How to deal with employees' negative emotions

How to deal with employees' negative emotions

How to deal with the negative emotions of employees? Emotion is a common psychological feature of people. In the workplace, employees are human beings and have their own emotions. So what should we do when employees have negative emotions? Let's share how to deal with the negative emotions of employees.

How to deal with employees' negative emotions 1 1, communicate actively and care actively.

Keeping abreast of the situation of team members is one of the first tasks of managers. Whether it is the coordination of work that pays attention to progress, the low morale of team members, or the misunderstanding of leaders by subordinates, it needs to be solved through communication, and effective management communication can exert great power. When employees have negative emotions, managers should communicate with employees in time to help them eliminate negative emotions.

2, integral recognition, improve passion

In enterprises, most of the reasons why employees have negative emotions at work are because they are not satisfied, either materially or spiritually. Therefore, in order to fundamentally eliminate the negative emotions of employees, we must prescribe the right medicine and take necessary measures to meet the needs of employees and let them work actively.

Under the management of the integral system, there are points everywhere and everything is recognized. Whether employees finish their tasks well on time at work, communicate and coordinate with each other in the team, actively study and improve their skills, or help others in their behavior habits and maintain the office environment, as long as they are positive behaviors, they can get points recognition.

The ranking of points is linked to welfare benefits. The higher the points, the richer the benefits. The recognition of employees' points not only satisfies their material needs, but also satisfies their psychological sense of achievement, which enables employees to change their negative work attitudes and emotions and devote themselves to their work with higher passion.

3. Healthy culture and active guidance

Environment has a great influence on a person, and the real environment can be a psychological environment to a great extent, which affects people's cognition and action. If the overall environment of the enterprise is always negative and turbulent, then the psychology of employees must be negative; If the enterprise environment is positive, then the employees' psychology should also be positive. Therefore, through the influence of the harmonious environment within the enterprise, employees can be guided away from negative emotions.

Regulating employees' negative emotions can also affect emotional energy. It is a platform dedicated to serving people's emotional health, from online and offline decompression emotional adjustment training to the cultivation and cultivation of appropriate technical professionals in traditional Chinese medicine.

How to deal with the negative emotions of employees? 2 1. Strengthen high-reward incentives for core talents, and attract, retain and motivate value creators of enterprises.

The most typical ones are Huawei and Mengniu Group, both of which have gathered high-quality teams with high salaries, thus improving work pressure and efficiency, and finally creating huge benefits for the company in the shortest time.

2. Build an interest incentive mechanism to strengthen employee performance behavior.

In enterprises, performance-based variable compensation has many forms, including option equity, profit sharing, savings sharing, performance bonus and so on. Let the dead wages live and bind the stakeholders together.

3. Standardize strict performance appraisal and management, conduct performance pressure, and improve employees' efforts.

Strict performance management is helpful to clarify the work objectives of employees and departments, transfer certain work pressure to employees, and is very helpful to give full play to employees' work potential and improve work performance.

4. Respect and trust employees' corporate culture, guide employees and enterprises to develop together and realize emotional motivation.

Corporate culture can not only affect employees' commitment and loyalty to the organization, but also promote the flow, exchange and creation of knowledge within the enterprise, and can effectively predict employee turnover rate and enterprise performance.

5. Form a competitive atmosphere and realize the matching of people and posts through mobility.

Whether it is the last elimination or competition for posts, its essence is to put the right talents in the right positions at the right time. Enterprises can only make the best use of their talents.

6. Meet employees' self-realization needs and realize career incentives.

Although material rewards are very important for employees in China at this stage, career incentives should not be underestimated. Providing employees with career development space and meeting their self-realization needs is an important means for enterprises to retain and motivate talents.

7. Emphasize discipline and execution, shape the execution of enterprises, and enhance the combat effectiveness of employees.

Discipline and human nature should complement each other. Only human nature does not stress discipline, even if the employee satisfaction is higher, the enterprise will not achieve high performance. Even if discipline is inhuman and employee satisfaction is too low, it is difficult to maintain high performance.

8. Recruitment based on values and quality is the premise of establishing a high-performance and high-loyalty workforce.

First-class talents are the key to the success of enterprises. From the recruitment process, we should pay attention to the investigation of employees' basic qualities and values, especially their professional knowledge, work ability and experience, mentality and concepts.

9. Systematize employee training, improve the stock of human capital and form organizational learning.

The continuous improvement of enterprise training system will provide strong support for enterprises to implement management practices such as recruitment, internal training and talent promotion based on values and basic qualities.

10. The business strategy should be closely integrated with the market to ensure the strategic direction and improve the overall efficiency.

Management divorced from the market is powerless. Paying attention to the combination of management strategy and market will make managers and employees more in step and give full play to their effectiveness.

How to deal with employees' negative emotions 3 Emotions are common psychological characteristics of people. Employees in the workplace are human beings and naturally have their own emotional characteristics. In the professional scene, people in the workplace are defined as professional roles, and then assigned to different departments of the enterprise, arranged in their respective posts, engaged in the same or different jobs, which forms professional interpersonal relationships, including internal superior-subordinate relationships, peer relationships, and interpersonal relationships with external customers and partners.

When dealing with professional relations, employees will inevitably have problems and are prone to negative emotions. Some people have better self-control ability and will not affect their work. There are also some people who have poor emotional control ability and easily have a negative impact on their work. At this time, it is easiest to see the management level of a manager.

Some managers may simply stop behavior or even criticize punishment, resulting in employees with negative emotions temporarily suppressing their emotions; This is a low-level manager; Some managers don't handle it this way, showing superb management level.

Real management experts: good at guiding positive values from employees' negative emotions!

Real management experts: good at guiding positive values from employees' negative emotions!

Generally speaking, many managers do not think that negative or negative emotions in the workplace are good phenomena. Therefore, in the corporate culture, most employees complain negatively. The difference is that some employees can't control their mouths, and some employees can just control their mouths. In fact, they all think the same thing in their hearts, but they give different impressions to their leaders and colleagues.

However, according to my years of workplace observation, real management experts can calmly face the negative emotions of employees and find and guide positive values from the negative emotions of employees!

Real management experts: how to guide positive values from employees' negative emotions?

First of all, management experts control their emotions well.

It is easy to understand that a manager who can't even control his emotions well can't guide positive values from his employees' negative emotions. For example, employees were angry when dealing with customer complaints, and finally broke out. Leaders in a bad mood add fuel to the fire, and the consequences are unimaginable. Office slashing is not without incident. Recently, there was a tragedy circulating on the Internet. An employee who was admitted to graduate school left his job and lost his life, which was related to the leadership mood.

Of course, the manager's own situation is well controlled. According to my years of workplace observation, it can be roughly divided into three situations: one is that managers are angry, but very rational, pay attention to their own leadership image, and they are so tight that employees generally can't see it.

Once upon a time, there was a group leader who kept smiling even if others provoked him. Later, I asked him what he had done, and he said it was forced. I said it would be good to do it. He said he died a few years earlier. It can be seen that suppressing one's own leadership, although controlling emotions, is not good for occupational health.

In the second case, some leaders are good and tolerant, and at most they frown.

In short, in any case, a real management expert can control his emotions first.

Then, real management experts will calmly analyze what causes the negative emotions of employees and find out the positive factors.

Finally, real managers will help employees realize emotional transformation, let them vent their emotions and actively engage in their work with a correct understanding.

For example, many years ago, when I was in charge of the IT service department, an employee received many drunken complaints from users and was tortured. Finally, I couldn't bear it, and let out the cruel words "I quit, I won't serve drunkards". I don't know why, at this time, the drunk complaining user was sober and began to complain about the service attitude of this employee.

The employee called me, but his supervisor didn't stop me. I was very excited. But I know that he is really not like this. Now he is out of control, forgets the company's requirements, and begins to complain about the complaining consumers. Most importantly, there was an important visiting client in my office at that time, and everything happened suddenly.

I'll arrange for someone to take this employee to another conference room immediately; Then arrange another manager to accompany this important customer and tell him to deal with this urgent matter. Employees have negative feelings about serving customers and pay for the company. I have to deal with it first, and the customer understands. They said they would challenge our service culture and give us this business. He must have been waiting for me.

Later, I went to the conference room where the employee stayed, patted him on the shoulder first, made an exception for him (usually smoking is not allowed in the conference room), and didn't speak. After a while, I told him that he was so angry about serving customers because he tried his best to serve the company, and we didn't do enough treatment and training for such customers. I'm sorry to make him pay so much for the company.

In addition, I told him that the important customer decided to sign a contract with us just now because the customer just found out that he would rather vent his emotions with his superiors than have conflicts with his customers and recognize our service culture. I said that although it was unintentional, it was out of control for a while, but the responsibility was not entirely on him.

In addition, through this incident, we have enriched our own process, so that the next colleague does not have to be so entangled. On the surface, it is a bad thing, but in fact it is a good thing. I really appreciate the positive value brought by this matter. Later, the employee became the director of that department and did a very good job. This case has also been written into our training materials.

Real management experts: good at guiding positive values from employees' negative emotions!