1. To improve employees’ sense of belonging, we must enhance value recognition

From the perspective of modern enterprise management requirements, enterprises and employees are a pair in terms of career, interests and destiny* **With the same body, the honor and disgrace of the enterprise is related to the happiness of every employee, and the performance of each employee directly affects the development and growth of the enterprise. Behind the development of an enterprise is often the hard work of its employees. Only when an enterprise truly takes its employees into consideration can its employees shoulder the responsibilities of the enterprise. Therefore, enhancing value recognition is the top priority to "put employees at heart" and improve employees' sense of belonging.

Enhancing value recognition has two sides. On the one hand, employees should clearly understand their role in the company and correctly solve the problem of guiding their own ideological concepts. That is: What is ‘my’ motivation for coming to the company? Are the goals I pursue integrated and consistent with the company's goals and concepts? How to develop together with the company and realize self-worth; how to take correct actions to fulfill one's obligations and responsibilities? And make oneself conscientious and responsible, strive to realize one's own commitment to the enterprise, in order to achieve the assessment goals and the realization of the corporate vision.

On the other hand, the company must fully recognize the material and spiritual contributions of its employees, and try to make the company's value and the employee's personal value relatively balanced and unified, which is specifically reflected in employees' wages, benefits and other effective In terms of spiritual motivation. It is a difficult task to satisfy every employee in terms of income. However, human resources are capital, not costs, and not burdens. Therefore, material benefits must be able to meet the most basic living needs of employees in order to provide employees with the most basic living needs at the most basic level. Retain talent. Of course, if an enterprise wants to truly attract and retain talents, it is not enough to rely solely on high salaries to stabilize the enterprise team. High salaries only have short-term effects. The key to employing people well is to adopt long-term effective incentive mechanisms and form relatively long-term and stable employment policies and systems. location.

2. To improve employees’ sense of belonging, we must enhance cultural richness

Corporate culture is the glue of the enterprise, which can tightly bond and unite employees so that they have clear goals and Be coordinated. Strengthening the construction of corporate culture and enhancing the richness of corporate culture essentially means arming the minds of employees with advanced scientific ideas and business concepts, standardizing employee behavior, shaping corporate image, improving industry management levels, enhancing industry cohesion and competitiveness, and promoting the "cigarette industry" Effective implementation of the strategic mission of "higher level". The level of cultural richness is directly related to the strength of the sense of belonging of corporate employees.

Culture is the soft power of an enterprise, an intrinsic condition that enhances the cohesion and attractiveness of the enterprise and improves employees' sense of belonging. Taking employees into consideration should not only satisfy the material interests necessary for employees' lives, but also meet the needs of employees in spiritual and cultural life, and maximize the enrichment and perfection of corporate culture carriers. This requires regular corporate cultural and sports activities within the company 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 obtain physical and mental satisfaction in the corporate culture. At the same time,

strengthen the construction of corporate behavioral norms and culture, so that employees can consciously abide by moral norms and standards in this special cultural atmosphere, and use this invisible spiritual power to standardize the words and deeds of corporate employees and strengthen The "family" feeling between employees and the company. At this point, employees can’t help but feel a sense of belonging.

Promote the construction of corporate learning culture and form a good and upward learning atmosphere within the company. In terms of learning, it is necessary to create more training and learning opportunities for employees and strengthen the breadth and effectiveness of training. Reasonably arrange and set up training content, and strive to enable employees to master a variety of knowledge and skills to adapt to the needs of different job transitions. Through employee on-the-job training, employees can communicate extensively with colleagues, learn how to share resources, and creatively use the knowledge they have learned to adjust and improve their work. In this way, the ability and quality of employees can be raised to a new level, and the service quality can be raised to a higher level.

3. To improve employees' sense of belonging, we must enhance emotional communication. Jack Welch has a famous saying: "Communicate, communicate, communicate again." This shows the powerful role of emotional communication and communication in enterprises. For employees, employees express their various emotions through internal communication within the enterprise. Communication not only provides an emotional expression mechanism for emotional release, but also meets the social needs of employees. The most important thing for a company is to form an atmosphere of open, free, honest, mutual trust and open emotional communication between the 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 emotions among employees, thereby avoiding all unnecessary misunderstandings and releasing psychological dissatisfaction.

To improve employees’ sense of belonging and truly take them into consideration, in addition to appropriate and multi-channel emotional communication, we must also care about employees’ work, study and life as a way to build harmony

< p>Grasp the important content of the work, constantly harmonize relationships, enhance emotions, think about what employees think, address their needs, and solve their difficulties.

In terms of daily life, enterprise trade unions or managers should often go deep into the grassroots and employees’ families to understand and understand the employees’ family and living conditions, and take the initiative to deal with issues such as life difficulties, illness, and children’s enrollment in school. Do a good job in solving problems and helping the poor.

It is necessary to carry out extensive heart-to-heart communication activities, timely grasp employees' ideological trends and real thoughts, and actively absorb employees' opinions and suggestions, so that every employee can feel that they have contributed to the development of the company, thereby increasing employees' sense of accomplishment and The sense of belonging continues to improve employees' loyalty to the tobacco family and lays a good ideological foundation for better employee value enhancement.

Four. To improve employees’ sense of belonging, we must enhance their confidence in growth

Whether an employee can truly think about the company and dedicate himself to the company, one of the more critical factors is his confidence in his personal future. rational considerations. It can be said that every employee has been planning for his or her future since the first day he joined a tobacco company, and has been thinking deeply about his or her future development in the company. Therefore, enhancing employees' sense of belonging must take their personal future development into consideration. If a company sincerely considers its employees' personal position and value in the company, and sincerely considers the improvement and development of their personal future value, then there is no doubt that the company is attractive and can attract and retain talents. Working in such a company, employees have a future and a sense of belonging.

To enhance employee growth confidence, we must first strengthen mechanism construction, build a platform for employees to increase their future value, break various restrictions, and open up channels for employees to improve and develop. To this end, tobacco companies should truly implement "keeping all employees at heart", combine human resource construction with team building work in accordance with the principles of "openness, fairness, impartiality, competition and merit selection", further deepen the reform of the labor allocation system, and improve Position income adjustment mechanism; further improve

the selection and appointment, training and development, assessment and evaluation, and distribution incentive mechanisms to build a fair and just promotion platform for employees, help employees establish career plans, and make the direction of employee value improvement clear , clear goals and broad prospects.

To enhance employees’ confidence in growth, we must secondly create a fair working and development environment, maintain the fairness of the use of talents to the greatest extent, and let the superiors have reasons to go up and the inferiors have reasons to go down. Never do this. The leader’s personal preferences alone, and even using various shady relationships to hire people in violation of regulations. It is necessary to allow all employees in the enterprise to compete fairly based on their own strength, promote the mechanism for cadres to be promoted and promoted, and for employees to be promoted and promoted in and out of positions, and create an environment that encourages talents to develop careers, supports talents to achieve careers, and helps talents to do good careers, and truly Achieve the goal of retaining people through career, treatment, mechanism and emotion. Only when capable people have hope and a head of work can an enterprise have hope and a head of work.

5. To improve employees’ sense of belonging, management participation must be enhanced

The company is a family, and employees are members of the family. There is no doubt that they should play the role of family members and improve the ability to manage the company. Participation, enhance the company's sense of ownership and responsibility, and be fully committed to what the company wants and does. One factor that cannot be ignored in improving employees' sense of belonging is to make employees the masters and actively participate in the management of the company, bundling personal honor and disgrace with the company's honor and disgrace, and bundling personal future with the company's development prospects. Only with honor, disgrace and loyalty can employees truly enter a state of selfless devotion to work; only with honor, disgrace and passion can an enterprise infinitely inspire employees' pride and sense of mission to love tobacco, so that they can actively and consciously breathe with the tobacco industry , embrace destiny, connect heart to heart, treat the company as your home, start a business passionately in your position, and use your intelligence and talents to contribute to the development of the company.

To enhance employee participation in management, we need to make employees the "owners" of the company. Therefore, the necessary trust and care for employees must be achieved. Comprehensively understand employees' ideological trends, achieve emotional tilt in a targeted manner, and reasonably arrange positions according to employees' different characteristics and specialties, so as to fully stimulate employees' dedication and creativity. It is necessary to strengthen the ideological and political education of employees, conduct regular or irregular on-the-job training, integrity education, responsibility awareness education, moral cultivation education, etc., regularly communicate with employees, adhere to the daily learning and education system, and form a team within the enterprise. A good learning and enterprising atmosphere provides an excellent environment and good conditions for employees to participate in corporate management to the maximum extent. For employees, as long as they actively participate in corporate management and always think about the concept of "I am honored when an enterprise prospers, and I feel shame when an enterprise fails", they can be dedicated to their work and treat their own work with a master's mentality and a strong sense of responsibility. . For enterprises, as long as they create conditions for employees to participate in management and guide employees to actively participate, they can jointly make the development path of the tobacco industry wider and wider.

For an enterprise to have an everlasting foundation and a promising future, the key is to be able to attract, make good use of, and retain talents. For tobacco companies, it is necessary to take their employees into consideration in a down-to-earth manner, maximize their subjective initiative and creativity, and make employees regard the company as a partner of equal honor and disgrace and a common destiny. The "big family" enables employees to build a strong sense of belonging and accomplishment from deep within their hearts.