First, the company boss takes the lead in demonstrating.
As the "head sheep" of the enterprise, the boss must set an example first, especially in observing the rules and regulations of the enterprise, which will win the effective visit and respect of the employees. If the boss of an enterprise often acts as a destroyer of the "rules of the game" within the enterprise, his behavior will inevitably affect the employees. For example, some companies require employees to wear professional clothes when they go to work, but the boss wears casual clothes, which is difficult to convince employees with personality in dress and will also destroy the cultural atmosphere of dress.
second, enterprises should abide by the rules and laws.
why do some employees dare to stand up and "oppose" their boss? In addition to the boss's failure to honor his promise or making excessive demands on employees, there is also an important reason that employees have caught the boss's "small plait", such as the fact that employees have grasped the boss's commercial bribery to expand their business. This reminds business owners to abide by the law, and at the same time, if they have to "operate behind the scenes" some businesses, don't let employees know easily, even for employees who trust them.
third, formulate the internal rules of the game.
The rules of the game in the enterprise include rules and regulations, business processes and other "rules of the game", which effectively restrict the unhealthy personality of employees. Before an individual employee formally takes up his post (such as pre-job training), let him know the "soft environment" such as the company's institutional environment and cultural opinions, and introduce it if it is recognized. If the employee to be hired is not recognized enough or not recognized at all, then the enterprise should consider whether to hire this employee.
fourth, improve employeES' personal satisfaction (es).
when an employee is very satisfied with his company, he will try to adapt to the company in order to stay in the company for a long time and gain some benefits (such as higher salary and higher position), so that the employee will actively "collect" his personality. In this case, employees will try to get the approval of their boss or their own supervisor. Therefore, enterprises should carry out customer satisfaction (CS) and employee satisfaction (ES) at the same time. Recently, Sichuan Changhong Electric proposed three major satisfaction projects: employee satisfaction, customer satisfaction and shareholder satisfaction, and boldly put employee satisfaction first, which shows the importance of employee satisfaction.
5. Establish a flexible cooperation mechanism.
The cooperation between companies and employees can be in various forms, such as full-time, part-time and partnership, which can effectively promote the cooperation between enterprises and individual employees. This has several advantages: first, it increases the flexibility of cooperation, which is conducive to making full use of individual employees. For example, if individual employees are part-time, they may be much looser than full-time employees in observing enterprise rules and regulations; Secondly, it can reduce the positive contact between business owners and individual employees, which is also conducive to reducing friction and contradictions.
VI. Strengthening the construction of corporate culture.
the role of corporate culture is to bring employees into the same value recognition system, and then unify the goals and promote the cooperation between individual employees and other employees. In this regard, the role of corporate culture may be more effective than rules and regulations, because corporate culture is a soft guide, and rules and regulations are a hard constraint. The management of individual employees should be "soft and hard, with soft as the main factor", because individual employees are often afraid of "soft" but not "hard".
VII. Find a more suitable position for individual employees.
when the number of employees in an enterprise forms a scale, the stereotyped imperative management may be difficult to play an effective role. The stereotyped management may lead to ignoring the existence of individual employees or increasing their pessimism, and often lead to the brain drain due to improper management methods. Therefore, in today's management world dominated by humanism, it is very necessary to adopt flexible ways to stimulate their working ability potential according to their personal characteristics.
eight, learn to do the ideological work of individual employees.
When business owners communicate with individual employees, conventional communication methods may lose their "utility" because individual employees may have their own preferred communication methods. Taiwan Province Lishi Legal Affairs is the largest firm in Asia. In legal affairs, it is necessary to manage lawyers with great personality. Mr. Li Guangtao, a senior consultant of the firm, said that in Taiwan Province, the admission rate of the joint entrance examination is only 8%, and only the best candidates dare to fill in the law at the first choice. Only 8% of law students can become lawyers after graduating from college. This directly leads to the fact that lawyers in Taiwan Province are all particularly proud and individualistic-they always hope that the company will respect their way of doing things and not impose too many rules and restrictions on them. For this reason, this law firm has no management department, only the administration department. If there are lawyers who do things in an inappropriate way, or there are conflicts between employees, the firm will not simply criticize and educate them, but use chat communication to achieve the final satisfactory result, so business owners should believe in the role of appropriate communication methods.
An excellent company is a good school, which not only cultivates talents, but also is good at reforming employees' bad habits. This requires business owners to be patient and implement the "reform plan" instead of sweeping out individual employees. The key word "transformation" is emphasized here, which requires enterprises to tolerate and understand these individual employees with enough "tolerance" instead of "breaking up" when there is conflict. As entrepreneurs, we should remember this. The best team is like this. Even if they quarrel, they don't "break up". They can seek common ground while reserving differences, instead of demanding uniformity. You know that this ideal state doesn't exist at all, and the more they pursue perfection, the worse the situation may be.