How to mobilize the enthusiasm of employees in state-owned enterprises

1. Listen to the voices of employees

Managers of small and medium-sized enterprises have strong self-assertion. This tendency helps to solve problems decisively and quickly, but on the other hand, it also This will cause managers to insist on going their own way and not listen to the opinions of others, leading to poor decision-making.

In corporate management, listening to the voices of employees is also an important way to unite employees and mobilize their enthusiasm. If an employee has nothing but problems in his mind, he will lose his enthusiasm for work. It is impossible for him to complete the tasks assigned to him with excellence. At this time, as a manager, you should patiently listen to his voice, find out the crux of the problem, solve his problem or patiently enlighten him, in order to help achieve your management goals.

When dealing with people who have made mistakes, we should also adopt a listening approach. We should not just blame them, but give them a chance to explain. Only after understanding individual situations can we prescribe appropriate medicine and handle them appropriately.

2. Management methods are often innovated

Managing employees is like driving a car. Drivers need to carefully look at the indicators and the road surface when driving. There are new changes in the road surface, and the indicators If the pointer changes, he should turn the steering wheel to prevent the car from overturning and hitting someone. The same is true for managing employees. If managers want their employees to run on a prescribed track, they must observe carefully and make frequent adjustments to prevent deviations. In a stable large enterprise, managers should pay more attention to various changes in employees and flexibly use various techniques to manage subordinates within the basic management framework. For active SME managers, their responsibilities are even more onerous. Not only can they not manage their subordinates in a rigid manner, but they can also not use a fixed model to deal with the company's blueprint.

3. Have both ability and political integrity, and use them according to their abilities

“A ruler is short, an inch is strong.” Everyone has different abilities, character, attitude, knowledge, cultivation, etc. There are strengths and weaknesses. The key to employing people is suitability. For this reason, as a manager, when employing people, you must first understand the characteristics of each person. There are ten types of employees. Some work neatly and quickly; some are cautious and careful; some are good at dealing with interpersonal relationships; some like to be sole proprietors and immerse themselves in work. Work silently in statistics.

On the personnel appraisal form of many companies, there are some evaluation items regarding the accuracy and speed of handling affairs. Only those who can get full marks are called excellent employees. As a manager, you should not only see the scores on the personnel appraisal form, but more importantly, observe in practice and give appropriate work based on the strengths of each employee. Observe their attitude, speed and accuracy during their work, so as to truly measure the potential of their subordinates. Only in this way can a manager manage his employees flexibly, effectively and successfully and make his career prosper.

4. Dilute rights and strengthen authority

The management of employees must ultimately be implemented in the obedience of employees to managers, or subordinates to superiors. This leadership-submission relationship can come from two aspects: power or authority. Managers have high status and great power. Anyone who disobeys will be punished. This kind of obedience comes from power. The manager's virtue, temperament, wisdom, knowledge and experience and other personality charm make employee resources obey their leadership. This kind of obedience comes from the managers of an enterprise who want to successfully manage their own employees, especially those who are better than themselves. The authority formed by charisma is more important than administrative power

5. Allow employees to make mistakes

Employees should be encouraged to take rational risks, innovate, and seize business opportunities, and employees should be allowed to fail. . When subordinates take risks and make common mistakes, they should not take too much responsibility; when they take risks successfully, they must be praised more and rewarded accordingly. Short story: See how to grasp the key points of motivating employees

6. Guide employees to compete reasonably

In small and medium-sized enterprises, there is also competition among employees, and competition is fair competition and unfair competition. Legitimate competition means adopting legitimate means or positive methods to make positive comparisons. Unfair competition is the use of unfair means to restrict, suppress or attack competitors.

As a manager, it is his important responsibility to pay attention to the psychological changes of employees and take timely measures to prevent unfair competition and promote fair competition. To this end, personnel management has a correct performance evaluation mechanism. It is necessary to evaluate employees based on their work performance and not to evaluate employees based on their opinions or the preferences and interpersonal relationships of superiors, so as to make employee evaluations as fair and objective as possible.

At the same time, normal public information channels should be established within the enterprise to allow employees to have more contact, communicate more, and communicate their opinions positively.

7. Stimulate the potential of employees

Everyone’s potential is different. Only by adopting different stimulation methods for people with different characteristics can we achieve good results

(2) Spiritual incentives