Viewpoint: How Can Management Improve Employee Productivity?

　　 Controller They should communicate their expectations of employees clearly and unmistakably. When Napoleon was preparing to start a war, he always told a corporal a plan of battle, and then asked him to retell what he had just heard. If the corporal did not understand, Napoleon would clarify further until he understood.

A manager's behavior can also convey expectations. For example, a manager who speaks the truth and words and deeds can promote the company to form a work culture with one word, one word and two words and two. In this spirit, a manager should say what he says.

Similarly, when employees bring bad news, managers can encourage their actions to be honest and honest through their own reactions. Otherwise, he or she may inadvertently "kill the messenger", so as to instigate dishonesty or hide information.

　 Why are companies right? staff This expectation is very important.

Marx Dupre, a business writer, said that the first task of a leader is to clarify facts. What he means is that leaders need to be honest and clear about the challenges that the team is facing. This reality includes how to share the organization's financial resources, the expectations of internal and external customers, and what ways the competitors are taking. Whether a worker's job is protected depends on whether the company they work for has the prospect of healthy and sustainable development, and only when the employee has enough intentions to fulfill their expectations, can this prospect come true.

Managers should try to convey the message that one's work will affect the customer experience, and at the same time, it will help the organization achieve its goals.

　　 Why is employees important to companies?

Employees come every day. go to work What we invest is our most precious resource: time, that is, their lives. Managers must respect them, pay attention to their work, recognize them, thank them, and support them in coping with everyday challenges. This includes solving productivity problems, which may include everything, such as rude behavior, bad computer and so on.

What's more, it's important not only to say that you care about employees, but also to take action to prove this. Researcher Daniel Yanklovich likes to talk about the so-called "Jenkins Jenkins" (Principle principle). One employee told Jank Boris that during his stay in hospital, his boss, Mr. Jenkins, visited the hospital once, not once, but two times. He was touched for the first time. The second time left him a memory that he could never forget. The employee said, "he actually has no obligation to do so."

Managers should pay attention to their words and deeds, especially listening attentive, while maintaining eye contact to show respect. When you meet your employees, try not to answer phone calls or text messages. Be sure to be punctual. If you are late, apologize to your staff. Admit your mistakes in time.

A pleasant and mutually beneficial way is to ask employees from time to time: "what do you think?" said hotel manager Bill Marriott, which is the 4 most important English vocabulary. He said, "listen to what your employees are saying and learn from them."

Managers have many opportunities to involve people in the process of making solutions. People often support themselves to participate in the creation of things.

James, The Servant Leader:How to Build a Creative Team, Develop Great Morale Morale, said: "everyone is special." In the face of every employee, managers' words and deeds need to reflect this.

　　 What support can employees get from the company?

Coaches, career development, training, distribution and knowledge are all important. Understanding employees and their desires and needs can help managers to establish contacts with employees more closely.

　　 What is the status of the company?

Managers need to interact with employees frequently, share information and feedback in time. Better face to face communication. According to the actual needs of individuals, determine the content of information sharing. For example, all employees may want to know the latest initiatives of the company. But only one person wants to know when you plan to change jobs for him.

　　 How do employees perform?

Managers should provide employees with continuous and honest feedback on performance. This means that managers should not only carry out "one-off" annual assessment, nor surprise attacks. Identify and reward the right behaviors and results as quickly as possible. We should focus on the advantages and effective working methods of employees, but we should also help employees understand how to do better and remind employees that they can get support at any time. Encourage collaboration. Say "thank you" more.

　　 What can a company do for its employees?

If managers know employees well, they can solve their short-term and long-term needs. For example, managers can arrange tasks and training for employees to help them develop their potential. Managers can determine their pay and other rewards according to their personal preferences within the scope of practical operability and possibility. For example, some employees may prefer to receive training rather than adequate rest time.

　 What is the direction of the company?

We all hope to devote ourselves to the greater cause of personal development and contribute to it. The scale model created by Spanish architect Anthony Gaudi has become a guide to the construction of Church of the Holy Family in Barcelona, and it will take 100 years to complete his vision. When he died in 1926, the vision only reached 25%. But until now, these models are still guiding workers' construction, and this church still needs years of work to complete.