How to create a good working environment

Many companies find that an extremely effective way to establish high-performance organizations is to make employees work hard and be positive. If a company wants to acquire talents, it must have a good reputation of "satisfactory working environment", because only in this way can it attract those excellent employees to flock to it. Only such employees can be proud of their work, their company and their products.

Strategic human resources action plan

How to make the company have such a good reputation? The method is to formulate and implement a "strategic human resources action plan". The first step is to formulate the recruitment and selection strategy, so that the organization can attract and obtain the employees who best meet its corporate culture. This plan should help people to clarify their responsibilities. For example, some people are suitable for implementation and others are suitable for coordination, which should be reflected in the plan. At the same time, the plan must list the necessary resources to support the plan and the deadline for achieving specific goals.

Generally speaking, this plan must be able to solve the problems of employees. In other words, the implementation of this strategy is not only to listen to employees' voices, but also to show them that management is listening attentively and trying to respond.

Through these projects, employees can get opportunities to express their ideas. If the management is perfunctory and indifferent, the problem will worsen and various labor disputes will surface. In order to prevent such problems, we have set up regular meeting programs for many companies. In this way, employees can explain their ideas to management first, and then management can collect solutions accordingly. If the matching degree with the problem is high enough, this scheme will be realized. If employees are frustrated with speaking in front of people, they will be invited to write down questions and keep them in the "answer box". Afterwards, employees will receive feedback on these issues in private. We will also help the company to implement the monthly meeting system called "Instant Listening". These informal meetings help to share information, ask questions and get answers.

Communication means more than just "listening" and "speaking". When a person communicates, he must be anxious about what employees are anxious about and think about what employees think. By creating a "employee-friendly" working environment, they can enjoy more control over their own lives, so as to embody the principle that employees' interests are supreme. For example, in some cases, employees can be provided with flexible working schedules; Or maybe they can get permission to use communication tools at work; Sometimes, they can even compress their schedules, so that the working hours will be longer every working day, but the whole working cycle will be shortened.

Create a positive working environment

By combining or splitting the following projects, we may be able to meet the individual needs of employees and help the company gain a good reputation for a satisfactory working environment.

Entertainment: organizing video game competitions, movie nights, theater tours, wine tasting tours, weekend skiing tours and participating in sports activities.

Material incentives: invest employees' salaries in various planned investment projects according to a certain proportion, provide free investment advice from professionals, and provide interest-free loans for employees' children to go to school.

Internal promotion projects: For example, in a company where a large number of employees are women, the proportion of women promoted to management positions should also be kept the same as that of women among employees.

Fertility reward: When a woman gives birth, she and her spouse will be happy to receive some rewards, such as cash bonus, savings bonds purchased in the name of the newborn, or providing free cleaning work for the family for a period of time.

Mentor program: every new employee can have a mentor, and then they have to arrange various non-work activities for both parties, such as baseball games, golf, eating out, etc. After that, educated employees will be more productive, adapt to new tasks more quickly, and appreciate and pay more attention to the company's goals.

Issue bonus check: new employees will receive a check as a reward, and the amount of the check depends on the ability and experience of the employees. Their spouses will receive flowers. If they have children, they will receive gifts suitable for their age.

Sales target: If employees reach or even exceed the set sales target, then every such employee can get rewards in the form of cash rewards, free membership of health clubs, eating with their spouses in their favorite restaurants, or going out to play and participate in sports activities.

R & ampr: We can also provide employees with monthly massage, regular yoga classes, free manicure and beauty care. You can also invite employees to play golf and participate in picnics and various entertainment activities organized by the company.

Training: If the company provides employees with additional training courses to help them take on more responsibilities, employees will become more and more loyal to the company on the career path in by going up one flight of stairs, and they will understand that they are participating in building the company's future. Since managers are promoted from within, employees will feel motivated to pursue and succeed. If employees choose to attend courses related to their duties, management may consider paying for these courses.

The implementation of the strategic human resources plan will ensure that the company has a good working environment and improve its visibility in this regard.

If you don't want this reputation to lose its foundation and collapse soon, it must be based on asking, listening, speaking and actively responding to employees' questions and needs. If the management ignores the employees they talk to, they will certainly not ask, listen and act sincerely. Therefore, the management must know the name, job responsibilities and family background of each employee and be familiar with their performance records. Although the information is very basic, it reflects the management's concern for employees. Maintaining the real concern of credit companies for employees' welfare will eventually translate into the trust of both parties. If the management successfully shows this concern when communicating with employees, then they can open more direct communication channels and get the comfort information that the company's credit is still intact.

Part of this plan is about exit interviews. When someone leaves, the management certainly doesn't want their reputation of painstaking efforts to be destroyed by the unhappiness of an employee. After being hired by the company, employees may hesitate to reflect some problems, but they will reduce their worries during the exit interview, which will make the management gain a lot. Management can get some valuable information, such as what can be improved in the company's working environment, what can be changed in the company's culture, and how to improve the company's credibility and credit rating. These insights will eventually help to improve the productivity and efficiency of the company.

If a resigned employee has any misunderstanding about the company, the management must explain it clearly to him and reiterate to him that the company attaches importance to employee welfare. This is also quite important.