Boss: Teach You To Diagnose And Treat Employees' Inert Psychology.

If man is not inert, then there is no nature.

Human beings evolved from lower organisms, and the lower creatures were forced to rely on the threat of life to have no time to rest or laziness.

There is a book called "malicious totem". I think many people have read this book, which introduces the wolf evolution between man and nature, animals and lower creatures.

According to the author, human beings are also wolves. Wolf sex is a kind of rush and non laziness. They are always vigilant at all times. Once they are careless, they will be faced with death. If they are careless, they will be hungry for several days, so they must fight against nature and fight with other food chains.

At the beginning, people are the same as wolves. They will not rest at all. If inertia occurs once, they will not develop, but as time goes on, people become the main carrier of all things, and inertia comes into being.

One thing is for sure. Inertia has also contributed to the invention of modern technology.

Human beings are always thinking about how to be more comfortable and comfortable, and there are so many inventions for comfort and comfort.

From this point of view, mankind is progressing in general.

It is impossible for modern society to produce a sense of crisis like primitive society.

There are two main steps for doctors to see diseases: first, "diagnosis" is to know what kind of disease and how to treat it.

The second step. "Rule" is to cure this disease and implement it exactly.

Today, the author also goes back to the doctor to give him a diagnosis first.

Diagnosis: the company's system is not complete, the personnel relationship is loose, the organizational structure is not clear, the responsibility distribution is not clear, the performance appraisal is not linked to the salary, and the lack of effective incentive policy will cause employees to have an inert mentality.

Of course, I do not deny that some employees are inert, and when they are not recruited, they find themselves inert in the organization rather than in the organization.

If the organization problem causes employees to be inert, then the problems in our governance organizations, if the employees themselves are inert, then we have to persuade them to retreat so as to prevent the employees from spreading inertia to other employees.

We should treat it again, depending on the condition.

The establishment of a system is Guan Jian who can make every company develop steadily and attract managerial talents.

Because a management person wants to go to a certain place to take office, first of all, it is hoped that this working unit has a good institutional foundation and is a complete organization.

Why does the system not lead to inertia in the plenary session?

It is still natural to see that the human being is inert. If there is no law and a system constraint, he will certainly be more indulgent and more casual.

Miao Miao, who is bred in such a soil, is getting weaker and weaker. He avoids his leadership and does his own thing.

Therefore, it is necessary to use heavy drugs to restrict the behavior of each employee in the work place, and work according to the organizational track.

Otherwise, the following vicious cycle will occur.

It should be said that there is a relationship between the office and the office of its own company. We usually call it "office politics", and in the old time, it was called the party dispute.

This is just like a strange circle which can not be cracked at all. This phenomenon exists both at home and abroad, and we must defeat this strange phenomenon even if we are more advanced in management.

Perhaps in the Communist society, this phenomenon in the office is mainly manifested in the fact that there are small organizations in the company, so as to achieve certain goals, interests and so on.

If there are such small organizations in a department or company, the party struggle will emerge.

To each other, to ignore the big self for the sake of ego, and forget the interests of the company.

The way is to exchange staff preparation, disrupt the original small circle, assess the ability and eliminate redundant personnel.

If such a small organization is found, it is necessary to investigate its purpose and interests immediately. If they do harm to the organization, they must not stay.

This refers to the fact that there is no perfect organizational structure and job descriptions within the organization, resulting in the unclear responsibility and location of employees, resulting in procrastination.

Li Si and Zhang three could have done this job, but the structure was not clear. The leaders only talked about the meeting and did not specify the special person.

At the same time, there is no such normative document as to explain who is going to do it, so it has to be dragged. Anyway, it will not be looking for me. Lee four wants this thing. Even if I want it, I can say that Zhang San did it.

This inertia is also most common. No employee wants to do more work under the same salary.

Sometimes there are fewer things to do, fewer mistakes, as long as the stability of the line.

This idea is also the last thing a company wants to see, so we need to correct it immediately.

Please try to establish clear organizational structure, write job descriptions and improve the responsibility system.

Determine the extent to which an employee should do something, how much he should do, report to whom and whom he should manage.

This can greatly reduce employee laziness.

Performance management, assessment, enterprises and people are talking every day. So far, there is not a complete model to enable enterprises to change once and for all.

Some enterprises only assess and reward, and some employees are significantly better than others in terms of performance.

Although it is seen in the examination, it can not be effectively linked to the salary, which will lead to the chill of the staff.

There is no initiative in doing things. Anyway, job performance does not mean salary is good, so what is so hard to do? Inertia comes into being. This is entirely due to the lack of a well established standard salary system in the organization.

Two, external training.

Three, promotion system.

Four, praise.

Five, other benefits.

There are many strategies to motivate, perhaps a conversation at a higher level, perhaps a verbal praise can inspire employees.

People definitely need praise. In psychology, it is called effective comfort, which is a manifestation of people's recognition.

So sometimes people are easy to please.

Broadband salary is to customize the salary structure of employees from several different aspects, and to satisfy the different needs of different employees to the greatest extent. It is an effective means of motivation.

External training is a way for enterprises to select certain talents through usual performance, send them to outside enterprises for training, and continue to serve enterprises after returning.

It allows employees to choose more welfare ways. Training is definitely the best welfare for some employees. They need to recharge.

Promotion system is a kind of recognition for the ability of employees. After a period of performance, employees can really engage in a post, then put the employee in this position, not only the trust of this employee's ability, but also a model for other employees. The company attaches great importance to energy. Please don't stay lazy and take the strength to compete.

From the theory of five levels of demand, the fourth level of human needs is respect. Praise is the best respect for employees.