1) "Do not sleep in work hours, eat snacks, 哗, reading newspapers, etc .:" I want to manage IT companies and managers on the management line to use different ways. There will be the greatest efficiency before sitting in front of the computer. I think the purpose of developing a rewards and punishment: let each employee play the maximum effectiveness. If the above behavior does not damage the interests of the corporate, it can make him work better, I don't have to ban it. Nowadays, people have advocated people-oriented. If the "New Traffic Law" also emphasizes people-oriented, our management measures should also be reflected in people-oriented, humanistic care. After all, it is necessary to achieve the joint efforts of each employee. Only if the employee feels respect, it is valued to stimulate the work of employees. I want to "lead, guide" more effective than "tube".
2) Through reward measures, employees can understand what the company is encouraged to guide employees to try to achieve the purpose of reward. But I think the standard of reward is a bit high. Imagine such a standard, in the past year, several employees have been rewarded? I think the standards of the initial start can be low, such as: a colleague has made a recommendation for improving quality work, even if it is not adopted, it should be encouraged, even if it is just an oral praise. Let him know that his efforts are right to maintain enthusiasm. Just as we teach children to talk, we can't wait for him to say a complete sentence we will praise him, just start, even if he will only include a voyess, we will continue to praise his, even if he Every small progress made, we also gave encouragement so that he learned quickly. Children need to encourage, our adults are the same. Through continuous encouragement, guidance, it will create an atmosphere to create a atmosphere, let the employees form a habit, so that the employees will form a habit, so that the company's corporate culture will slowly form the company's corporate culture. It doesn't matter if there is no reward measures. In order to encourage employee innovation, set up an innovation award, let each employee regularly submit an innovative proposal, and regularly hold an innovation conference, and screen out excellent innovation proposals to reward, and use innovative proposals to improve work. The quantity and quality of the innovation proposal is not satisfied, but still give evaluation, reward. Through such a mechanism, the number and quality of the employee will slowly improve the number of passive changes. In this way, the company's "technological innovation, sharing excellence" is not just a slogan.
