How to manage employees' emotions well

How to manage employees' emotions 1, Introduction

Under the current situation that enterprises deepen reform, promote production and operation, comprehensively promote the construction of key projects, ensure stability and promote development, grassroots ideological and political work should shoulder the responsibility of "strengthening internal quality and shaping external image", adopt flexible and diverse ways and means, effectively use emotional management to do grassroots ideological and political work, guide employees to further change their concepts, maximize their enthusiasm and give full play to their potential, and provide a strong ideological guarantee for promoting the healthy and sustainable development of enterprises.

In the final analysis, ideological and political work is the work of being a man, and it is also a non-mandatory persuasion, education and guidance work. Taking power supply enterprises as an example, Jiangxi Yongfeng Power Supply Company has played an active role in rallying people's hearts, boosting morale and promoting the rapid development of enterprises in the course of ten years' development.

2. The necessity of emotional management in ideological and political work.

2. 1 The current ideological work of employees is insufficient

(1) In the current political work, due to the large scale of many enterprises such as State Grid, it is difficult to take care of all employees, which makes some political workers lack understanding of the importance of political work, leading to a lot of political work floating on the surface, which inevitably makes the ideological work for employees not in place.

(2) Political workers, as leaders of employees' ideological work, should set an example. However, in actual work, many political workers are in a passive state and limited to the tasks assigned by their superiors, which leads to the fact that ideological work cannot be based on actual investigation, making the overall ideological work lack of pertinence.

(3) Ideological work is not thorough, which has a lot to do with the quality of political workers. Even in enterprises like State Grid, there are still many political workers with low quality, and many political workers themselves lack systematic and professional theoretical training, which leads to low efficiency of ideological and political work.

(4) The methods of ideological work are relatively backward, and many enterprises still stay in empty methods such as shouting slogans in the process of ideological work for employees, which will be shown in many large state-owned enterprises.

2.2 the significance of emotional management

In our political work, emotional management mainly means that managers strengthen contact and communication with employees through sincere feelings, effectively meet the psychological needs of employees, and then achieve a more harmonious working environment. Doing this work well will play the following roles:

(1) Emotional management can effectively mobilize emotions, so this work can mobilize the subjective initiative of employees to the greatest extent, which has a good role in promoting the overall mental state and innovative spirit of enterprises.

(2) Emotional management can stimulate employees' internal potential. Doing emotional management well in ideological work can make employees in a more comfortable state, which is also conducive to the improvement of our enterprise performance.

(3) The enhancement of motivation is directly proportional to the intensity of emotion. Through emotional management, we can not only release our feelings and energy, but also play a good role in enhancing the cohesion of enterprises.

(4) The introduction of emotional management in ideological work can effectively enhance the appeal and attraction of enterprises, which is particularly beneficial to the healthy development of enterprises.

As can be seen from the above, in the new form, there are still many shortcomings in the current ideological work, which can no longer meet the needs of the rapid development and changes of enterprises. Based on this situation, we introduce emotional management into ideological work, respecting, understanding and caring for people, which will inject new vitality into the development of enterprises, enable enterprises to continuously improve their cohesion and competitiveness, adapt to the new situation, complete new tasks and achieve new development.

3. How to better manage emotions in employees' political and ideological work?

The report of the 17th National Congress of the Communist Party of China pointed out: "Strengthen and improve ideological and political work, pay attention to humanistic care and psychological counseling, and correctly handle interpersonal relationships." So, what is the "right way"? The following is a simple analysis of the author's working experience in Jiangxi Yongfeng Power Supply Company.

(1) Respect and trust employees.

In our ideological work, we must ensure full trust and respect for employees. This is the premise of emotional management. Only by doing this can we talk about the follow-up communication. At present, many political workers are always in a state of heavy workload but little effect, because this work is not done well.

(2) Be considerate of employees

"Love, people will love it; Those who benefit others benefit. " No matter the size of the enterprise, all employees have feelings. In our enterprises, especially large state-owned enterprises, employees need more care and understanding than before because of increasing pressure and faster pace of life. If our ideological work can do this, the efficiency of emotional management will be greatly improved.

(3) Care for employees

"Seeing a pawn as a treasure, you can take it to a deep stream; Regard a pawn as a beloved son and die with him. " In ideological and political work, caring is the most basic and effective point, and it still applies to emotional management. We political workers should always keep in mind that the interests of employees are no small matter, and deeply understand the actual needs of employees. Only in this way can we really do a good job of solving problems for employees.

(4) Touching employees with behaviors

"Public health is bright, and honesty is credibility". Emotional management mainly refers to a management method that managers mobilize the enthusiasm of employees through their own images, behaviors and emotions. Party and government leaders of Yongfeng Power Supply Company put care of employees into practice, and paid special attention to retired employees and employees in difficulty during holidays. The leaders of the Party and government workers attended in person, expressing their condolences to the middle-level cadres who died or their parents, and sending cards and gifts to employees on their birthdays. There is no small matter around, and people and enterprises win. This shows the importance of moving employees with actions, which is also the key work of emotional management in employees' ideological work. At present, with the further development of economy, people's requirements for managers are further improved. We should do it well. Only by being fair, honest, tolerant and caring for others can we gain strong appeal.

(5) Motivate employees with goals.

In our emotional management, we should organically combine the goals of enterprises with the psychological expectations of employees, so as to effectively coordinate the contradictions between enterprises and employees and achieve common development. ? In specific work, we political workers should be good at decomposing the goals of enterprises and turning big goals into small goals that can effectively motivate employees. Doing this work well will unite all employees of the enterprise into a force and greatly promote the development of the enterprise.

4. Conclusion

Emotional management is a powerful means of employees' ideological work, but it is not omnipotent. We must also do a good job in the construction of enterprise system, so that emotional management can rely on it. In addition, the quality of political workers will also have a great impact on the effect of emotional management. Therefore, in concrete work, we should pay more attention to actions than words, and play a real role as an example.

How to do a good job in employee attendance management? Make an attendance management system and then implement it according to the system. The system can be downloaded from professional websites and rewritten.

How to manage employees in beauty salons? While providing services to customers, it is also a profit-oriented organization. If a beauty salon wants to make a profit, the first thing to do is management. If there is a problem with management, the store will be in chaos, not to mention profit, and there are no customers at all. In management, the most important thing is to manage good people, that is, the employees of beauty salons. Employees in beauty salons generally include beauticians, beauty instructors and beauty salon managers. So, how should beauty salons manage them well? First, carefully select employees suitable for beauty salons when recruiting. The beauty industry has been in a state of labor shortage, and the labor shortage is getting more and more serious, which leads many beauty salons to be ecstatic when they come to an applicant. In this case, the talents that beauty salons are likely to recruit are not suitable for our store. Maybe this person is a job-hopping maniac, or he is eager for a high salary, or it is difficult to integrate into the working environment of a beauty salon ... If the beauty salon recruits such a person, what should the management do? Therefore, if beauty salons want to do a good job in employee management, they must start from recruitment. When interviewing talents, don't blindly hire people who are not suitable for beauty salons because of lack of people. In order to recruit the right person, the beauty salon should ask the reason, salary and working environment of the applicant clearly during the interview, and then analyze whether she is suitable for our store. Don't worry about not recruiting people. Patiently choose the talents you want, and then cultivate and retain them with your heart. Second, formulate the rules and regulations of beauty salons and act in strict accordance with the rules and regulations. Although there are not many employees in the beauty salon, the rules and regulations must be complete. Rules and regulations should include attendance system, daily morning meeting content, weekly summary, monthly summary and other summary provisions, vacation provisions and job level promotion requirements. In the attendance system, what rewards are given for attendance, what penalties will be imposed for being late and leaving early, and so on. , must be made clear in detail. What is the content and process of the morning meeting every day, and how the person in charge arranges it, we must plan and improve it. The contents and forms of weekly summary, monthly summary and other summaries must be clearly written. During the interview, employees should be informed about their vacations, and how many days and how to take vacations every month. After the probation period, employees need promotion requirements at various job levels. Third, humanized management.

How to manage employees well? Confusion in fact 1 floor is good, but I have to remind you of two key points of management:

Employees are water, you are a boat; Employees carry sedan chairs, and you take sedan chairs; You make your subordinates unhappy-imagine your leader making you unhappy, what would you do to him: do as you are told? Know everything? Grateful? Loyalty? Will you willingly lift his sedan chair to make him comfortable? If he were a boat and you were water, would you take two bubbles? -so the premise of management is to make subordinates happy, so that subordinates will listen to you and you will have a comfortable life; The so-called charm and affinity, is to give subordinates face, he will be happy. If you don't give him face, you should be careful that he wants to make you unhappy behind his back;

They listen to you, and your subordinates are willing to accept and copy your content and requirements; The first job of new employee training is not to talk about content and play games, but to break the deadlock first, so that everyone can accept and like you, and then you can help everyone improve their work and improve their grades; It also confirms the truth of being a man first and then doing things;

Power is given to you by your position, but power needs to be established by yourself;

The so-called combination of rigidity and softness means positive and negative incentives. Motivation is divided into material motivation and spiritual motivation; When and how to use it, you need to explore it in practice, and it is not easy to teach you.

Look at your problem, it should be young and lack of management experience. I remind you not to have your own so-called principle, because it is likely to be wrong. If you set your own principles at the age of 30, it will take 10 years to prove whether your principles are right or wrong, so that you won't be confused.

Management is the knowledge of using other people's hands to complete the work. A manager is not a position, but a profession, just like the difference between a lawyer, a chef and a doctor, and there is still a lot to learn.

How to use emotional management to do a good job in the ideological work of employees. Hello, it is also important to do a good job in the ideological work of employees.

Let employees feel cohesive first.

This estimate of how to manage employees' emotions is still needed.

Find a special emotional manager.

They will do better.

The following content is randomly extracted from the original text and converted into plain text, which does not represent the complete content and is for reference only.

What is sincere concern for others? Caring for others means "your pain is in my heart". The famous psychologist Avery? Ejdero wrote, "What does life mean to you?" The book reads: "Anyone who doesn't care about others will encounter great difficulties in his life and hurt others greatly. It is this kind of person that has led to all kinds of human mistakes. " This thought-provoking remark is worth remembering in employee relations management. 3. Let employees sincerely feel valued. William? James said, "The most urgent need in human nature is the desire to be affirmed." We all want others to know our value. At work, as a manager, we should always give employees the most sincere recognition and affirmation, so that they can always feel the attention from different levels. When they make achievements, we should let them feel that their superiors attach importance to themselves, the human resources department also attaches importance to themselves, and even the management of the company agrees with themselves. Employees who are widely recognized will definitely have higher positions. If employees have made achievements and managers have nothing to say, without material incentives or even a few words of encouragement, employees will certainly not feel valued. Close to the future of the company? Let employees establish a "master" mentality and strive for a better future. To do this, we must give employees three "opportunities": 1. Have the opportunity to understand the company. Sometimes employees can't see the development and prospects of the company. The main reason is that the company did not share information and achievements with employees in time. The company should not only publish all the documents, systems and policies that can be made public to employees in time, but also the management of the company should regularly convey the latest situation of the company's development and prospects for the future to employees. Employees often regard the management of the company as the core and helm of the company. Listening to their voices and feeling their determination will definitely increase their confidence. The company should not only convey good news to employees, but also explain the existing problems, difficulties and setbacks to employees in time. Only by revealing the truth frankly can we gain the understanding and trust of employees, and employees and the company will be in the same boat through thick and thin. Managers at all levels should regard the right to know as an important tool to shape the spirit of ownership of employees in their management work. 2. Have learning and training opportunities. Let employees see the future of the company, their own future and their own shortcomings. Only when they see the shortcomings can they find ways to improve. To this end, the company should create learning and training conditions for employees, so that employees have the ability to integrate with the future. 3. Have the opportunity to stand out. Modern enterprises have abandoned the old management of seniority and established a performance appraisal mechanism, that is to say, the promotion of employees is entirely measured by performance (of course, personality is also an important assessment link), which provides an excellent career platform for young talents who are eager to grow up and want to take on greater responsibilities, so that they can experience themselves in stormy waves. This is the wisdom and generosity of managers, the best reward for outstanding talents and the best in emotional management.

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How to effectively manage and innovate employee training? As a basic work of enterprises, employee training has been paid more and more attention by enterprises and units. Especially in today's increasingly fierce competition in oil fields, how to establish an effective training mechanism, establish a perfect training assessment system, mobilize the enthusiasm of all employees to participate in training, and build a learning organization within enterprises is the goal pursued by many enterprises in training. In the final analysis, the competition between enterprises is the competition of talents, and training, as an important means of cultivating talents, has become the key for enterprises to win in the fierce market competition. Staff training exists in every enterprise and unit, but how to make staff training play a practical role, not just a mere formality, requires us to effectively manage and constantly innovate staff training methods and concepts. I. Staff Training Management In order to achieve better expected results and continuously cultivate talents suitable for enterprise development, we must first strengthen the management of staff training. In the past, the management of employee training in some enterprises was mainly reflected in the regularity of training, attendance and sign-in of employees and other daily behaviors, while ignoring the need to effectively manage employee training from the height of business strategy. 1, strategic management of employee training In the process of enterprise development, every enterprise has its own business strategy. Accordingly, the human resources department must also formulate the employee training strategy under the framework of enterprise management strategy. There are generally two kinds of enterprise talent team construction: one is by introduction, and the other is by self-cultivation. Considering employees' stability, cohesion and sense of identity with corporate culture, the construction of enterprise talent team should pay more attention to internal training. This is not only conducive to the pertinence of training and the obedience of departmental work to the whole region, but also conducive to the smooth implementation of training. For example, for a company like Haier, product quality is an important part of its business strategy, and its staff training should focus on how to improve product quality and how to integrate quality into the staff concept as a corporate culture. 2. Plan management of employee training The implementation and success of employee training strategy must be guaranteed by a perfect plan. The planned management of employee training is the concrete implementation and embodiment of the strategic management of employee training. Staff training should generally work out the overall training plan for next year by the end of this year. Each department formulates its own staff training plan according to its own development strategy and plan determined under the business strategy of the enterprise, and submits it to the Human Resources Department for review, approval and summary. For departments and employees closely related to the realization of business strategy, we will make key arrangements, such as arranging them to attend professional courses offered by universities or specialized consulting institutions, or planning to hire external experts for training. 3. The implementation of employee training management plan must rely on good implementation. The human resources management department must strengthen the feedback and timely tracking of training, give warnings to departments that fail to implement training as planned, and punish their supervisors with points deduction in performance appraisal. Participants in the training must sign the attendance sign-in form, and employees must be effectively assessed after the training. Finally, each department will submit the sign-in form and assessment results to the Human Resources Department for safekeeping. Informed criticism will be given to employees who fail to attend the training on time and pass the examination, and they will be required to make-up exams until they are qualified. At the same time, the human resources department issues training evaluation forms to employees who participate in the training, so that employees can comment on the content and trainers of each lecture, and timely warn and improve unqualified trainers. Those who have been warned twice in a row will be disqualified as trainers. In a word, employee training management is a complex system engineering, which involves the vital interests of enterprises and employees. Therefore, when arranging employee training, we must make overall plans and give full consideration to make employee training play its due role effectively. Second, the innovation of employee training At present, all countries in the world attach great importance to employee training, and its training costs are increasing day by day. In particular, some Japanese-funded enterprises even stipulate that business leaders have the responsibility to train subordinates, and whether leaders have the ability to train subordinates is an important indicator to examine whether leaders are competent. It can be seen that employee training has become one of the important guarantees for enterprises to enhance their core competitiveness. Under the new situation, how to get out of the routine and create positive and obvious ideal effects in employee training must be constantly innovated in training concepts and methods. 1, employee training concept innovation Many enterprises regard employee training as their daily work, and even think that training is not only a waste of time, but also a waste of human, material and financial resources. Instead of letting employees participate in training, it is better to strengthen management and let employees do their jobs seriously. Therefore, we must change the concept that employee training is a waste of manpower, material resources and financial resources, and establish that employee training is an investment behavior of enterprises, which can make enterprises obtain long-term comprehensive benefits. Indeed, training employees can not have an immediate effect, but it can enhance employees' sense of identity with the enterprise and enhance the cohesion and centripetal force between employees and managers through a subtle process. Therefore, for enterprises, staff training must be regarded as a kind of soft investment, which is more important than tangible plant investment and equipment investment, and will certainly bring fruitful results to enterprises. 2. Innovation of employee training methods At present, most enterprises adopt the training mode of "You tell me and I listen, and take exams after class". This traditional training method is not helpful to improve the skill level of trainees in analyzing and solving problems. For example, for grass-roots workers, their training methods should pay more attention to the interactivity, practicality and coherence of training, and give them opportunities to practice themselves during the training process to enhance their understanding of the training content. For the training of middle and senior managers and technicians, we should pay attention to the flexibility and new challenges of training methods in order to enhance their teamwork ability and concept formation ability. The aging of training methods is one of the important factors that lead to the lack of interest in training for employees who participate in training, and it is also one of the reasons why training is difficult to achieve results. Therefore, in the process of training, we should appropriately hire external experts and send employees to participate in the training organized by specialized training institutions, which can broaden the horizons of employees and improve the training quality and level of our enterprise. 3. Innovation in employee training and assessment The main purposes of employee training are: first, to cultivate and form the same values and enhance cohesion; The second is to improve the technical and ability level of employees and lay a good foundation for the realization of corporate strategic goals. It is a long-term and subtle process for employees to receive training and improve output, which increases the difficulty of employee performance evaluation. Most enterprises have a single assessment method for employee training, mostly in the form of examination. For students, this form of assessment will think that the assessment is just a formality and has no substantive role, and often ignores the importance of training. It will inevitably lead to students being absent-minded or busy with other things when receiving training. Therefore, in the innovation of training assessment, we must pay attention to the principle of combining short-term assessment with long-term assessment and combining personal performance assessment with enterprise performance assessment. This requires the competent training department to file employee training records and performance appraisal records separately and review them regularly every six months, for example, to see if their performance has improved after receiving training. The purpose of bringing enterprise performance into the assessment here is to examine the rationality of the training curriculum and whether the training has really played a corresponding role, so as to enhance the attention of all staff to training and assessment. 4. Training and selection of trainers Training and selection of innovative trainers is the premise of employee training in enterprises, and a good trainer can get twice the result with half the effort. A considerable number of enterprises and trainers are basically the heads of various departments. The advantage of this training method is that the trainees have a thorough understanding of the advantages and disadvantages of the trainees and the knowledge points that need to be strengthened, and it is easy to prescribe the right medicine, but it is easy to be limited by their own knowledge and structure, so it is difficult to make comprehensive innovation and great progress in skills and knowledge. Therefore, enterprises should strengthen the training and selection of full-time trainers while using front-line supervisors to train employees. Full-time trainers should select excellent employees from within the enterprise, and consider their academic qualifications, knowledge structure and other aspects to measure whether they are qualified for this role. Trainers should also keep training, let them take part in university studies or attend training courses organized by full-time training companies, so as to enrich their horizons, improve their skills, and at the same time pass on the new knowledge they have learned to employees. Considering the complexity of internal structure and the knowledge and skills needed, an enterprise cannot be completed by its own trainers in all aspects. In this way, some external full-time trainers can be invited to train in a certain professional field, and some expenses can be saved while learning advanced external knowledge and concepts.