How to improve employees' job satisfaction is an incentive for enterprises.

Employee satisfaction refers to employees' satisfaction with work returns, working environment, working groups, work itself and enterprises. The president of American Oceanton Industrial Company once put forward a "golden rule": "Take care of your customers and your employees, and the market will take care of you more." For enterprises, employee satisfaction is an important aspect to reflect employees' ideological status, team stability and whether the enterprise has cohesion. The level of employee satisfaction plays an extremely important role in the development, reform and stability of enterprises.

The business strategy of an enterprise depends on its employees. Employees' psychological feelings about enterprise management, internal workflow and enterprise management mechanism will directly affect employees' working status and ultimately affect the completion of enterprise performance goals. Only by constantly improving employees' satisfaction can employees' creative enthusiasm be stimulated, and employees will do all the work dutifully, make more contributions to the enterprise and create more value. The following author makes a shallow discussion on how to improve employee satisfaction.

First of all, provide employees with opportunities and platforms for growth and success, arrange jobs that meet his own expectations, and improve his satisfaction with the work itself.

Job satisfaction refers to employees' satisfaction with their work, which is closely related to mobilizing employees' enthusiasm and tapping their internal potential. Almost all people have a desire to express, which is actually a desire to prove their life value. Positive and healthy expression of desire is the driving force to promote the continuous development of things.

Because challenging work will make employees with weak working ability feel frustrated and frustrated; For employees with strong working ability, jobs with weak challenges will make them bored. Therefore, enterprises should provide suitable posts for employees. Enterprises can conduct a comprehensive investigation and study of employees, understand their personal characteristics, provide employees with jobs that meet their ability conditions, and make plans for their career development. Enterprises should provide employees with sufficient development space, let employees fully realize their positive and healthy desire to express themselves, and let their personal abilities and qualities grow with the development of the company.

China Petroleum Liaoning Panjin Sales Branch has been actively creating a good working environment for employees for a long time, and building a platform to fully display their talents. Provide them with opportunities to grow into talents and meet the needs of every employee to the maximum extent, so as to strengthen the confidence and determination of employees to do a good job, enhance their satisfaction and identity with their work, and improve the overall combat capability of the staff team.

In 2006, a college graduate who was newly assigned to Panjin Branch loved computers and was proficient in computer software and hardware. But because he was not a computer major, he was assigned to the company's oil depot for measurement. After knowing the situation, the company leader transferred him to the company information center to give full play to his strengths. Now this college student is full of enthusiasm for his work and has made a lot of achievements in his new post.

Secondly, the leadership's recognition of employees' work and whether employees' wages are directly proportional to the labor they pay are the keys to employees' satisfaction with their work returns.

The amount of employees' income in the enterprise reflects the evaluation of employees' personal value to a certain extent, which is an important way for employees to realize self-satisfaction. Therefore, enterprises should establish a reasonable salary system and a "people-oriented" management system. Enterprises should constantly improve the distribution of wages and bonuses and improve the performance appraisal methods. Enterprises should try their best to be fair and equitable and increase transparency when implementing the employee appraisal system. Let employees know that the ultimate goal of assessment is not to criticize and punish employees, but to help employees improve their work efficiency and working methods.

Whether the management system of an enterprise is "fair, just, open and democratic" is also one of the main factors that determine employee satisfaction. A fair enterprise, let employees believe that how much they pay will be rewarded, and can make employees focus on their work. To be "fair", the leaders of enterprises are required to treat employees equally, and there can be no distinction between relatives and friends. Whether the leadership is fair or not will have a very important impact on the enthusiasm of employees.

Panjin Branch fully mobilized employees' enthusiasm and implemented "two bundles" for employees' salary distribution, that is, city and county companies were tied together, and regular workers and social workers were tied together. The company implements the distribution method of "salary content per ton of oil", and takes the four indicators of wholesale volume, retail volume, sales income per ton of oil and gross profit per ton of oil as the hard lever for employees to assess their monthly salary, and increases the salary distribution to employees in key and difficult positions in the front line, so as to ensure that every employee in the gas station can get more income through refueling, truly link salary income with performance, and effectively mobilize the enthusiasm of employees to expand sales and increase efficiency.

Third, create a beautiful and comfortable working environment for employees and improve their satisfaction with the working environment.

Working environment includes working safety, working conditions, working time system, working facilities, etc. Employees don't just work for the enterprise to get paid. For most employees, the enterprise is their other home, and employees want their working environment to be safe, comfortable and modern. Comfortable working environment plays a very important role in improving employees' work efficiency, establishing corporate image and inspiring employees' pride.

In order to create a good working and living environment for employees, Panjin Branch actively raised funds from all aspects in the case of tight funds, equipped the basic teams of gas stations and oil depots with washing machines, air conditioners, water dispensers, locker and other equipment and articles, and expanded the staff canteen, adding shower rooms and staff activity rooms, which made employees more motivated to work.

Fourth, create an honest, friendly and harmonious working atmosphere and improve employees' satisfaction with the working group.

Enterprises should have a good interpersonal atmosphere, which is an important internal factor for enterprises to stimulate the enthusiasm of employees. Enterprises should fully respect the personality, rights, dignity and hobbies of employees, treat others equally, resolve the opposition between cadres and masses, and create relaxed and harmonious interpersonal relationships.

Enterprises should carry out various cultural and sports activities as the carrier, so that employees can establish friendship and enhance their feelings during the activities. It is also an important way for leaders and employees to get together, communicate easily, sum up past experience, plan future development, improve employee satisfaction and enhance cohesion. Through communication, leaders can really grasp the psychological dynamics of employees, thus making up for the omissions in management and strengthening the management of employees.

In addition, enterprises should care about employees from the nuances and stimulate their sense of responsibility and dedication. Panjin branch takes respecting employees, caring for employees and solving practical problems at the grass-roots level as its real point, focusing on important things in employees' lives. They adhere to the system of "four visits to the home" and "five visits", so that "on holidays, members of the leading group go to the homes of old employees and employees with difficulties in life to express their condolences, employees are invited to get married, employees are hospitalized to visit, and employees are comforted in their funeral". Panjin Branch also regards relieving employees' worries as an important measure to ensure the stability of the workforce. In August 2007, the daughter of Wang Shoujun, a retail center employee, unfortunately suffered from leukemia. Company leaders took the lead in donating money, and donated 28,280 yuan in just two days. These tangible things make employees feel the warmth of the corporate family all the time and improve their satisfaction.

Fifth, strengthen the economic development strength of enterprises and improve the dependence and satisfaction of employees on enterprises.

The survival and development of enterprises are closely related to the interests of employees. Accelerating the development of enterprises is the realization of employees' interests. Therefore, we should not only attach importance to the construction of corporate image, improve the visibility and credibility of enterprises, but also strive to improve the economic benefits and enhance the economic strength of enterprises. When the enterprise is prosperous and the employees are rich, the employees will naturally have a sense of glory, and the enterprise will naturally attract employees.

Enterprises with strong economic development strength should adhere to democratic management, because only when employees feel that they are real masters of the country can their enthusiasm, intelligence and creativity be fully exerted. Panjin Branch has established and improved various democratic management systems, submitted major issues to the workers' congress or initiated discussions among workers, and widely listened to the opinions and suggestions of workers. Attach great importance to employees' rationalization suggestions, make them echo and reply, and carefully organize and implement valuable rationalization suggestions and reward them, which greatly mobilized employees' enthusiasm.