Employees Are Not Dedicated To &Nbsp; Problems Are Leading.

Apart from a few rogue employees, most employees like their jobs.

In fact, most employees have their own ideas on how to improve their performance. They are also very willing to share with others.

Most employees will tell others when they go home, how much they contribute to their work, but why do employees often show so much dissatisfaction in real life?

Many times, because you're not sure why your boss is so capricious.

The boss's work practice may lack a consistent rule, and he has no intention of sticking to the goal and has no definite plan for the future of the company.

The reality may be unpredictable, but employees wait for leaders to give them a clear vision. Leaders must plan and concentrate their strength to achieve maximum results.

The first thing a leader wants to achieve is to ensure that the goal and plan are "clear and pparent".

Leaders should reach this goal together with his team at the challenge stage.

At this stage, you have to anticipate that your plan may deviate from the normal track, so you need to innovate, see, and adapt.

When team members say they can clearly and accurately tell the leader's goals and direction, they should cheers for them in time.

The applause here is a commendation for every real step, every adaptation process and every step that has been released.

Because these wrong steps can make us give up the process that can not play a role.

All of these depend on the strength of the team, and the team is closely related to everyone. If the team helps us to make progress, we should applaud it.

At a deeper level, employees often distrust their leaders because employees do not believe that leaders can make proper evaluations of their work, especially when problems arise.

In this way, a little discouragement or reluctance can lead to failure of the team.

At this point, employees will watch their leaders clean up the mess or let the team's plans go to waste.

Leaders often have one problem: they hesitate when they get bonus and job promotion.

The work done by the employee is neglected for one reason or another, or the leader agrees to reward the employee after completing the task, but it fails to deliver.

Sometimes you feel that the enthusiasm of the staff is not high, and even play a counterproductive role in the team.

It's probably not his ability or personality problems, but you didn't give him timely feedback and compensation.

The dedication equation we mentioned before: trust x 3 C (challenge, commitment, applause) = dedication.

People always want to keep their professionalism. If we can do our job well, they will have the desire to do things well.

But the leader is a little different. He needs to plan for all stages.

Handling the dedication equation is actually a process of integrating the cultural atmosphere of an enterprise.

In such an atmosphere, employees choose to invest in themselves. In such an atmosphere, leaders do not need to urge people to be more dedicated.

The employees who follow the leader will do their job with their responsibilities. At this time, we should also play our role -- integrating the engagement equations and the daily operation rules, fully trusting them and expecting their feedback.