Jenny Allen, manager of National Semiconductor Company, holds the same view. Jenny always writes to congratulate him personally at the first time or in advance. Every employee was moved by the details of the leaders' concern and greetings. "The relationship between departments is getting more and more harmonious, and the work efficiency is getting higher and higher. "These two examples highlight the personal concern of leaders about the motivation and inspiring power of employees. This is the role of "being close to the people" in the implementation of leadership. What is "being close to the people"? Kiss means kiss, kiss means kiss. Being close to the people means that people with personality education and morality go deep into the people, enter the social crowd, and be close to the people to serve them. Being close to the people is really serving the people, not just a slogan or slogan hanging on the wall. If "Mingde" is the internal theory of self-cultivation, "being close to the people" is the external learning of pushing oneself and others, the development and sublimation on the basis of Mingde, the "self-reliance" and the help to the world after independence. Being close to the people is an altruistic behavior, a link between leaders and followers, and a means to turn leadership into reality. Leaders are required to motivate employees with their own strength under a clear concept and on the basis of setting an example, so that employees can take action, constantly meet challenges and overcome difficulties. Leaders should always be equal to employees and always think about how to care for employees. If an excellent leader can't maintain his concern and enthusiasm for human factors, he will accomplish nothing in the end. It is important that you, as a leader, care for your employees, and you must let them feel it. Teacher Tan Xiaofang, a well-known employee motivation training expert, believes that in the process of enterprise management, grass-roots managers are advised to: (1) have a heart-to-heart talk with employees in the dormitory of their departments at least once a week; (2) Communicate with employees of the departments under their jurisdiction at least once a month; (3) Have emotional communication with at least ten employees every month. For middle and senior managers, in addition to the above three points, they also need to do: (1), organize feedback meetings of department employees every month; (2) Working at the site for at least 3 hours every day on average; (3), allowing employees to leapfrog complaints; (4) Go to the employees' homes at least once every quarter, or hold a family reunion. We all know to be kind to employees, because the task of the organization ultimately depends on them. He is a comrade-in-arms who accompanies you day and night. You should really think of them, not just say hello occasionally, and let them know that you care about them. You should take part in employees' activities, understand their difficulties, communicate with employees in time and listen to their opinions carefully. Especially for the constructive opinions of employees, we should pay more attention and listen carefully. If it is a good idea, it can be implemented, and no matter how trivial the employee's suggestion is, it should be adopted. Employees will be happy that their opinions are adopted. Even if this employee has been scolded by you for other things, he will pay more attention and respect to you. You also need to create a good working environment for employees and let them know that you are thinking of them everywhere. You should also recognize the performance of employees, show appreciation to employees and keep a cordial expression. A leader who always smiles, everyone will want to talk to him. Even if you don't ask for anything, your employees will provide information voluntarily. The influence of your body language, such as posture and attitude, cannot be ignored. If you smile naturally often, you will feel comfortable yourself. Keep the right behavior, which has led you to success invisibly. Many athletes have expressed a similar view: "I will imagine that I won before an important game." "At this point, power will immediately gush out." A person who keeps a cheerful mood and proper posture is more likely to gain everyone's trust. Operators and managers should understand that caring for the physical and mental health of employees means caring for the healthy growth and sustainable development of enterprises. Because we see that among the reasons that harm employees' physical and mental health and lead to their physical and mental diseases, there are unreasonable and unscientific drawbacks of enterprise system that seriously bind employees; There are serious injuries to employees due to the imperfect operation mechanism and management mechanism of the enterprise; Bad or outdated corporate culture has seriously troubled employees. These factors are not only the occupational pressure that harms employees' physical and mental health, but also the strong resistance that hinders the healthy growth and sustainable development of enterprises. Caring for employees and solving their worries are important ways to arouse their enthusiasm. Leaders should be good at sizing up the situation, understand the personal and family situation of employees, especially those who have difficulties in life, and often give them comfort, encouragement and help. In particular, we should seize several important opportunities. For example, if an employee is on a business trip, you should consider whether to help arrange the life of his children, and assign someone to be responsible if necessary. Employees or their families should visit in time when they are sick, give them leave or reduce their workload appropriately. Don't think that these are trivial things that can be ignored. If employees' families suffer misfortune, leaders should give them relief to alleviate their urgent needs. When employees encounter disasters, leaders should not only care about their love, but also mobilize everyone to help and relieve their worries. This will not only be appreciated by the people concerned, but also be effective in life and death, and will also infect all the people around, which is conducive to collective unity. Your emotions are your own, controlled by yourself. As long as your consciousness is working hard, it is not difficult to get a happy mood. Get rid of troubles, resolve grievances, try to change your view of things, and look on the bright side of everything. You will find that your mood changes day by day, and your mood is getting better day by day. As long as you do it, it won't be fruitless. As a boss, if you can't even adjust your mood, then of course you won't care about your employees, and you won't be welcomed by them. You should pay more attention to the feelings of employees, because it is the normal work of employees that makes you sit in the boss's position. If every employee's mood is not very good or difficult to control, and the boss does not adjust and improve their mood in time or do some basic work, then the work will be difficult to carry out. People are lazy. The unchanging and comfortable environment is the easiest to kill employees' fighting spirit and their creative passion. When an employee's work enthusiasm decays to indifference to the crisis of the enterprise, the enterprise will also decline synchronously. This is also the root cause of the short life of many excellent enterprises. In this case, only by introducing competition and turning the company into a symbolic "arena" can the potential of employees be stimulated and their intelligence and wisdom be more useful. According to management psychology, incentive function is a kind of leadership art of leaders. As leaders, we should make full use of the art of motivation, use different ways of motivation in different situations, and maximize the enthusiasm, initiative and creativity of employees. Teacher Tan Xiaofang, a famous employee motivation training expert, summarized the following employee motivation methods: (1) Communication motivation in daily communication. Communication between leaders and employees, first, emotional communication; The second is information communication; The third is communication in trust. This is the premise of communication. For any leader and employee, it is equal. That kind of "self-centered" leader is unpopular with employees. Everyone has feelings and needs respect, friendship and trust. Only when the two sides are on the basis of equality can there be harmonious feelings and smooth information. As leaders, they can hear the truth and know the truth, and they can motivate employees to devote themselves to their work. (2) When arranging work, ask questions to motivate. Leaders who only give orders when assigning work often stifle employees' enthusiasm and it is difficult to stimulate employees' enthusiasm for work. Modern management research shows that arranging work by asking questions can narrow the distance between leaders and employees, make full use of people's self-esteem and sense of honor, and give play to people's potential ability. (3) authorize incentives when entrusting tasks. The role of leaders lies not only in doing things, but also in achieving things, in strategy, determination and coordination. An important part of authorization management. Assigning tasks to subordinates means that subordinates have to bear certain responsibilities. At this time, leaders should grant corresponding powers and allow them to exercise their powers correctly without interference. If the leader lets go of distrust and appoints without authorization, the subordinates may ask for instructions in detail in the process of completing the task, delay the fighter plane, and may also be rebellious and passive because of inconsistent responsibilities and rights. In this way, the expected work will be difficult to implement. (4) Participation motivation in the decision-making process. Behavioral science shows that participation in management and decision-making is the need of human self-realization and a high-level spiritual demand. In the process of decision-making, leaders should cultivate a democratic style and strive for more people to give ideas and find ways. This is one of the most effective ways to stimulate employees' sense of responsibility, honor and unity and cooperation. In any organization, compared with the staff group, the wisdom of leaders is always minimal. Only by letting most employees know about the organization's goals and creating opportunities for them to make suggestions and suggestions will many unusual ideas and valuable suggestions be induced, thus making the decision more scientific and making the goals more realistic. (5) When evaluating merits and demerits, expect-type motivation. After a person makes achievements, he always expects to get proper evaluation and encouragement, and once something goes wrong, he is most worried about everyone's indifference. At this time, if leaders can give appropriate encouragement and enthusiastic help in time, it will often play a positive role in carrying forward achievements or correcting shortcomings. (6) When the demand is met, provide layered incentives. People's needs are hierarchical. When the demand is met, it will no longer be an incentive. At this time, another higher-level demand will emerge and become a new starting point for motivation. As a leader, we should take advantage of the situation, step by step, according to the actual situation, on the basis of not violating the principle, try our best to meet the needs of employees. The higher the satisfaction of the demand level, the greater the subjective initiative of employees. (7) If there is any contradiction, be tolerant and encourage. Conflicts between leaders and employees are inevitable, and subordinates contradict their superiors from time to time. As a leader, when subordinates violate themselves without realizing it, don't be angry, don't care, and don't retaliate. When subordinates find that they have offended their superiors, but it is not convenient to talk, leaders should take the initiative to communicate and be generous. However, on the issue of principle, it must not be tolerated. We must point out its mistakes or shortcomings, find the crux of the problem, help them raise their awareness and convince them. (8) When the command is prohibited, it will affect the incentive. As the saying goes, "it takes hard work to strike while the iron is hot." This motivation lies in the leader's own exemplary role. What leaders ask their subordinates to do, they must do it first; Anyone who asks subordinates to abide by it must first abide by it. At the same time, words and deeds must be consistent, and violations must be corrected. Only in this way can subordinates be of one mind and one mind with you, think wholeheartedly and do wholeheartedly. What is the most important property of an enterprise? Not capital, nor factory equipment, but employees who are loyal, sincere and United and willing to work hard for the enterprise. All wealth is created by people. Machinery and equipment can only create "miracles" under the application of people. So, if you want to be a successful leader, don't forget that your greatest asset is your employees when we are more and more persistent in pursuing sufficient funds and advanced equipment. What you need to do most is to impress them with sincere feelings and inspire them to work hard for you. When this wealth is really used by you, success is already beckoning to you. Managers who don't care about the physical and mental health of employees are not good managers, and enterprises that don't care about the physical and mental health of employees are irresponsible enterprises. Such managers and enterprises have no future. Fortunately, more and more enterprises have realized the seriousness of this problem. People-oriented management and humanistic care have become the trend of the times and international trends. People-oriented, in the enterprise, is based on the physical and mental health of employees. Some enterprises also stimulate employees' initiative and enthusiasm through salary, welfare and training to help employees solve psychological problems.