How to improve your sense of value

How to improve your sense of value is reflected in many aspects. Everyone has his own value. Of course, if you want to improve your value, we can also start from many aspects. Here are some ways to improve your sense of value.

How to improve your sense of value 1 First, improve your sense of self-worth.

1. Learn to see that your belief that you are not good enough is given by early education and does not represent the real situation.

2. Learn to see the bright spots in yourself, write down the good places you have done every day, put them together and have a look every day. It turns out that I have many advantages.

3. Change the value standard, find the value standard that suits you, see your harsh value standard, and choose the value standard that suits you better.

4. See your unreasonable beliefs.

I can't, I can't, I can't, I can't wait for the framework I set for myself. I can learn to see where I have the ability. I can encourage myself to learn to face things instead of belittling myself.

Second, learn to know yourself.

1, learn to know your own external and internal, you can make a table for yourself and clearly divide your own characteristics. I am a person who flinches easily when encountering things. I am a person with good hands-on ability. I am a warm-hearted and kind person. Make a list and see my own characteristics.

2. Learn to know yourself from yourself and evaluate yourself more objectively. I'm not good at sports, because I'm often tired after not exercising for a while, but I'm good at feeling other people's feelings, good perception and so on. I made progress this time. This time I learned to ask others for the information I want, and so on. From now on, I will know myself more clearly than before.

3. Learn to see clearly your feelings, feelings and emotions. Regardless of everyone's mood, I am in a good mood or sad now. When I see sadness and anger, I will get along with my emotions. Why do I have such feelings? How can I express my current mood, take time for myself and look at myself.

Taking care of our feelings and feelings can effectively help us understand our true thoughts. When encountering something, learn to ask how your body reacts and how your heart reacts, and then take action, so as to be more in line with your true thoughts.

Third, look at the pattern of self-denial.

Seeing your own pattern first is often self-denial. How to overcome self-denial, the most important thing is to accept yourself. The first step to accepting yourself is to know yourself. You can learn from the above point and get to know yourself.

Read or write this self and tell yourself that this is me. This is who I am now. We know my strengths, weaknesses and qualities. They are all part of me, always accompanying and protecting me from childhood. Now I can accept myself, so I can learn to protect myself actively.

How to improve your sense of value 2. Three ways to quickly improve your value in the workplace.

Position yourself correctly and know what you want.

Only by knowing what you want can you develop in the direction you want and become the person you want to be. Determine your goals, define your position, whether you want to be an excellent manager or an excellent salesperson, and so on. Everyone has different goals at different times. If you can determine your short-term, medium-term and long-term goals according to your own positioning and your own advantages and disadvantages, you can mobilize your work passion.

Keep an empty cup and constantly upgrade your skills.

If you want to be valuable, you need to be able to do things and have your own talents. If the leader asks you to do something and you don't know it, the leader won't give you the task. Only by constantly expanding and strengthening your skills can you increase your development space.

Keep an empty cup mentality and reorganize knowledge at any time. Henry Ford, named as "the 20 most influential entrepreneurs of all time" by Forbes, once said, "Anyone who stops learning has entered old age, whether he is 20 or 80 years old; Those who persist in learning will always be young. " The workplace is a marathon. Keeping the habit of learning and increasing the accumulation of professional knowledge is an important way to enhance your core competitiveness and get to the end.

Overcome your fears and do things you don't want to do.

Everyone has their own fears, such as fear of speaking in public, fear of contact with others, fear of not doing a good job, etc. But if we do nothing, then we won't make progress. Take what you are afraid of as a breakthrough in your growth, face it squarely, try to accumulate knowledge and experience to overcome it, try and challenge yourself with an open mind, and when you succeed, you will find that you have become a better person again.

How to improve your personal value in the workplace can be improved through the above three points. If there is a better job opportunity in front of you in the future, you can seize it with better advantages.

How to improve your sense of value 3. Talk about the promotion of HR's own value from three angles.

Value at the employee level—

Be satisfied with the service

The most basic value of human resources lies in the reputation of employees.

HR's ability to create value mainly lies in service consciousness and work care (quick hands and quick feet, pursuit of quality). Its performance indicators are mostly employee satisfaction.

This kind of HR is mainly SSC (Shared Service Center).

From the perspective of employees, human resources that can meet the needs of employees are generally well delivered to front-line employees, such as training, welfare and employee relations.

Because this is a dimension related to employees' sense of acquisition and satisfaction, employees' lives are guaranteed, their careers are developed, their salaries are relatively fair and their level is excellent, and they are respected in this process. According to Maslow's theory, this can meet the needs of employees at all levels. So human resources will be praised.

But then again, the little red flower of employee satisfaction is not easy to get.

At least, in the enterprises I have contacted, almost no one will praise human resources, and the human resources department has never seen anyone who can rank at the bottom from the degree of engagement.

Because of the boss's management philosophy, the company's corporate culture and organizational atmosphere, the relationship between superiors and career development, anything that makes employees unhappy will be casually described as human resources. Without him, it is convenient, quick and risk-free to vent on human resources.

Therefore, it is not surprising that human resources are the inheritors of the backward status quo of organizational management. However, it is not impossible to improve employee satisfaction. As long as your mouth is sweet and your legs are diligent, and your grandson is well dressed, front-line employees still want to see you, and they will inevitably come to you to pretend to be grandfathers.

Good employee service does not necessarily bring good organizational performance. I want to say that when the salaries of PetroChina employees are high, they can feel the sincerity of our taxpayers, and it will be convenient for us to refuel when the oil price is cheap. Can you believe it? I don't think people in PetroChina will believe it either ~

There is only one benefit of increasing employee satisfaction, that is, employee dissatisfaction will be reduced to a certain extent, but it does not mean that it will bring higher organizational performance.

Although the employee relationship is well done, it can't solve the practical problems of the enterprise. But it can still solve many problems. For example, the HR director will think that this is his own achievement ~

About SSC, there is a poem that says:

The staff abused me thousands of times,

I treat my employees like my first love;

One day I will be transferred,

I will not be a dog in my life.

Department-level value—

Support should be strong.

The advanced value of human resources and its reputation in the employing department.

The ability to create value mainly comes from emotional intelligence and influence. Its performance goal is to provide professional human resources support for the department, so that the business department boss thinks that I am good at leading troops to fight, and you will sort out human resources for me in the future.

The reputation of the employing department is different from that of the employees.

Generally speaking, the word-of-mouth of the employing department is mainly aimed at HRBP (human resources business partner) and COE (professional knowledge center), with more emphasis on HRBP.

Because the employing department praises an HR, it is mostly because you have done something that he can't do or can't do because of his relationship or professional ability in policy or implementation.

In other words, you become the external brain or foreign aid of the employing department.

HRBP is basically a link between SSC and COE, which is highly reflected in professional understanding. In particular, professional skills in recruitment and training are required, and the low level is reflected in the need to do a good job in departmental services. The important events in the department are inseparable from your work.

Sometimes you have to seek the policy support of the human resources department for the business department, and sometimes you have to win the boss of the business department to implement your human resources policy. You are a double agent, and sometimes you don't even know who you really are.

In this complicated and changeable working environment with confusing roles, if you don't have the insight to help your boss in the same boat (other people's emotional understanding or empathy), put on a pair of pants (although you understand the meaning, it sounds strange), and you can't get along with employees without a good mouth, then you can't get along with them.

Therefore, HRBP is very picky.

Many enterprises call HRBP a political commissar, counselor or secretary. Why is it called this name? If you look at the attitude and characteristics of army secretaries, school departments and grass-roots party branches (party committees), you will probably find that these people generally have this style:

Come to the front line to provide services,

Business ability is unambiguous;

Gossip, information,

Look at the color and feel the temper;

Have a glib tongue, pull relationships,

It is no problem to blend in;

Whether you can drink or not,

Do it first, not much to say.

The value of boss level:

Have a big development plan

The core value of human resources is the reputation of the big boss.

Because both employees and departments have strong limitations, the big boss can objectively assess the situation from the perspective of the whole company and see the advantages and disadvantages of human resources policies and implementation from a strategic perspective, whether it meets the needs of future development.

What is the creative value of this level? Understanding the professional ability of organization and human nature can abstract the conceptual thinking ability of conceptualizing problems and put forward innovative thinking of creatively solving problems. This is a watershed, which can brush off a large wave of unprofessional HR.

Secco is a real expert in a certain field. The HR people you have met may have worked in the HR field for 10 years and may have the title of manager, but if you really want to be an expert, I am not the king of gold and silver, but I will call you an expert. Do you dare to promise?

Real human resource experts, who know the cause and effect of human resource management, have a systematic theoretical knowledge system in a certain field and related fields, can combine theoretical cognition with practical operation, gain insight into the crux of the organization, and give systematic and constructive opinions in combination with the actual situation of the organization.

This force, can you fake it?

As the saying goes,

Junior players play Excel and word, and expert COE plays SPSS and PPT；;

Junior players play recruitment planning and organizing interviews, while COE experts play human resource planning and quality model;

Junior players play with curriculum development and teaching, while COE experts play with learning maps, organizational learning and leadership training;

Junior players play performance appraisal and democratic evaluation, and COE experts play big data related analysis and talent inventory;

Junior players play salary accounting and welfare planning, while COE experts play comprehensive salary, flexible welfare and employer brand;

Junior players play employee service, EAP and COE experts play psychological contract and engagement.

Of course, some things are made by COE experts, and novices just look at them.

For example, junior players will also encounter COE experts' toys, high-quality models and professional blabla~. Sorry, I'm playing. Do you think you can play? Can you establish a quality model and analyze its effectiveness?

Therefore, the difference between a novice and a COE expert is that what you see is human resource management (HRM), while what COE sees is organizational behavior (OB).

After so many years of human resources development, up to now, we have no shortage of talents in implementation, such as organizing written examinations, interviewing and screening resumes, developing courses, giving lectures, organizing training, signing, publishing records of results, ranking the list, paying the minimum wage for overtime hours at the step-by-step tax rate, and running the social security office to supplement the retirement medical provident fund.

What we lack is someone who can be familiar with the actual situation of the company, gain insight into the crux and give systematic and constructive solutions.

There is a saying that a COE is a consultant inside an organization, and a consultant is a COE outside the organization. Nowadays, consulting companies are mushrooming, and a lot of so-and-so consulting companies emerge every day, but even so, only a handful of them can jump ship from Party A to Party B. ..

Veterans of human resources are common, but experts are rare.

There is a poem:

There are data analysis problems.

Proposals have tools;

If you can't finish kicking your ass,

I will be kicked in the ass tomorrow.