managers. The improvement of employees' enthusiasm depends not only on ensuring that employees have something to do, but also on getting paid, and its methods and measures should also keep pace with the times. I think we must do the following: 1. Set feasible business goals: goals are both direction and motivation. Without clear business objectives, enterprises will lose the direction of struggle and employees will lose the motivation to work. For example, it will be divided into three aspects according to different situations: long-term, medium-term and long-term short-term goals, and the specific implementation of these goals requires the active participation of employees. Second, formulate reasonable rules and regulations: without rules, there can be no square, people-oriented, and systems manage people. It has long been adopted by many enterprises, especially when making a reasonable salary plan. The salary of employees, that is, the distribution within the enterprise, is a sensitive point, because the salary can meet both the material needs and the psychological needs of employees. What we should advocate is to distance ourselves, be fair and reasonable, not engage in egalitarianism, better mobilize the enthusiasm, initiative and creativity of enterprises, and enhance the cohesion of enterprises. Third, create a good environment: 1, looking for a new lighthouse. Nowadays, many employees are confused because of their unclear positioning, unclear goals and no idea where to go. Busy for a living every day, work becomes a kind of repetition. Your dreams begin to fade, and your goals begin to blur. The way to have fun is to find a new lighthouse. Like a boat sailing in the vast sea, see the lighthouse ahead, aim at the target and go all out. 2. Find happiness from the heart. Find happiness in action 4. Looking for happiness in cooperation comes from the working environment. A United working team can stimulate people's initiative, and a boring working environment can easily discourage people. How can I make myself more popular? A, don't just care about yourself. The greatest satisfaction of self-esteem comes from others' respect for themselves. Helping others is helping yourself. B, take more good information and share it with others. We often judge whether a person is interesting by his speech, and speech is the main channel to show your personality charm. C, pay attention to repair the relationship. There will be conflicts between people for many reasons, some because of different work plans and some because of improper expression, but whether intentionally or unintentionally, this will obviously affect interpersonal relationships. Many things can be rebuilt through your positive thinking. 5. When you are looking for happiness in charging, do you feel that your professional knowledge can't keep up? If you want to do better in this position, you must let yourself accept new knowledge. Accepting new learning can not only make you more powerful in your work, but also make you feel young and energetic in your study, which is different from boring work. You can also meet new friends during your study. It is a pleasure for you to return to the familiar classroom after leaving school for many years. Of course, it should be reminded that charging should also be planned, and blind learning is not advisable. 6. Find a happy life in balance. Work and life need to be balanced. When the work is finished, should I go home to see if I miss my parents day and night, or do 35 people travel to a city or place that I really want to go, or do something that I don't have time to do during the holiday? In short, you can have more energy to deal with new jobs and accept higher-level challenges after a full rest. Generally speaking, an enterprise cannot only have material encouragement, and necessary spiritual encouragement is also indispensable. The measures to improve the enthusiasm of employees are a systematic project, and the ultimate goal is to promote the sustainable and healthy development of enterprises. Therefore, employees should not be regarded as tools at any time, and personal interests should not be sacrificed for the benefit of enterprises. When employees truly feel that their interests are closely related to the enterprise, their enthusiasm will be mobilized, and any simple and rude method can only achieve the opposite effect. If the above policy is regarded as the king in management, it can be regarded as a strategy and a basic policy, then correspondingly, bullying is a tactic and an indispensable means to realize the strategy. Management is actually a means to realize the strategic policy, so management is not an end in itself. Only the combination of kingliness and hegemony in management can achieve higher management efficiency. There is an interesting story about bullying. Napoleon went out hunting and saw a drowning boy struggling and shouting for help. This river is not wide. Instead of letting his men go into the water to save people, he picked up a shotgun and shot the drowning man. Seeing that it was useless to ask for help, the boy added another layer of danger, struggled desperately and finally swam to the shore. Obviously, Napoleon's goal is to save people. He finally managed to get the drowning man ashore through another way of rescue, that is, bullying, and achieved the highest efficiency with the simplest method and the lowest cost. It is hard for us to imagine whether the drowning man could get ashore so soon if he was encouraged or lured by the king at this moment. In management, the lack of initiative and consciousness of employees is always inevitable. At this time, if we blindly emphasize creating a good working environment and conditions, we may not be able to stimulate his enthusiasm. Sometimes we still have to learn from Napoleon and shoot him. Occasionally using the authority of the boss to threaten employees can stop employees' negative and lax emotions in time and stimulate them to play their potential. Even employees with strong self-awareness sometimes feel satisfied, stagnant and sometimes dependent. Appropriate criticism and punishment can help them recognize themselves and re-inspire new fighting spirit. To motivate employees, the intrinsic motivation is Maslow's hierarchy theory of human needs (see "Theory of Human Motivation" published by 1943 for details). When the needs of lower-level employees have not been met, don't be busy doing higher-level work, but when the needs of employees at a certain level have been met, wasting energy at this level can't continue to motivate your employees. For example, I have been to an enterprise, and the boss of this enterprise has a very good mentality. He advocates giving employees higher salaries. In his view, employees can only work hard if they get a satisfactory salary, and then settle down because they are afraid that they will never find such a job again. Therefore, new employees will be very happy and work hard when they enter his enterprise. At that time, I saw a king in his company. He had only been in the company for a month. He is very enthusiastic about his work and often helps others after finishing his work. I asked Xiao Wang what it was like to work here, and he told me happily that he was very happy because he just graduated from school and lacked work experience. This company is very good, and will not reduce his salary because he has no experience, so he cherishes this opportunity and hopes to work in this enterprise all the time. A year later, Xiao Wang's ability improved and his performance began to top the team. However, his salary has not changed much, and his position remains in the original position. I want to go up, but the company always reuses those experienced employees first and wants to get more money, but the company's basic salary is already very high and the bonus is not much different. At this time, the company recruited a number of new employees. Soon, after three months, these new employees will get the same salary as Xiao Wang. At this time, Xiao Wang was unhappy, and his enthusiasm for work suddenly disappeared. He also told me that I did too many things, and my colleagues laughed at me, saying that I still got money after doing so much. Why bother? Others say that I am working so hard to get a promotion! Finally, Xiao Wang left the enterprise. In fact, the system of this company has not changed from beginning to end. It is this system that makes a newly graduated college student feel safe, and it is this system that makes an excellent employee leave because he can't see hope. It can be seen that motivating employees is a very personalized work and a very systematic work.
1, the boss's influence on employees' work enthusiasm
The boss is the source of employees' work instructions and the main evaluator of employees' work performance. The interaction between boss and employees plays a very important role in employees' work attitude. At present, many small and medium-sized enterprises in our country regard the family as a metaphor of the enterprise, and the ethics or role relations in the traditional family are classified as groups or organizations outside the family, and the leaders play the role of parents in the enterprise, which obviously weakens the enthusiasm of employees. In order to effectively improve the enthusiasm of employees, leaders are required to pay equal attention to kindness and prestige and treat their subordinates fairly. At the same time, leaders need to be keenly aware of their subordinates' emotional state, understand and meet their needs appropriately, which is also an important factor to effectively improve their enthusiasm.
2. The influence of colleagues on employees' work enthusiasm
China people have always paid attention to "the right time", "the right place" and "harmony with people", among which "harmony" is the most important factor. Influenced by traditional culture and decades of "unit system", employees attach great importance to interpersonal relationships at work and hope to be accepted and integrated into them. Good interpersonal interaction and working atmosphere among colleagues will greatly improve employees' sense of belonging, and then mobilize their enthusiasm for work.
3. The influence of work itself on employees' work enthusiasm.
The same job has different meanings for employees with different achievement motivation and self-efficacy. Employees' enthusiasm for this job is also different, no matter whether they can actually finish the job well or not. This requires managers to have the ability to distinguish employees' work orientation and assign suitable jobs, which can effectively improve employees' work enthusiasm.
4. The influence of work motivation on employees' work enthusiasm
There is no doubt that appropriate incentives play an important role in improving employees' work enthusiasm. Motivation can be divided into reward and punishment, material motivation and spiritual motivation from different angles. Every enterprise has its own incentive mechanism, but the incentive mechanism of many enterprises can't play its due role, because incentives are changing, and there are different incentive methods at different stages of development, which can't be static. At the same time, incentives are divided into static incentives and dynamic incentives. Static incentive is the enterprise system, such as bonus system and punishment regulations, which is the basic incentive. Dynamic motivation refers to the decision made by management leaders according to the changes in their stage, the requirements of the environment and the actual situation of their subordinates. This kind of motivation is the most critical and the core of motivation. The premise of dynamic motivation is to scientifically judge whether subordinates should be motivated, and the specific forms include help, training, rewards and punishments, competition, justice and authorization.