How To Solve The Indifference Between Employees?

Now many offices use semi enclosed large bay, and each employee has independent working space.

This ensures employee privacy, but is not conducive to communication between employees.

"A colleague can't be a best friend."

Many people have heard this sentence.

Recently, however, a number of personnel management consulting organizations in Zhejiang have found that the increasingly indifference among employees is becoming a problem for many enterprises in Zhejiang.

No one notices a ticket for half a year.

Earlier this year, Xiao Liu ended his two-year working experience in a IT company in Hangzhou and left for another game development company.

The first two days, when he went to the original company to go through the relevant formalities, he found that there were two Mobile Corporation's telephone bill and a letter of notice sent by the traffic police two months ago, which was covered with dust.

"My mobile phone number has not changed. After my colleague received the letter, no one remembered calling me, so he threw it away like a garbage." this is very chilling for me.

Xiao Liu said he suddenly had a feeling of "walking tea cool".

Similar to Xiao Liu, there is also miss Zhang, a foreign trade company doing business.

She was quarrelled by a single business and a colleague from the same department, and gradually developed into a quarrel.

However, a few other people in the office were indifferent to their quarrel, and a female colleague shouted, "noisy, noisy, boring!"

Working pressure leads to indifference among colleagues.

The relationship between employees is becoming a headache for some HR managers.

"Today's employees are generally concerned about their personal gains and losses, team awareness is generally relatively poor, and their colleagues are good at heart."

The director of human resources of a Hangzhou enterprise said.

Liu Hongjun, general manager and psychology expert of Ming Dao Management Consulting Co., said that at present, a group of trainings organized by them is mainly the most stressful sales staff.

Most of the trainees were sobbed at the end of the last class.

"These employees were originally at a loss to each other, but after cooperation, they gradually understood each other and forgave each other, thus putting down their burden."

Yang Yiqing, executive director of Zhejiang merchants Research Association, said that because of the indifference among employees and the low sense of collective honor, the market competitiveness of enterprises and the cases of business setbacks are increasingly appearing.

"Some time ago, a well-known food company in Hangzhou founded a subsidiary company responsible for sales logistics, and began to place orders.

As a result, a lot of employees are not doing their job right now and are busy selling products for other companies. Our products are piling up in the warehouse. "

President Yang said.

There are enterprises providing psychological counseling for employees.

A couple of months ago, a real estate developer in Hangzhou established a cooperative relationship with a psychological counseling institution in Shanghai. A project called employee assistance program (EAP) was introduced. Apart from relieving the pressure on employees of the real estate enterprise in Hangzhou for a long time, and providing health management services, the consulting agency also provided consultation on personal mental status and dealing with colleagues.

"An important role of the employee assistance plan is to effectively handle all aspects of the relationship, thereby reducing the impact of personal problems on the work situation."

The staff of the advisory body said.

According to Yu's teacher at Hangzhou run Ben psychological counseling center, unlike the traditional psychologists, the employee rescue plan focuses more on psychological prevention and intervention, which can effectively relieve the psychological pressure of employees.

"Let colleagues find mutual resource advantages, and learn to appreciate their vision and mentality to look at their colleagues."

Improving employee relations lies in enterprises.

Zhou Qian, manager of Hangzhou branch of China talent network, believes that the indifference between employees has its social background factors.

"In the era of planned economy, we often work in the same unit for a lifetime. At that time, employees paid more attention to spiritual honor, and the relationship between colleagues was relatively simple and harmonious."

"In the context of market economy, resources and capital flow freely, enterprises and employees will have such or such short-sighted behavior."

In addition, the generation of employees who were born in the 70s and 80s of the last century is the main generation. "This generation of people is more professional in their own position and will not be fully integrated into the enterprise like the previous generation."

Zhou Qian also believes that the establishment of a good relationship between employees, the management of enterprises plays a very small role.

"Many enterprises are not perfect in the process and system, or the management is not humanized, which are the important reasons for the tension between employees."

Yang Yiqing believes that the increasingly sophisticated rules and regulations of enterprises are also one of the reasons for the indifference between employees.

"If you are late, you should deduct the money, you should deduct the money for going to work, and you will be punished if you dress unfit, which makes the employees feel that there is only employment relationship between themselves and the enterprises."

Some ways to improve employee relationship in Enterprises

Xing Yiqun, Professor EMBA of Zhejiang University, said that in order to improve the relationship between employees, we can change the working environment, establish incentive mechanism and change the assessment system.

"Enterprises can try to set up public areas such as noon lounges, video rooms, etc., so that everyone can have room for communication after work. At the same time, we can consider establishing internal networks and forums for employees to communicate on this platform."

"In the incentive mechanism and assessment system, enterprises can also try to link personal performance to team performance. For example, when an employee completes his or her own work, the contribution to the department or enterprise should also be rewarded. The promotion of employees should also refer to their interpersonal ties and their ability to communicate with others."

Yang Yiqing said that enterprises can relax the rules appropriately, or let employees relax in certain holidays. "For example, a large Korean enterprise stipulates that every Friday for pajamas day, employees can wear pajamas and slippers to work in the company that day."

//cn.dax