Managers Build A Sense Of Belonging.

< p > many enterprises are easily faced with such problems: employees often begin to neglect some jobs that they think are not important after working for a period of time, so their enthusiasm decreases, which may lead to missed work or fail to achieve the desired effect of team goals.

At this time, managers need to improve their enthusiasm through a certain way, and fully tap their potential for the company to achieve development.

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< p > in the past, people's lack of deep meaning to employee's initiative meant that the measures we adopted to mobilize the enthusiasm of employees were even more pointless.

The result is the persistent pursuit of money treatment by employees who are really mobilized after trying their best to mobilize their enthusiasm.

Before analyzing how to improve "enthusiasm", managers need to be clear about how to determine the correct understanding and definition of "enthusiasm" in company management.

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< p > employee motivation should mean the willingness and action of employees to give wisdom voluntarily.

With this in mind, we can reflect on some management methods and management methods so far, and see what are the systems and practices that hurt the employees' initiative to give wisdom, so as to take measures and adjust policies to improve our management work.

With the correct definition, it is also known what indicators should be used to measure employee motivation.

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< p > < strong > has the following viewpoints, often referred to by world managers website users < /strong > /p >

< p > < strong > > first, build cohesion with common goals. Cohesion is productivity < /strong > /p >

< p > where the future is, everyone is thinking at all times.

When people struggle for a vision of their own, they can endure all kinds of unhappiness and adversity at present, and always be positive.

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< p > with a consistent goal, the project team can have a strong attraction for the team members, so as to ensure that the implementation of the project is carried out from top to bottom, ensuring that the individual strength and goal orientation of the project are the same, avoiding the phenomenon of "internal friction" and greatly improving the production efficiency.

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< p > at the same time, employees should always be aware of their responsibilities.

There is a difference between "job content" and "job responsibility".

Most managers prefer to have a clear definition of work rather than a clear job responsibility.

This can easily lead to the fact that employees only regard themselves as an executor and lack of accomplishment when they finish their work.

Good communication can motivate employees to work hard for their job responsibilities, and then get motivation from their work value.

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< p > < strong > Second, forming a "fusion power" < /strong > < /p > with employee's sense of ownership.

< p > good managers can make every employee feel this way.

When employees realize that they are the owners of an enterprise, they will pay close attention to the development of the enterprise, willing to protect it, and even willing to pay everything for it! < /p >

< p > the cultivation of the sense of ownership can be noted in the following aspects.

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< p > let employees participate in the discussion.

This way can motivate them and show that you care about their ideas.

Mobilize subordinates to participate in the discussion, so that they can feel respect and recognition of their value.

When the enthusiasm of employees is not high, there must be some obstacles to communication with superiors.

It is a win-win practice to eliminate obstacles and enhance staff's enthusiasm through discussion.

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< p > arrange the work to let employees know the background and reasons.

Traditionally, superiors only need to specify requirements when assigning tasks to subordinates, and subordinates must comply with them.

However, high management level does not mean omnipotent.

In the actual process of the task execution, in the case of accident, you can try to let the employee put forward a solution.

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< p > professional and technical staff may propose more rationalized solutions. Different management levels can also represent the interests of different groups and different angles of thinking.

Therefore, letting employees plan and approve by project manager does not mean that he leads the project manager.

On the contrary, it makes up for the lack of project manager with his professional perspective and makes the decision more rationalized.

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< p > nurturing employees to form a "overall view".

Through training the overall concept of employees, help them understand the Domino effect of each step.

This kind of thinking helps to create an atmosphere that can give full play to the enthusiasm of the staff.

This is done to enable employees to understand their role in the company today and in the future, so as to improve efficiency.

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< p > one of the ways managers use to motivate employees is to make all employees feel that they are partners in an enterprise.

Let employees know how the company works and understand what is outside their department.

When employees feel that they are very suitable for their jobs and their jobs are important to the company, they will work better.

Letting employees understand the history of the company can help them build more sense of pride and belonging.

If so, tell them how to interpret the company's annual report.

To maximize employee motivation, employees must have more control over their work.

It is the key to help employees establish a sense of belonging, especially for employees to feel that they are the masters of the business.

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