Enterprise Management -- Vigilance Of Spring Festival Workplace Syndrome

During the Spring Festival holiday, people go to work or spend time with friends, or spend time in traveling, or indulge in drunken drinking, indulging their body and mind; or buying or buying in a frenzy, or indulge in the Internet, do not discriminate between day and night; or twist and play cards, upside down the morning and evening, or dance with friends, dance with high spirits, or lonely people, sad and depressed.

In short, it is not the maximum overload operation, but the most relaxed relaxation.

But at the end of the vacation, the biological clock failed, and the autonomic nerves were in disorder.

This syndrome of employee behavior requires dialectical treatment.

If the enterprise is ready for a long time, such as unifying work hours, holding a welcome party, releasing some stable jobs, improving performance goals, adjusting welfare benefits, and increasing

However, the Spring Festival syndrome of the enterprise itself is not so easy to deal with.

During the Spring Festival holiday, people visit relatives and friends, exchange information and compare treatment. They are especially sensitive to welfare benefits, salary increase and decrease, job changes, job advancement, assessment of rewards and punishments, and so on. By comparing with the outside world, the hidden problems and contradictions of enterprises may be aroused.

The most obvious symptom is the increase in the number of employees leaving. The recruitment season of "golden three silver four" is the concentrated outbreak of the Spring Festival workplace syndrome.

Those who are dissatisfied with the enterprise, but have not resigned, have lost their jobs or left behind, or damaged equipment or betrayed intelligence.

For those poorly managed enterprises, the new year has really become a "difficult task".

The Spring Festival syndrome is not frightening, and the terrible thing is to be helpless or to wait for self healing.

Look at those positive businesses.

The most common prescriptions are nothing more than bonus, red packets, gifts, overtime pay, temporary increase in pay scale, bonus, gift, letter of thanks to outstanding employees, living allowance for difficult employees, a new year's Eve dinner for the president or other executives, and a get-together, tour, performance, physical examination for employees who do not return to the new year.

A typical example: on the eve of new year's Eve, the owner of Jiangnan will bring more than 1000 employees to the five star luxury resort. Last Spring Festival, the boss of a company in Zhejiang took 100 thousand cash and drove nearly ten thousand kilometers to give more than 100 employees scattered in 16 cities.

These seemingly insignificant, but often allow employees to feel respect and play a stabilizing effect.

If these are the expedient measures of "hasty cramming", if we want to cure both the symptoms and the symptoms, we must "burn more incense in peacetime".

First of all, we must create a people-oriented corporate culture and create an open, fair and just internal environment by creating a team atmosphere of respect, trust, harmony, ease, initiative and solidarity. We will create more space and conditions to help employees improve their skills. By making systematic, scientific and dynamic career planning, employees can see their career prospects and achieve their desire.

It is unquestionable to provide competitive salary and benefits, but the salary distribution should also be innovating.

Through scientific incentive mechanism and constraint mechanism, options such as options, dividends, employee stock ownership and high pensions will make the contribution of the big payers high, enabling employees of different levels and types to have short-term and long-term benefits.

Through effective communication mechanism, problems can be solved at any time.

Many excellent enterprises have set up general manager reception day or president's mailbox. Some executives never close during office hours, and employees can communicate with them at any time.

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As the inducement of the Spring Festival syndrome, year-end awards often result in dissatisfaction with treatment. Some enterprises link the year-end salary adjustment and bonus payment with the usual performance evaluation, and write them into the labor contract ahead of time. The employees have already known the amount they can get in advance, and at the end of the year they have nothing to say.

We should try our best to make the working environment beautiful, clean, comfortable and safe, providing the necessary places and facilities for staff learning, entertainment, fitness, catering, rest and communication as much as possible, which is often the direct content of mutual comparisons among employees.

And so on, no matter individual or enterprise, must maintain the behavior health, do not let the Spring Festival work field synthesis destroy oneself.