How to relieve the worries of employees?

Managers should remember that only by letting subordinates have no worries can they do things in a down-to-earth manner. Therefore, if you want to keep the hearts of talents, you must think about what they think and worry about what they are anxious about.

Hu Xueyan is always generous to those who can do things for themselves. Every time he recruits a man, Hu Xueyan always asks them about their family and how much they need, and then pays them a year's salary to help them solve their worries. This will not only make the guys work wholeheartedly, but also make them appreciate Hu Xueyan's kindness and work harder.

At the beginning, Fukang Bank had not yet opened, and the funds were simply not in place. Hu Xueyan resolutely decided to give the manager Liu Qingsheng an annual salary of 200 taels of silver, and the year-end bonus was calculated separately. According to the living standard in Hangzhou at that time, 200 taels of silver could support 20 families of eight. Such a high salary, even Liu Qingsheng himself thinks it is too high. Moreover, the salary of 200 taels of silver is also paid in full. When Liu Qingsheng got the money, he excitedly said to Hu Xueyan, "Mr. Hu, I have never heard of treating people like you. What are copper and silver? As long as our hearts are together. Mr. Hu, just tell me and I'll do as you say. " Two hundred taels of silver not only won Liu Qingsheng's heart, but also lived with his parents, wife and children. From then on, he had no worries, and he could manage the banking business wholeheartedly and help Hu Xueyan make money wholeheartedly.

A man is not as old as a grass. In the past, an old man was always worried that he would have no security for the rest of his life. Hu Xueyan is well aware of the worries of the guys, so he set up measures in "Hu Qingyu Hall" to give special care to the elderly employees and relieve their worries. For retired guys, pharmacies can still pay their original wages until they die. This is called "Yang Feng". In addition, there is a kind of "evil wind", that is, employees who have made certain contributions will be given an "evil wind" according to their contribution after death, which is mainly used to support their survivors. The longest time to receive the "evil wind" can be as long as ten years.

Zhang Zhenwu, president of Grassland Xingfa Group, also used the tactics to relieve the worries of subordinates very well. After he trained a group of young management talents, the inevitable "elder problem" appeared in the enterprise. Many seniors are extremely nervous and worried about being kicked off by the leader when they see the rising star shining on you and being reused. Zhang Zhenwu adopted the strategy of "political appeasement and economic stability" to them, and kept their respective positions in charge, increased their income, and some even became respected senior consultants. The enterprise has finally calmed down, and the newcomers can let go of their fists. The "senior" didn't complain and went on working with peace of mind.

Family is the pillar of employees and the reserve force. Therefore, if managers can make their subordinates' families happy and proud of being in this unit, then subordinates will definitely work hard.

In a group enterprise, the boss stipulates that every few months, each unit should hold a "dinner party". This is not an internal staff dinner, but an invitation to employees to bring their families. The dinner was held in the canteen. Everyone can enjoy their favorite food freely and speak freely. The boss also raised a glass with the employees' families to celebrate the company's performance. Some of these family members have set foot in the company's doors for the first time in more than ten years, and have seen where their husbands or wives, daughters or sons work for the first time. Family members can not only enjoy a good meal, but also receive small souvenirs from the company. Countless small families have integrated into the big family of the enterprise. Employees are respected as members of the organization from the smiling faces of their small family members, and they also realize that the organization of the big family has brought happiness to the small family!

Niu Gensheng also used this trick. In order to make the rear support the front, Niu Lao gathered the family members of senior executives and hired consulting companies to give them training, to help them put everyone and their families in a proper position and better support the work of the enterprise.

Mary Kay firmly believes that family is the pillar of employees and the reserve force. 1983, she learned that a mechanic's brother had fatal cancer, so she wrote him a letter with a poem, in which she encouraged him to cheer up and face death bravely. Mary Kay's practice touched the mechanic and his family very much. The mechanic once said, "My family is my backing. The president cares so much about my family, and I will devote myself to my work to express my gratitude to the president. "

There is a female worker named Sun Lingju in the finishing workshop of Shijiazhuang No.2 Printing and Dyeing Factory. She has a special family: her mother died and her father was paralyzed in bed; There are five sisters, she is the eldest, and the following four siblings are underage and need to be raised. Housework is heavy. However, there are three shifts in the finishing workshop, and the commuting time is not fixed. So she often arrives late and leaves early, and her work is listless. According to the factory regulations, she is often deducted bonuses and even wages, which adds new difficulties to her life.

Cui Zhicai, the factory director, said after learning about Sun Lingju's situation: "The system and discipline of enterprises should be strictly enforced, but discipline is only a means, not an end. Discipline should be strict but not cold, and people with ruthless systems should be affectionate. It is necessary to stabilize the rear of employees in order to work with peace of mind. " Cui Zhicai made a decision after consulting with the factory affairs Committee: Sun Lingju was transferred from the finishing workshop to the logistics work, that is, from three shifts to long-day shifts, so that she could have time to do housework; On the premise of completing the task, she is allowed to be late and leave early, and her salary and bonus will not be affected. Knowing this news, Sun Lingju was speechless with surprise.

Sun Lingju is not the only one who was moved. All the workers in the workshop and factory were moved by the director's practice, and they rewarded the enterprise with greater goodwill and loyalty. For example, going to work in summer, because of the lack of electricity, the power supply index of the factory is limited. In order to catch up with the task, the employees turned off all air conditioners to save electricity and speed up production, and worked conscientiously at the high temperature of 43℃.

It is not difficult to see that if you want to keep people's hearts, you must pay sincerely. Hard rules and regulations can't do this, and it needs the action of managers. Managers should build bridges between themselves and their subordinates and integrate their feelings with those of their subordinates. No one can live without anyone.