Photo studio management skills: How to make employees have a sense of ownership

More than ten years ago, “managers” often shouted: “Each of us must have a sense of ownership.” And it requires employees to have a sense of belonging to the company and treat the company as their home. What is the reality? Most companies with slogans, empty words, big words, and slogans are short-lived, and are even quickly swallowed up by the waves of the market economy. There are many reasons for this outcome. From the perspective of business entities, people are the most fundamental factor. Nowadays, the shortage of personnel in wedding photography companies is the most common problem faced by the industry. The consequences of the shortage are: basic work is unsatisfactory, service quality cannot be guaranteed, and the system cannot be implemented - employees who violate disciplines do not dare to punish them, and they run away as soon as they are punished. !Labor costs are artificially increased. Wedding photography has become a training and recruitment industry! (Some people leave every month, and new people come every week.) Poaching and buying and selling service personnel among peers - charging introduction fees to recruit people has become a hidden danger that affects corporate management - you don't know How many people will come to you to resign that day! In the past, employees were afraid of being fired, but now employees regard deliberate violation of discipline as a means of resignation! How many managers are scratching their heads and confused because of this? There are even managers who have been fired because of this kind of "unruly" anti-senior management mismanagement. Unjust resignation! It also encourages the unhealthy trend of confrontation between subordinates and leaders! What's more, some professional managers threaten their bosses to meet their personal unreasonable needs by leading employees to resign collectively... How do wedding photography companies retain employees and how to cultivate employee belonging? Feeling has become a top priority that all our professional managers and wedding photography business leaders must seriously consider? Watson, the former CEC of IBM, said this; in terms of business performance, the business philosophy, the spirit of the business, and the goals of the business are far from each other. Technical resources, corporate structure, inventions and random decisions are much more important. It can be imagined where the core strength of the company comes from, and what kind of space is given to employees so that the company can better solve employees' sense of belonging and cultivate employee loyalty. Start from the following aspects: 1. Describe a beautiful but achievable vision for employees from the career perspective, and let employees understand their aspirations and have more practical and quantifiable things; of course, the soul of the company-the boss and Senior management must be passionate about the company's common vision and lead employees to work together. Some companies are not performing well. The boss can't see anyone all day long. When he finally comes, he is crying! The managers hide in the office during working hours to fill out lottery tickets, while the employees gather in the lobby to chat and play on their mobile phones. Such companies and Employees will not have the same vision (career), and employees will not have a sense of belonging and ownership. Most employees in their teenage years have a beautiful vision for their future, which requires us to give them some necessary guidance, and even pour some cold water on them, so that their fanatical hearts can calm down in time and understand themselves. Strengths and shortcomings to avoid losing confidence in work and enterprises because of too high aspirations. This is partly the reason why many employees frequently change jobs. After we have made a long-term life plan for our employees, we must pay timely attention to them so that they can maintain their passion for progress, which is beneficial to their work and their own development. The word "gui" for leadership means "guidance, guidance, and instruction." Professional managers, don’t forget the meaning of “supervision” when necessary! 2. Starting from welfare benefits, material needs are the most basic needs of human beings, and all other needs are based on this foundation. Welfare benefits must be motivating internally and competitive externally. If this cannot be achieved, the rest will be empty talk. We suggest that business owners and store managers take time out to take turns staying in the employee dormitories for one night every week to experience their rest environment. Is that a place where people live? The boss buys a three-bedroom apartment or builds a luxury villa, and the manager Live in a single room or build another warm nest by yourself! Employees in the basement are like a rat's nest! Some corporate employees are lucky, and the boss rents a few bungalows, but they are neglected and are like pig pens and cowsheds. We can say that the quality of employees is too poor! Don’t pampered bosses and managers have no responsibility? Dining standards, accommodation conditions, working hours and rest should all be humane. If food, accommodation and rest are not guaranteed, it is natural to lose employees. .

Let’s take a look at what some companies that shout empty slogans do: leaders speak impassionedly on the rostrum, step out of the venue, get into a BMW or Nissan, feel satisfied and in high spirits, go in and out of song and dance halls, go shopping in shopping malls, and spend time in flower shops. Money is flowing like water and you are very generous with your money. No matter how hard the employees are, you can help them every day! How can you make employees feel that you are the "parent"? Are parents like this at home? Some bosses and managers always think of themselves as the "boss" (I am the uncle) I think that my employees are "small", like minions, they are at their mercy, even beaten and scolded! How can employees' loyalty, sense of belonging, and ownership spirit exist? 3. Start with the enterprise from the institutional environment The system should ensure that every employee understands their rights and obligations and the responsibilities they may bear when problems arise. Establish a standardized management system, handle employees' daily behaviors based on the rules in the system, and discuss matters on a case-by-case basis, without contaminating the whole body just because of a little dirt, or destroying the whole because of a mistake. We appreciate collective rewards and oppose group sitting! To prevent employees who occasionally violate disciplines from being ostracized, separated from the group, and unable to work with peace of mind! Establishing team harmony and prosperity and eliminating various factors that affect stability and unity are the primary tasks given to leaders at all levels by the times. Task, otherwise, the cadres will not be able to achieve much if they are exhausted! Because building an excellent team has become the basic task of professional managers in the 21st century! It is also a due contribution to the enterprise! Working and living in a united and harmonious environment is important for everyone man's pursuit. In a team that is full of intrigues and indifferent relationships, who can have a sense of belonging? But in our wedding photography company, how many teams have no cracks? Employees are unstable and difficult to manage. Don’t professional managers and bosses have no responsibilities? Some managers It is said that there are too many trivial things every day and we cannot spare time to do ideological work for employees. But the question is, what is important in our basic responsibilities? Have you reflected on it? Of course, some bosses think that managers should sweat profusely every day, Being on the front line to supervise, inspect, and direct everything personally, and sitting there and chatting with others is simply a waste of the boss's salary! This has caused many managers to be in the wrong position! Therefore, some companies regard employee turnover rate as a manager evaluation indicator. Unreasonable! 4. Start with emotions. The current employees are young people born in the late 1980s and 1990s. They came through it in a warm environment and are not mentally prepared to endure hardship. Once we leave our hometown and join the company, we What should the company do? Normal care (timely greetings), attentiveness at critical times (solve the issues they are most concerned about), and worry when necessary (the leader personally intervenes) are all necessary. Only such corporate employees will have a sense of belonging. 5. Be honest, fair, broad-minded, and reasonable. The personal qualities and work style of business owners and managers are very important. Those who fail to honor their wages, cheat and deceive when doing business, treat others suspiciously, have no principles in doing things, and seek nepotism in promotions. Can leaders and companies that are dishonest, give people heavy responsibilities and monopolize power, give employees a sense of belonging? 6. Do a good job in employee resignation management and conduct exit interviews well. Don’t let them become the enemy of the company. You should work hard to make them the company’s enemies. They become the company's promoters and customers. If these people return, they will further enhance the employees' sense of belonging. Some companies do all the damage to employees when they leave, and deduct all deductions, which makes them miserable. Those who leave are resentful, and those who are employed are heartbroken! Where are the bosses and managers? They are so happy! What do you do in such a company? Can you belong? ?