Staff Management: Enterprises Should Play The Family Card Skillfully

When I talk about it, I often ask enterprises on the stage.

For managers, it is necessary to bring employees' parents into the management camp of managers.

The boss of a private enterprise knows well how important it is to manage the parents of employees.

He has been working for over five years and more than ten years in his company.

Because of the stability of employees, labor productivity is particularly high.

At the grass-roots level of his business, there are a couple of rural couples. His father has cancer. Although it is in the peak season of production, the boss still gives employees a month's leave, so that the couple can go home to serve the elderly and pay a penny for their wages. The monthly salary of the two employees is more than 10000.

When the employee's father died, he said, "if you don't do it for your boss, I'll die."

How much influence can this sentence have on employees?

It is true that one sentence of parents is the ten thousand sentence of an enterprise.

One of the hottest management phenomena this year is the phenomenon of seabed fishing.

The legend of a shop's management is rapidly rising to the whole nation because of a Book of Peking University professor.

The reason why seabed is amazing is that in a hotpot shop, which has the most technical content, the most market access, the least needed relationship, the most adequate, and the lowest quality of employees, it has set up a hurdle for peers and even other catering services.

The secret of sea fishing management is simple: no matter how simple it is to see employees as employees, and try to get employees to take charge of the company, employees will put their hearts on customers.

Simple? It's very simple, but there are few businesses that can be done, so you can't learn by sea.

The first manager of the seafloor employee is very well managed by the employee's parents.

Seafloor management has institutionalized and institutionalized the management of employees' parents.

First, the parents of the head waiter are paid several hundred yuan a month by the seafloor. The second is the annual selection of outstanding employees' parents to go out for tourism; third, the cadres of the company have to visit their employees every year.

All these measures are for enterprises to do filial piety for their employees' parents. These measures accurately capture the psychology of Chinese parents, which not only warms the hearts of parents, but also warms the hearts of employees.

Through the above measures, bailing the employees' parents to their management camp, letting their parents and enterprises stand on the same front to manage their employees, so that employees can be convinced and let employees die of their hearts.

The smaller the enterprise scale and the smaller the number of employees is, the more important is the role of parents as the first manager.

Because the enterprise is small in scale, small in number, more particular about the human touch, and needs the family management and emotional management. It is easier to manage and manage employees' parents.

For example, some excellent dealers who have such awareness, ask for their parents' dinner together, and send their necessities (such as rice, oil, salt and tea) to their employees' parents, etc., are all very good measures to manage their parents.

If the Chinese believe in it, it is the belief in "family"; if we say what culture is the oldest culture in China, the "home" culture is well deserved.

From the traditional culture such as "parents are not traveling far away" and "no filial generation has a third chance", the shadow of family culture is deeply branded.

To manage the small family of employees, employees can truly care about the business people! Not big rivers and small rivers, but small rivers without water and big rivers. The most important and important task of managers is to manage the first managers of the employees, their parents.