More time, as a team leader of the project team, or the manager of the project, often because the work of the staff's employees is not easy to do. What's more, I have slowed down in my hand. When I am going to be delivered, I have already went to the building. Of course, this chance has almost zero, and it is also very exaggerated. However, how to motivate our employees independently become professional managers, or even the most temporary manager people's most headache. It is often a communication or other negligence, leading to the people's heart, once the core people leave, directly lead to failure, customer demand can not meet, the project payment cannot be in place, step into bubbles, project abortion, company loss, final, because unable to pay salary Employees have left (too exaggerated?)
For hand-held workers, they must be strictly managed and require appropriate rewards. Under normal circumstances, I will use the bonus as a reward for employees as a reward for employees, and the incentives for them. But for a long time, I found that employees' work becomes more and more utilitarian. It turns out that this kind of practice is that employees have no employment, in addition to employment relationships, in addition to employment relationships, there is no longer anything. Slowly employees have returned to the original position, and I have a bitter-designed incentive mechanism once again become bubbles (I have failed N times before).
The reason similar to the above situation, I personally think this is due to the following reasons: First, employees have not interested in this work, so the employee has no passion; II, since the employee since entering your company, After five years, I have been working in the time of the time, so the employee has no passion; three, employees are not glory because of their work. For the first reason, I think it is impossible to exist, because now finding work is not a package allocation. Therefore, if employees are not interested in work, the company's human resources department should have already discovered early and solved it early. For the second case, this is a chance to occur, but how much is the chance? However, let's believe this possibility, but in this diary, this is not the issue we focus on discussing. We consider the third possibility: Employees have no glory problems for their work, even their own companies.
Among many companies, the rewards of excellent employees are generally stayed in the award of the award, and the expression of the bonus is issued. However, the expert of human resources Oclubte Turner believes: "If you change some new ideas, creative small prizes, how much is can't spend, you can receive unexpected effects."
Jammy is a middle management personnel of a transportation enterprise. After a business trip returned to the company, he was surprised to find the company to give him a reward - the kitchen of his home is renovated, Jamie moved the tears. Experts believe that employees do not value the actual value of rewards, and let employees feel that they will take time in motion of employees, and spend their minds is the most important. "We can try it to work all night, this is the manager to come to your desk. Hand a small bag envelope, and said a little said, 'This is your overtime bonus', your heart will What is it? And if the manager brings a bunch of flowers, a piece of cake or a popular ball ticket? "
There is a regulation in the US Boeing Company, and the employee will get a commemorative book in the company, and a commemorative letter, the honorary certificate, and the company have a five-year performance assessment, and one level manager. Accompany him for 30 years of employees, accompanied by vice president; employees over 40 years, the company banquet will be accompanying him by the president. Many employees will take the most awakened place by the company's souvenir, every time they visit friends. The reason why the employee can do, because employees have a sense of genericity and belonging to their work. This feeling is currently in most companies in China, almost no. Therefore, in the country, especially in the IT industry, the talent flow rate is very large, and it is more, in some small companies, can change the development team once in three years. This consequence is very fatal for these companies, especially the cost of this, is very high, and it is often no longer possible.
However, from another perspective, we need to review themselves as a Chinese. As a IT talent with Chinese characteristics, including me, there is a short-term problem. After finding a better job, I always think about it to find higher. There have been no loyalty to the company who serves yourself. It is because of this, many times, the company's things are no longer important, more considering is money. Perhaps, from this point, our Chinese need to be like Japanese, Indian, and learn how to loyal your own company.
So, sometimes, a piece of cake, a ball ticket brought the joy of employees even better than 10,000 yuan.
references:
1 Wang Xue Global Times · "Sports Employees with Small Prize" 2005-4-13
2 Yu Shi "How to become a successful manager" 200x-x-x
