First, eat.
Pay attention to food standards and regional differences, and try to solve the problem of eating well and satiating. It is especially important for employees who work up and down hours to eat, and technicians who work up and down hours after meals give priority to meals.
Managers can not pay attention to management at this time, but they must pay attention to let every employee eat hot meals, so employees are hot in their hearts.
Second, live.
Accommodation conditions must be hygienic, not too crowded, bunk beds should be arranged in harmony, and staff wardrobes should be equipped with washing machines and other equipment that is convenient for employees' daily life. Pay special attention not to live too far away from the work unit, otherwise it will increase the psychological cost of technicians.
Third, play
1, the life and work of pedicure technicians are rather boring, so we must organize tourism activities appropriately. The main purpose of traveling is to gather team thoughts in a relaxed state. Although everyone is together all day in the shop, they are all focused on their work and can't let go of each other. Tourism can achieve the purpose of increasing mutual help and encouragement among employees.
2, expansion activities should also be done often, whether indoors or outdoors, as long as we pay attention to the expansion of the theme, let everyone know what they can improve through sharing, which is called helping employees grow.
3. There is shopping. Employees must be encouraged to go shopping or go shopping. Every time they come back from shopping, employees first broaden their horizons and have the capital to communicate with customers. Second, they will feel that the money is not enough, and she will try to make money.
Fourth, emotions.
1, marriage and love are the big problems faced by pedicure technicians, because it is not surprising that improper handling of love will lead to the loss of several technicians in pedicure clubs at the same time. Managers must pay attention to the marital status of each technician and try to avoid talking about the object internally. If it is really unavoidable, they should correctly guide and control, talk more and care more.
2. Family is an important factor for the stability of technicians. Many technicians' resignations are related to their families. It is very important to master the family status of technicians and guide them in time. The parents of general pedicure technicians may not like their children to do this job, and the troubles of technicians may also come from the opposition of boyfriends and relatives. Managers should put their work first and minimize the family influence of unstable employees.
Being sick is also a common behavior of pedicure technicians. Managers should pay more attention, accompany them to the hospital for examination or help buy medicine, or express their concern by improving food alone.
4. Colleague relationship and superior-subordinate relationship. Many employees leave because of problems with colleagues or the relationship between superiors and subordinates. In a pedicure shop, we must advocate the culture of "passing, helping and bringing" to new employees. For new employees, old employees should actively help them quickly adapt to the environment, customers and technical methods, and do something that moves new employees.
Managers should advocate such a caring culture. The interpretation of "criticism" in Ci Hai is to affirm the advantages and point out the disadvantages. Managers should try not to criticize employees directly, but learn to be tolerant and help employees grow.
It is normal for employees to take vacations. Managers should look at problems calmly, not only from the perspective of enterprises, but also consider the profits of shops and ignore the health of employees.
However, more frequent vacations than required should not be allowed. We must pay attention to talking with employees in a pleasant way and the importance of rules. Managers should remain calm about the threat of some employees resigning.
At this time, first, you can use it as a bargaining chip for employees to trade with you. You should tell her how to run the shop if everyone does so, and others can abide by it. I believe you can abide by it.
Secondly, if employees really want to resign because of this problem, managers should not compromise. As long as a rule is broken with impunity, more people will violate it. This is the so-called "broken window effect".
6. The employee birthday company should hold a ceremony to let employees have a second sense of belonging outside home, and must not make a decision on how much subsidy. Birthday is a warm behavior, but money seems to be cold, and birthdays need atmosphere. Managers should remember this.
7. Reward and praise. The management mechanism of the store must make the reward behavior vivid and thorough. A compliment at ordinary times may change a technician's decision to resign. Practice has proved that managers often improve her performance by praising technicians.
8. Finally, we need to pay attention to employees-related customers, which are divided into: customer withdrawal and harassment. Pay attention to encouraging employees to retire, and don't let employees feel wronged. We can guide them to resolve their unhappiness from the perspective of fate. For harassment, we must encourage employees to refuse and adopt strategies to protect employees. If necessary, we would rather offend customers and protect the personal safety and legitimate rights and interests of employees.
For some customers, they often call a technician's number, and the frequency is very high. Managers should pay attention to guiding technicians not to have other business disputes with customers. At this time, it is most important to guide employees, so don't criticize them blindly.
In humanized management, respect is very important. Every employee has a different personality and way of doing things. Managers should respect each employee's personal behavior and way of thinking. As long as everyone goes in one direction, they should encourage and praise, not find fault.
Seeking common ground while reserving differences means respecting employees, and respect must be mutual. Give them peaches and give them gifts in return. The corporate culture of pedicure shops should embody the concepts of care, respect, tolerance and win-win. Everyone can be changed, depending on who is around her.
Managers should not simply talk about humanized management, but should encourage, guide and educate employees to enter a correct development track and grow together with enterprises.
The manager of the store is the locomotive of the store. He is the link between employees and bosses, and also the executor. In a store, the position of manager is very important.
He is not only responsible for conveying and implementing the company's decisions, but also for feeding back the employees' requirements to the boss. An excellent manager must first put a right attitude, adjust the relationship between the company and employees, respect each employee, safeguard the interests of employees in the company, and get along well with employees, like brothers and sisters.
If a manager only thinks about his own interests and the interests of the company, but doesn't care about the interests of employees, he doesn't keep up, his promises in front of employees can't be fulfilled, and all good things are empty talk, then he will definitely lose his prestige in front of employees and make employees distrust him.
As managers, we must pay attention to the fact that employees are the real owners of enterprises. If an enterprise has no employees, there will be no such enterprise.