How Can We Improve Our Work Enthusiasm?

Designing career for employees is to combine the quality requirements and skills structure of enterprise strategy, human resources and human resources needed to achieve the enterprise strategy with the personality characteristics of employees and their majors, to find out the abilities and abilities of employees, to select suitable posts for employees, to make the best use of talents, to make full use of them, to stimulate the enthusiasm of employees, to achieve the goal of enterprises, and to achieve a "win-win" for employees and organizations.

First, get through the promotion channel.

Insisting on the principle of entering the examination must enable employees to establish a sense of fair competition from the very beginning.

When recruiting employees, they can see that each post category has the space of upgrading and upgrading through performance appraisal, and can realize "post change salary change", so that employees can clearly define the promotion space of salary and career development channel.

In the promotion of middle-level cadres, the competition mechanism should be introduced, and fair, open and fair rules of the game should be established by means of open selection, competition, appointment and preferential employment, so that excellent staff with both ability and integrity should step up to leading positions, so that employees can have stage and development space.

Secondly, scientifically set up post categories.

According to the characteristics of the enterprise, the post is divided into different categories, such as management, technology, business and operation. From the low to the high level, the salary scale of post salary and performance wage coefficient is designed, and the name and quantity of post, the post rank and job requirement are clearly defined.

At the same time, a post information database is set up to formulate an additional plan for vacancies and changes.

Third, establish a continuous training mechanism.

Opportunities for learning and training

A very important position in mind is to create training opportunities for employees, which is the responsibility of an enterprise.

Therefore, employees should be allowed to study, think and communicate at the same time during busy work, constantly improve their professional quality and comprehensive ability, enhance their enthusiasm and autonomy, and better adapt to their jobs and work needs.

Managers should be good at knowing and employing people, have noble personality charisma, be good at creating a good working atmosphere, and become a spiritual leader who is recognized and admired by their employees and has the ability and level to lead the team to obtain work achievements, which plays a vital role in continuously enhancing the work enthusiasm of employees.

First of all, there is a noble personality charm.

A good manager should have the decision-making power, creativity and adaptability, including self-knowledge and self-confidence, willpower and courage, tolerance and patience, openness and pursuit of wisdom and mind. He should devote himself to doing things, set a low profile and set an example.

It is necessary to guide, support and help employees realize their value in life in the light of caring for their employees and improving their progress.

Second, we are good at knowing people and employing people.

Managers are not omnipotent, can not personally do everything for themselves, but are good at putting the right people in the right place, by properly empower and grasp the key, not only allow employees to work independently, but also timely guide and maintain the right direction.

Specifically, it is to clarify the work content, the responsible person and the completion time in order to avoid the responsibility shift between employees.

At the same time, we should always pay attention to the implementation and progress of the staff, give timely help to the staff's problems and difficulties in their work, and arouse their enthusiasm for work.

Third, be good at creating a good working atmosphere.

Sincere and equal internal communication is the basis for creating a harmonious working atmosphere. Therefore, on the one hand, managers should be good at building communication platforms within the organization and strengthening teamwork.

Job responsibilities are different from division of labor and responsibilities. Internal organizations should advocate mutual trust, mutual help and mutual respect.

When employees reflect problems or make suggestions, superiors should listen with open heart, dispel doubts and dispel doubts, adopt reasonable suggestions in time, explain reasons for unreasonable suggestions, and guide employees to reach a unified understanding.

On the other hand, we should treat employees objectively and fairly.

The objective and fair environment will give employees a sense of trust and safety. Therefore, managers should be sensitive to the emotional state of employees, understand and meet the needs of employees, and let employees feel that their work is an indispensable part of the team, so that employees can have a sense of identity and enhance their cohesiveness.

Through performance appraisal, rewarding and punishing the poor, make the advanced staff feel a sense of accomplishment, backward employees feel a sense of crisis, and create a correct guidance in the organization.

First, a reasonable division of labor among employees.

Although the post setting is scientific and reasonable, sometimes the difference between workload and workload can be caused by the difference between regular work and key work in a period of time.

Therefore, it is necessary to carry out a reasonable division of labor according to the job requirements and work practice, and consciously train and train the comprehensive ability of the staff.

For employees with heavy workload, they should appropriately reduce their workload and appropriately increase their workload to avoid the fact that some employees are oversaturated due to overwork and lack of motivation due to the lack of workload.

At the end of the year, every employee can summarize the achievements and progress of a year, which is one of the employees.

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Secondly, the standards and contents of assessment should be scientific, reasonable and convincing.

Adhere to the combination of quantitative and qualitative assessment, carry out comprehensive assessment and evaluation on staff's performance, quality, coordination and communication, and clean government construction, reasonably set the proportion of leadership evaluation and staff mutual evaluation, prevent from generalize, and reduce the degree of influence that employees may bring to others in order to safeguard their own interests.

Rewarding methods such as giving bonus, issuing certificates, providing training opportunities, granting more important jobs to further challenge employees to employees can stimulate employees' sense of achievement, the sense of belonging to enterprises and the subjective initiative to create greater value for enterprises.

If the assessment results can not make employees feel relatively fair about their own pay and return, they can not evaluate employees objectively and fairly, which will lead to internal disharmony among employees and discourage employees' enthusiasm for work.

Third, use penalties carefully.

If there is a reward, there will be a penalty. Punishment is a negative evaluation of bad behavior, so that it can be warned by political or economic losses.

However, punishment should distinguish responsibilities and reasons, and must be reasonable and reasonable, so as to help education and do not reject it completely.

Using the famous sandwich technique in management, when criticizing employees, put the words of inquiry, advice, request and guidance in the middle, put the words of understanding, affirmation, encouragement and concern before and after, and make full use of the effectiveness of affirmative praise to achieve the purpose of criticism and correction.

Proper punishment can be as inspiring as positive praise, even more positive than praise. Improper punishment will cause internal contradictions, and may even cause brain drain.

Corporate culture is an important factor for the sustainable development of enterprises. It is a combination of concept form culture, material form culture and institutional behavior culture.

To continuously enhance the enthusiasm of employees, we must give full play to the supporting role of corporate culture.

First of all, corporate culture should satisfy the spiritual needs of employees.

American psychologist Herzberg thinks that the satisfaction of material needs is necessary, but the effect is limited and can not be sustained. Although it can improve the job satisfaction of employees, it does not necessarily lead to positive behavior.

To mobilize people's enthusiasm, we should not only pay attention to external factors such as material interests and working conditions, but also encourage them from the inside of the people. Proper mental stimulation is more effective and lasting than material incentives.

Therefore, corporate culture should play an intrinsic incentive role, meet the spiritual needs of employees, enhance employees' understanding and recognition of the core concepts of enterprises, and create a sense of belonging, self-esteem, sense of accomplishment and happiness, and stimulate people's motivation and potential.

Second, give play to

The supplementary function of system implementation.

Rules and regulations provide for employees to follow the way of behavior, procedures and rules to deal with various relations, and play a hard binding role for employees.

Because in practice, the system is difficult to complete or lacks supervision in execution, and the low rate of system implementation occurs frequently.

The excellent corporate culture will complement the supervision function of the system and process. The influence of culture will be magnified, guiding employees to abide by the enterprise norms conscientiously with cultural concepts, and achieve a more effective and all-round constraint.

Third, combine corporate culture with the personal development of employees.

Most of the domestic corporate culture is carried out by hiring professional consulting companies to carry out investigation and planning, and refining, expanding and extending according to the management concept of enterprise leaders.

Through long-term top-down propaganda and training, employees have a sense of identity.

In order to truly internalize the enterprise culture, employees need to closely integrate the core values of their values, vision and mission with their personal development and personal interests, and become a guide and action guide for employees' career and life goals, so that employees can turn passivity into initiative in the construction of enterprise culture, and create great satisfaction, sense of honor and sense of responsibility, so as to achieve the organic integration of staff's personal goals and enterprise's strategic goals, and promote the sustainable development of enterprises.

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