How to establish employees' sense of responsibility

I often hear bosses complain that employees have no sense of responsibility and their work is always irresponsible. As for the standard of completing the 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 totally 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 asks, does he say yes, and employees are even more confused about their duties, only remembering the last "other" of their duties. 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 has something to do with the corporate culture, team cohesion and employees' sense of belonging. 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.