How to improve the sense of responsibility of employees and establish a management team independent of capable people?

How to improve the sense of responsibility of employees and establish a management team that does not rely on capable people. First of all, clear job responsibilities and standards.

Second, establish a strict workflow.

Third, establish and improve the supervision system.

Fourth, strengthen training and education to make managers realize the importance of responsibility.

Design career development prospects for managers and employees at all levels.

Responsibility refers to the individual's understanding, feelings and beliefs about his responsibilities to himself and others, to the family and the collective, to the country and society, and the corresponding conscious attitude of observing norms, taking responsibility and fulfilling obligations. It is the basic quality that a person should possess, the foundation of a sound personality and the guarantee of family harmony and social stability. Responsible employees will realize the importance of their work in the organization and regard the realization of organizational goals as their own goals.

How to establish employees' sense of responsibility is often complained by the boss. Employees are irresponsible and always irresponsible in their work. As for the standard of completing a task, there is no obvious definition. It's a dilemma where to find a replacement immediately after driving the boss half to death and deliberately firing him. As a result, the human resources department was ordered to recruit people quickly, but the salary of the newcomers was higher than before and the work was not as good as before. What should I do? Continue to recruit, invest a lot of recruitment expenses, but after one year, the number of enterprises in charge is still the same, and only then have several talent markets in Yuncheng been born, showing the net profits of enterprises in vain! First, the internal cause: 1, which has a lot to do with people's personality. What is personality? Personality is the internal operation mode of people, which has a great relationship with people's childhood experience and living environment, which is why children from poor families should be in charge early. The humanistic management thought that we are advocating now, I think, is more about arranging work and managing people's hearts according to their personality. For example, people like Zhou, an old urchin in Jin Yong's book, are not uncommon around us, and they are supposed to be the most irresponsible, but there are always Guo Jing-style characters who follow behind them and keep asking questions, forcing them to do things as promised at that time, and they can still complete the task well. Faced with such a character, the boss should not be angry. If you are angry with him, it will make you angry, because this is his character. He also plays an irreplaceable role in the team-activating the team atmosphere. To make him feel responsible, we should assign him a responsible person to help him carry out the task and solve the problems that are easily forgotten. Of course, personality is a science. From 2009 to now, feeling is a very complex system of life practice values. But people who do human resource management must do in-depth research, so that your employees can easily arrange management methods reasonably according to their own personality characteristics, and gradually produce the sense of responsibility that the boss wants to see. 2. It is related to a person's outlook on life and values. The formation process of a person's outlook on life and values has both internal and external causes, but it is still greatly influenced by external causes. For example, the post-50s, post-60s and post-80s and post-90s people have very different outlook on life and values, and of course, their sense of responsibility is completely different. Helping young people to establish correct values is the unshirkable responsibility of entrepreneurs at present, because our country is too big, there is no unified state religion, and there is a lack of lofty beliefs, but now young people pay more attention to the realization of self-worth. I once made an inappropriate metaphor. The value of cattle and sheep is to offer us a plate of delicious food. What is the value of living? The big aspect is to change the world, such as Jobs. In the middle view, is it good for one party and small for the individual? Many people answer for their families or relatives, and few people speak for themselves. It seems that the value of our living is for others and to make people around us live happily. In this sense, everyone has a responsibility, but our managers did not tell them the value of employees, so that employees felt their strong sense of responsibility, thus generating pride, but constantly complained, suppressed their sense of responsibility and urged them to be responsible. Have you ever found that people show different personalities when they are in high spirits and low spirits? What's more, it is a manifestation of responsibility, so managers need to guide employees to find more responsibility. Second, external factors: 1, unclear job responsibilities It is nonsense to say that enterprises have no job responsibilities, but it is hard to say that employees have several in mind and can do things according to their responsibilities. I have investigated the job responsibilities of many enterprises, which can be roughly divided into three categories: one is written on paper, where is the office director, and I don't know how many days it will take to take a look. Only when the boss asked, did he say yes, and the employees were even more confused about their responsibilities, only remembering the last item of their job responsibilities, which was "other". They are usually afraid to do their own work and are always doing "other", which is why there are high-level and middle-level jobs. The second kind is hung on the wall, and the mirror has long been sealed by dust, which is for leaders to inspect; Three types are kept in mind and can be applied to work. When I chat with their employees at the Seven Wolves Store, I often ask the manager what your job responsibilities are, and people will casually answer: four, one is ... Of course, their business is still very good and their employees are well paid. The setting of job responsibilities requires at least four people, the person in charge of this position, the supervisor, the human resources supervisor and the human resources expert. Otherwise, the job responsibilities will not be complete, and most enterprises' job responsibilities are created by the office director sitting in the office alone. How to implement these measures? Without clear job responsibilities, how can employees do a good job? On the other hand, if it is clear, it is good to know how far they don't want to go, and there is a corresponding supervision mechanism. ! There is a lot of professional knowledge about job responsibilities, so I won't go into details because of limited space. 2. It is related to the clarity of responsibilities and rights. The current social environment makes most people come for the benefit and go for the benefit. In an enterprise, if there is no clear-cut post, the distribution of benefits is not obvious, such as office and logistics personnel, which is easy to reduce the sense of responsibility. Therefore, managers must set relatively clear work goals for their subordinates, and give them the corresponding power and benefit distribution plan to achieve the goals. For the parties, the sense of responsibility will be enhanced, which is the purpose of performance appraisal. In today's enterprises, if the performance appraisal is not available or perfect, employees will not have a strong sense of responsibility. 3. It is related to the corporate culture, team cohesion and employees' sense of belonging established by the enterprise. Corporate culture is in charge of people's hearts, which is what we usually call gas field. It can bring a sense of belonging and security to employees, but this is only the demand of human nature. 4. It has a lot to do with great trust. We have all seen "Qiao Family Courtyard". When Qiao Zhiyong worships Mason as the shopkeeper, he first pushes Mason to the plush chair, and then leads all the guys to bow down to Mason. This ceremony will make Ma Xun understand: I, Qiao Zhiyong, entrust you with this heavy burden of Inner Mongolia, which will definitely leave a deep imprint on Ma Xun's heart and produce a strong sense of responsibility, which will not disappear in a short time. Of course, I'm not saying that all bosses should be obedient to their employees, but it's necessary to establish employees' sense of responsibility in the form of trust at the right time and place, but there must be follow-up incentive policies, otherwise it will become a mere formality. Let's talk about so many questions of responsibility today. I know you still have many different opinions, and I hope you can give me your opinions.

How to strengthen the management of employees' sense of responsibility 1 Arrange work reasonably and give resource support;

Through hard work, employees can be competent for this job. When encountering difficulties in work, leaders should not shirk and be lazy when applying for resources. If the leader calls someone to have dinner, the unsolved case that may have been delayed for a month will be solved. If you let your subordinates do it themselves, you will have to make considerable efforts and complain.

2. Praise and affirm employees' work:

If possible, don't completely deny the dissatisfied work, be sure to find a few acceptable places to praise, and once the employees have made progress than in the past, they should praise them greatly. But in addition to praise, we should also point out the shortcomings and the correct improvement methods.

3. Rely on team atmosphere to motivate inactive employees:

Beware of employees who like to complain, have no sense of responsibility and have poor team performance. If they can't improve, it will destroy the morale of the team.

4. For employees who are capable but lazy,

I think the best way is to give him a job that interests him and help him get a sense of accomplishment. No one is born with no ambition and wants to live forever. He is not interested in his job. There must be something wrong. If leaders can observe carefully, find the crux and turn such employees around, they may gain a good leader.

5. What is the performance of subordinates not taking the initiative?

If you are just lazy, late for work, leave early, don't ask for leave, and the working hours have nothing to do with the website, but you are satisfied with your work results, then there may be facts that you haven't found, such as working day and night, searching for inspiration on the Internet and so on. , can't kill, need specific analysis.

6. The best way to "buy people's hearts" is to care about employees' lives, not to form cliques, to evaluate employees' performance fairly and to seek benefits for employees.

In fact, in the final analysis, employees are not active in their work, which is largely a problem of leadership. If you want to solve the problem, start from yourself! Recognize the root of the problem, take action, and don't be lazy.

The management team is imperfect, lack of responsibility and low overall quality. How to improve it? I think a person's professionalism should include two aspects besides professional knowledge: the first is professionalism; The second is the attitude of cooperation.

Let's talk about the first aspect: professionalism.

Example 2, another employee, it was past 10: 00 when he got off work. When he got home and walked into the street, it suddenly occurred to him that the information in E3 system was wrong. Maybe many people will choose to change when they come to work the next morning, but this employee chose: turn around immediately and go home after changing. ...

Maybe you will say that these are small things, but it is these small things that reflect a person's quality; It is the small mistakes and misunderstandings hidden behind every little thing that cause big troubles: the production line is frequently shut down due to "small" problems, the materials can't be delivered to the production line on time because of this "small" problem, the production plan can't be completed on time because of a little "small" problem, and the products are rejected because of this ... So, we should wake up those who lack this professionalism and professionalism in our company and wake up the responsibility; It is precisely because of this that we upgrade management to improve quality.

Let's talk about another aspect: cooperative attitude. The cooperative attitude I want to talk about is mainly the cooperative attitude between colleagues and departments. I think colleagues, especially those at the same level, should take a step back, be willing to bear hardships and don't care. As long as it is sincere, it is cultivated.

For example, I shouldn't have done some things within the scope of my work, but we did it anyway and finished it actively without complaint. This is cooperation.

For another example, if you receive a responsibility list, you should treat it correctly. First: keep a good attitude, don't go on the rampage and hold grudges. Please keep in mind that the responsibility sheet is the obligation and responsibility of every employee, and it is a kind reminder! Second: calmly reflect on whether the list of responsibilities reflects the facts? If so, you should sign the bill immediately and bear the corresponding responsibilities; If not, you should communicate with the issuer carefully. Third: Start improving things immediately, including working with your boss and colleagues to find ways to improve and prevent the same mistakes from happening again. Fourth: If you have any questions about the list of responsibilities, you should communicate with your boss and the audit team properly, and they will certainly handle them properly. This is cooperation!

How to improve workers' sense of responsibility can link workers' work with their performance.

If you do well, you will have more performance.

If you don't do well, then your performance is low.

How to solve the problem that the production management team lacks responsibility, confidence and vitality? I worked in management for some time. As far as you are concerned, many enterprises will encounter such problems in the initial stage. The result is low efficiency and poor product quality, which seriously affects the rapid development of enterprises. The cause of this problem is your system. As a leader, you should consider the problems existing in the enterprise system from the perspective of employees, as you said.

I don't think you have considered what employees want. It is a basic demand for employees to earn basic salary and bonus in the company. Everyone has a dream and can't live on wages for a lifetime. Therefore, employees are very concerned about their own development space, in short, the future of this company. At the same time, the lack of responsibility means that there is something wrong with your reward system. Responsibility means this risk, and risk means profit and future. In other words, responsibility should be linked to the future and the way of money. It takes responsibility and courage to dare to make decisions that are not favored by the boss but are beneficial to the company's development. Without such employees as role models, it is impossible.

To sum up, it is necessary to link the responsibility with the way of money from the system, so that everyone can regard the enterprise as their own career, so that those who really seek benefits for the enterprise have a broad space and have an example for everyone to see. A role model must be someone who convinces everyone.

How to increase the sense of responsibility of employees how to improve the sense of responsibility of employees

The sense of responsibility of employees is the firewall of enterprises and one of the most important conditions for employees to do their jobs well. After employees enter the enterprise, they become a part of the enterprise. If an enterprise wants to develop, it is necessary to coordinate the work of all parts, which will strengthen the sense of responsibility of employees for their work. The weak sense of responsibility of employees is a problem that every enterprise has to face. How to improve employees' sense of responsibility? I want to analyze it through the following points.

First, establish a strict workflow.

In order to ensure that employees do their duty, enterprises should first straighten out the workflow of service and business. From every link and detail, from the first step of employees' entry to the last step after work, strict and detailed regulations should be made. No matter which link goes wrong, the work may go wrong, which requires employees to complete all the work according to the regulations. Only in this way can the work of employees be disciplined and targeted. According to this workflow, you can complete your own work, employees can naturally do their duty, and then the management will simplify complex problems and simplify simple ones.

Second, establish and improve the supervision system.

The workflow is formulated, and the next step is to require employees to complete the work in time and correctly according to the workflow, which requires a supervision system. System is a prescriptive and lifeless thing, and it is useless without supervision. Enterprises should implement internal and external supervision mechanism. Within the enterprise, establish and improve the supervision system, and there are specialized personnel in the department to supervise each other; Outside the enterprise, as a service industry, we should give full play to the supervisory role of service owners, so that employees' sense of responsibility is always in a state of vigilance in the work process and dare not relax at all. In addition, the management and supervision personnel at all levels of the company should strictly abide by the company's rules and regulations. The ancients said, "Correct yourself first and then correct others". If managers turn a blind eye to the rules and regulations, they can't lead by example, let alone supervise and manage their own employees.

Third, ideological education, educating people's hearts.

The sense of responsibility of employees lies in their love and loyalty to their work. If an employee loves and is loyal to his work, he will do his best to give full play to his greatest potential and regard work as a need and a pleasure. This kind of love for work also needs the company's culture, ideas and systems to be deeply rooted in people's hearts and close to employees, so as to reach a * * * understanding with employees. It also needs to be publicized to employees to make it take root in their hearts, so that every employee has confidence in the company and firmly believes that the company will be better tomorrow.

Fourth, design career for employees.

People should live in hope, and only when they have goals can they have motivation. Enterprises should let every employee see hope and feel warm at work. Through internal training or external learning, the company makes employees realize that the company is pointing out the direction for my life path. Working in the company for one day not only created a day's benefit for the company, but also brought me closer to my life goal. Today, I may be just an ordinary employee of the company. Through working in the company during this time, I may become an excellent manager and professional engineer tomorrow ... Even if I leave the company tomorrow, my working experience in the company will benefit me for life.

The sense of responsibility of employees is cultivated bit by bit, which requires the joint efforts of individuals and enterprises. Only in this way can employees' sense of responsibility be improved and enterprises can grow and develop!

How can managers inspire employees' sense of responsibility? 1: publicize the future development of the enterprise and the target of this year.

2. Training to improve employees' skills or ability to handle affairs.

3. Clear responsibility and fair reward and punishment system.

How to stimulate employees' sense of responsibility, cultivate and stimulate employees' sense of responsibility at work, the main body of responsibility should be in the enterprise rather than the employees themselves. Of course, employees themselves must also be clear about their work goals and responsibilities, and creatively complete tasks. Only when the enterprise and the employee Qi Xin work together can the employees' sense of responsibility be stimulated to the maximum extent and the realization of the enterprise goals can be guaranteed.

Teaching plan on how to improve employee's sense of responsibility This employee doesn't care about work because it has nothing to do with work. If she thinks the company can give him what he wants and realize his dreams, she will take charge of the company without your teaching, and she will be responsible.