Enterprise Rules And Regulations Are Related To The Development Of Enterprises And The Interests Of Employees.

Female employees must kiss their boss every day. Employees must praise their bosses' friends every day. Employees will be dismissed without a company's consent, and they will not work overtime after work.

Recently, enterprise regulations frequently "stir up trouble".

No rules, no Cheng Fangyuan.

But with rules, is it possible for Cheng Fangyuan to survive and develop? He needs the support of rules and regulations.

A good system is an asset for an enterprise, and a bad system may be a drain on enterprise.

How to set up enterprise rules and regulations and how to motivate them?

Vitality and value?

The enterprise rules promulgated by "beating the head" and "not taking heart" are often divorced from reality and even make people laugh and cry.

To break away from the superstition of "rigid management", the long-term approach is to let more business managers see "flexibility".

The bonus from the potential of employees.

I have seen a company's long discussion on rules and regulations.

This is an industrial enterprise in Shenzhen. The personnel department gives the enterprise rules to the trade union for consultation. The trade union widely launched the staff representatives to read and explain in the staff and collect opinions. From the overtime time, allowances, operation specifications and even the wearing of the workers' clothing, the workers and staff members made 83 amendments through the trade union.

After six months of discussions, amendments and even arguments, the two Congress of workers and staff members was held. Finally, the new enterprise rules were promulgated.

The workers agree highly with the new regulation.

Enterprise rules and regulations are related to the development and development of enterprises.

It can be described as the "constitution" of an enterprise. Managers should make an equal consultation with trade unions and staff representatives to determine how to "fix the law" and then go to "popularizing the law".

Take a look at how most of the "exotic flowers" business regulations are promulgated. I am afraid many of them are out of whim and on the spur of the moment.

"Workers come too early, and the office has high heating costs ahead of time", so they issued a "early arrival to explain why" regulations; European and American enterprises have good management culture, so they copied a "let employees queue up to kiss the boss".

Only considering the interests of enterprises or departments, not asking employees' reasons, and not considering whether they can execute them, so the rules and regulations promulgated under the "beat the head" and "no heart" are often divorced from reality and even make people laugh and cry.

Some enterprises' rules and regulations are "all over the world," and ask workers and workers to shake their heads.

When I interviewed in the above enterprise, I found that every worker knew his "red line" in his work and behavior in the enterprise. Not only did he operate the standard "door child Qing", but even small details such as green safety line should be executed in the factory area.

It can be seen that it is not a myth to let employees consciously abide by the enterprise rules and regulations. The premise is that the managers of enterprises trust employees and are willing to listen to their opinions.

On the contrary, some managers refused to "lean down" to listen to the staff, but instead, they were obsessed with the simple and tough "rigid management" bonus.

The rules of "wonderful flowers" have trampled on the dignity of workers, leaving workers and enterprises increasingly estranged.

The most typical example is the "last knockout" system.

At the end of last year, the workers' daily launched 300 thousand netizens' discussions on the "last elimination system". Netizens voted against the system with overwhelming votes.

"Rigid" controls workers and workers.

In order to get rid of the superstition of "rigid management", the long-term approach is to let more business managers see the dividends brought about by the potential of "flexible management".

This is the success of "flexible management" and democratic management.

Staff compliance is only the baseline of enterprise development. It is smart management to control "capricious", release human nature and inspire employees to create more value.