Ordinary people change the results, excellent people change the reasons, and top experts change the models. Changing people's hearts is a heart operation. Its essence is not to change the heart, but to change the relationship between the heart and the surrounding organs. Its essence is also to change the model.

To change the human heart model, the following three ways are the most basic: activating the positive reinforcement loop, cutting off the negative reinforcement loop, and adding the safety regulation loop.

1. Activate the positive reinforcement loop

The key point is that the incentive system must be immediately fed back. Can't lag behind.

2. Cut off the negative reinforcement loop

Cut off the "negative reinforcement loop" that lacks communication:

Publish the annual target and assessment method of each employee to the whole company;

the CEO sends emails to all employees every month to communicate the direction, strategy and organizational adjustment;

The weekly meeting must be held and the direction should be constantly revised;

Open the staff forum, so that positive feedback can spread and negative feedback can dispel rumors;

Every manager and employee are required to communicate 1:1 every month ...

The purpose of communication is information transparency. Only by cutting off the negative reinforcement loop of "the more opaque the information, the more suspicious and misunderstood employees are, and then the less willing to communicate, the more opaque the information is", can employee morale and company performance return to the right track.

3. Add a safety regulation loop

What kind of regulation loop should be used to change employees' stressed hearts? Small companies can eat, drink and go on road trip; Medium-sized companies can use tourism, annual meetings and standardized vacation systems; Large companies can even buy EAP (Psychological Counseling Service) for their employees.

It is very important to help an employee relieve pressure, and it is even more important to establish a systematic pressure relief regulation loop. Go back and check now, and see if your company has an adjustment loop to relieve stress and ensure employees' inner security.

activate the positive reinforcement loop, such as immediate reward feedback, to activate the motivation of efforts;

cut off the negative reinforcement loop, such as the suspicion and misunderstanding caused by opacity and communication;

add safety regulation loops, such as eating, drinking and traveling at the annual meeting, to relieve stress.

Thinking questions after class:

How much do the boss think the employees do and how much do I pay; I do as much as the employees think you pay. How can this "human heart" be changed?

Thinking solution:

From the company's point of view, first of all, we should have a clear positive incentive system, reward timely and not lagging behind, increase other causal chains that lead employees to do more work, such as recognition of vision and mission, honor incentives, etc., and increase the positive reinforcement loop; If the employee fails to meet the standard, there must be corresponding punishment to cut off the negative reinforcement loop; Encourage innovation, accept mistakes made by employees, and increase safety regulation loop.

consider from the employee's point of view, cut off the negative reinforcement loop, don't doubt or misunderstand the company's opaque and non-communication problems, concentrate on your own work and speak with your work achievements. Working for the boss is also working for yourself; If the boss turns a blind eye, he can resign and leave.