How to make employees increase their centripetal force and cohesion to the enterprise

Strengthening the internal public relations of employees means emphasizing positive incentives, that is, making full use of modern incentive policies, giving full play to the enthusiasm and creativity of employees, and establishing a new loyal relationship between employees and enterprises. The following are some views on how to strengthen employee public relations:

(A) establish the concept that enterprises and employees are partners. The traditional relationship between enterprises and employees is the relationship between employment and being employed. Under this relationship, although enterprises have always emphasized that employees should have the spirit of ownership, in fact, it is difficult for employees to affirm this status of ownership ideologically. They always think that they are in a subordinate position, so it is difficult to generate effective incentives for employees. If we establish the idea that enterprises and employees are partners, we can truly affirm the status of employees as owners of enterprises, let employees feel the recognition and respect of enterprises and have a lasting incentive effect on employees.

(2) Fully authorize employees to give full play with the attitude of "respecting the monarch and doing their best". We will find that some supervisors, on the surface, entrust their work to their subordinates, but they are not practical in their hearts, intervene more in the process of work, or give employees too many suggestions and ideas. Employees are only authorized in form, in fact, creativity is limited everywhere and cannot be exerted. In fact, full authorization can not only train employees' ability to deal with problems, but also stimulate their creative potential, which is also a sign of trust in employees. This will make employees feel the respect and attention of the enterprise and help to establish a trust relationship within the enterprise. Production of petrochemical products.

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Xu Wenlong, the chairman of Chimei Company in Taiwan Province Province, which ranks first in the global industry, pursues the Taoist style and the concept of "governing by doing nothing", that is, "governing by doing nothing". But that doesn't mean he really doesn't care about anything. He authorized his subordinates to manage it. As a result of his full authorization, all subordinates are loyal to him, and everyone tries their best to manage the company "so that colleagues in the United States and Japan are afraid of tigers and avoid them." Similarly, Akio Fujio, president of Toyota Motor Corporation of Japan, said: It is a kind of disregard for human nature to restrain people's thinking ability and ask subordinates not to ask for too much understanding and follow the instructions of superiors.

(3) Improve the rationalization proposals of enterprises. Incentive-suggestion system is a democratic management system and a mature and standardized internal communication system. The main function is to encourage employees to directly participate in enterprise management. And through the release of the situation, managers and employees of enterprises can maintain regular communication. The company gives high bonuses to consultants. Because of the democracy of the system itself and the pleasure of employees' direct participation, it greatly stimulates employees' enthusiasm and sense of honor, satisfies their sense of accomplishment, promotes their sense of mission and enhances the overall cohesion of the enterprise.

(four) to create an environment for full exchange and enjoyment of information and knowledge. With the development of society, the ways and means of communication within enterprises have also developed greatly. You can make full use of blackboard newspaper, internal newspapers and magazines, internal TV network, intranet and other media, and adopt various ways such as discussion, meeting, telephone conversation and online chat. , so that employees and the public can easily understand all kinds of needed information and knowledge. In the communication process, we should pay attention to the following points:

1. Select employee representatives and strengthen communication with them. Employee representatives sometimes play the role of opinion leaders, and communicating with them often gets twice the result with half the effort. Shanghai Portman Ritz-Carlton Company often draws 10 in various departments.

About 100 employees had afternoon tea or breakfast meeting with their bosses, which greatly improved their satisfaction and professionalism.

2. Be a gatekeeper. Diverted information is beneficial to the informatization of enterprises. Under the premise of not violating the principle of confidentiality, we should boldly divert. The suppressed information is not conducive to the information of enterprises and should be resolutely suppressed.

3. Create an employee column to provide feedback. The establishment of employee column can build a platform for employees to communicate horizontally and vertically, and employees can use it to fully express their views, which is conducive to communication. Galanz has set up 60 in every corner.

A number of suggestion boxes, but also set up employee suggestion boxes in their own intranet, employees can give anonymous feedback. These suggestion boxes let the leaders know the employees' thoughts and play a good role in supervising the behavior of cadres.

4. Respect and care for employees. Learn more about the needs of employees, try to meet them and create a good and harmonious communication atmosphere.

5. In communication with employees, fully affirm their achievements in time and express appreciation for their work. Panasonic Corporation of Japan summed up three magic weapons to deal with employee relations: one is to pat on the shoulder, the other is to give red envelopes, and the third is to invite people to dinner. By using these three magic weapons, on the one hand, they express their good feelings for hard-working employees, on the other hand, they strengthen communication with employees. Therefore, a gesture, a look, and an action of the leader can express the affirmation of employees' achievements and express their good feelings for employees, and these gestures, eyes, and actions can stimulate employees intentionally or unintentionally and satisfy their self-esteem unconsciously. The affirmation of employees' achievements is like a bridge, which is placed in the hearts of managers and employees and invisibly opens the door to their communication.

6. Let employees' dissatisfaction vent in time. If employees' dissatisfaction is not vented in time, it will form a potential crisis, which will do harm to enterprises and be extremely unfavorable to communication. Panasonic Corporation of Japan shaped the head of the whole company into a rubber man and put it in a room, where disgruntled employees whipped the statue of their annoying boss and let their inner dissatisfaction be vented in time. This practice is worth learning from.

7. Let employees understand the goals of the enterprise. At work, employees should be involved in the formulation of enterprise goals, so that they can understand what expectations the enterprise should achieve in a certain period of time, and let employees understand the purpose and significance of their work.

(5) Provide training and promotion opportunities for employees. As mentioned above, some employees pursue knowledge renewal, self-improvement and transcendence, and realize value-added in the flow. Therefore, establishing a reasonable and effective training and promotion mechanism to cater to the psychology of these employees and meet their development requirements can reduce the possibility of employee turnover.

1, strengthen training. Many enterprises only employ people and lack a reasonable training mechanism to develop talents, so even the best talents will be exhausted after a certain period of time.

2, the implementation of internal mobility promotion system. Through the implementation of job rotation, employees can get rid of the boredom of monotonous work and expand and enrich their work content. Through open recruitment in the internal labor market, employees have the opportunity to get new positions and get promoted.

The company regularly announces job vacancies, and employees can apply directly without going through the department head. If you succeed, you can get a new job. If you don't succeed, there will be another chance. And because the application process is confidential, employees don't have to worry about being biased by the original supervisor.

This method implemented by the company has proved that internal mobility can reduce the outflow of employees to a certain extent.