An activity plan to improve employees' enthusiasm?

First, "advance and retreat together" at work, exchanging information.

Work itself is the best stimulant. Instead of letting employees speculate on the company's development prospects, it is better to let employees focus on their own work. Worry-free future experts believe that supervisors should advance and retreat with employees in their work, and provide employees with more information and content they need in their work, such as the overall goal of the company, the future development plan of the department, and the problems that employees must focus on solving, so as to help employees complete their work. Let them know more about the company's business strategy, so as to complete the task effectively, clearly and actively.

Second, "listen" to the opinions of employees and participate in decision-making.

Listening is as convincing as speaking. Supervisors should listen to employees' ideas and let employees participate in work decisions. When supervisors and employees establish a mechanism of frank communication and two-way information sharing, the incentive effect derived from this participation in decision-making will be more significant.

Third, respect employees' suggestions and build a "communication" bridge.

Only when a successful supervisor tries his best to get the employees' minds out can the management of the department be targeted and avoid decision-making mistakes caused by subjective arbitrariness. There are many ways for supervisors to encourage employees to speak freely, such as opening employee hotlines, setting up suggestion boxes, holding group discussions and departmental dinners. However, worry-free experts believe that no matter which way the supervisor chooses, employees must be able to put forward their own questions and suggestions through these smooth channels of opinion, or get an effective reply in time.

Fourth, be a supervisor of "investing for the benefit of employees"

As the core of the team, the supervisor must "do what he likes" according to the different characteristics of the employees in the department and seek the motivation to motivate the employees. Everyone's intrinsic motivation to be motivated is different, so the method of rewarding excellent work performance should also vary from person to person.

Fifth, take interest as a teacher and give employees more job opportunities.

Interest is the best teacher, and employees have their own favorite work content. Supervisors give employees more opportunities to carry out their favorite work content, which is also an effective way to motivate employees. New challenges at work will inspire employees to greater potential. If employees are interested in the work content, coupled with the challenges brought by the work content, employees will be fascinated and play a greater potential.

Sixth, "appreciation" is the best incentive.

Praise can make employees more confident in themselves, love their work more and encourage employees to improve their work efficiency. Praise for employees should also be timely and effective. When employees perform well in their work, the supervisor should immediately praise them, so that employees can feel appreciated and recognized by their superiors. In addition to verbal praise, supervisors can also use written praise, one-on-one praise to employees, public praise and other forms to boost employee morale.

Seventh, start with small things and understand the needs of employees.

Every employee has different needs. If a supervisor wants to motivate employees, he must have a deep understanding of their needs and try his best to satisfy them and improve their enthusiasm. To satisfy employees, we should start with small things and start with details.

Eighth, let "performance" speak for employee promotion.

At present, there are countless companies that promote employees according to their qualifications. Experts believe that promoting employees with "seniority" does not encourage employees to create performance, but will make employees feel lazy. On the contrary, when the supervisor speaks with "performance" and promotes employees with excellent performance according to performance, the purpose of encouraging employees to pursue excellent performance can be achieved.

Ninth, pay more if you have the ability, and give the core employees a raise.

Under the special economic situation, material incentive is still the most important form to motivate employees. Salary can not only ensure the survival of employees, but also play an incentive role because of its versatile role. However, in the case that many companies cut their expenses drastically, managers are more cautious about encouraging employees with salary increases. Experts believe that the economic crisis does not mean that there is no salary increase, but the demand for salary increase is higher. The key is to see how much value employees can bring to the company. For the core talents who create high profits for the company and develop profitable new projects, it is essential to motivate them through salary increase.