What measures are there to care for employees?

In short, think what employees think and be anxious about what employees are anxious about. The premise of this sentence is to do what you can. 1. It is very important to remember each employee's birthday and give them more or less gifts on their birthdays to let them know that they still exist in the eyes of the enterprise and that they know the value of existence. 2. Most enterprises have personnel management positions. Make full use of your own functions, communicate with employees more (the boss himself suggests communicating with employees at all levels), understand all aspects of information, establish a correct reward and punishment system, and reflect the interest relationship of getting more for more work. 3. Start with small things, solve various problems in employees' work and life, especially their life problems, so that they can get rewards in their work. 4. Leaders should never be stingy with their smiles and praises, which will be endless motivation for employees. The capacity of a barrel of water depends on the shortest board. Don't hurt the interests of the group because of the interests of some old employees (or close employees), which will make other employees more despised, rather than make the whole enterprise collapse at once.

What are the employee care measures for enterprise management employees? Please advise.

After the "Twelve Jumps" incident at Foxconn, more and more domestic enterprises attached importance to employee care and began to establish their own employee care system. However, with the upsurge of employee care system construction, it is not excluded that some enterprises set up employee psychological consultation rooms in form, strengthen the construction of communication platform with employees, improve the quality of employee logistics services, and so on. However, in view of the diversity and multi-level "care" of employees, the care system of enterprises is still thin and cannot really meet the overall needs of employees. How can enterprises establish and effectively obtain the care needs of different employees? How to design effective care measures for different employees? How to ensure that caring measures "suit the right medicine"? Here, we combine the cases of the best employers in China in employee care, and analyze and summarize the following types of employee care for different types of employees, so as to get a glimpse of the leopard.

First of all, employee care should do a good job in demand analysis.

By understanding the morale, atmosphere and efficiency of the whole team, analyzing employees' mentality and working state, grasping the needs of employees' care, and determining the overall improvement ideas and priorities, we can formulate targeted care methods.

Generally speaking, there are four methods for demand analysis:

(1) Daily observation and reflection: through observation and reflection, the needs of employees are found; Only by looking at the essence through the phenomenon and deeply understanding the problems behind the problems can we fundamentally solve the problems.

(2) Staff discussion: Use discussion and brainstorming to concentrate on understanding public opinion and grasp the key points of the problem.

(3) Staff communication days: held regularly with different themes and forms. By using this active management tool and communication channel, problems are found and solutions are sought.

(4)Q 12 survey: through questionnaire survey, collect potential demand and deeply analyze the root cause of the problem.

Pay attention to spiritual reward: don't be stingy with your praise.

Understanding is an innate desire of human beings. Once people are understood, they will feel gratified. When reading the relevant materials of the best employers' cases in China, we found that the words "respect", "trust", "communication", "encouragement", "help", "care", "win" and "development" appeared very frequently, so we came to the conclusion that one common feature of these excellent employers is that they attach importance to employees.

Leaders can improve employees' satisfaction with psychotherapy by improving management. Practice has proved that praise is the lubricant of workplace relations, and praise is more acceptable to employees than criticism. Every employee needs to be appreciated and valued, and the boss should learn to use the "bowling effect" and give full play to the incentive role of praise. Andrew, the American steel king? Charles, the first president elected by Carnegie? Scobo said, "I think the ability to motivate employees is my greatest asset." The way to give full play to one's ability is appreciation and encouragement. "So, managers should not be stingy with your praise, which is a kind of top-down spiritual care. Paying attention to employees' opinions and suggestions and giving employees the right to manage and control their own work freedom can also play a positive role in improving employees' satisfaction with psychotherapy. In excellent enterprises such as Huawei, Google and Giant Group, grass-roots employees can directly write letters or knock on the door to get feedback in time.

Leaders who can achieve "those who can stab me in the face will be rewarded" must be open-minded and can also improve the satisfaction of employees' spiritual treatment.

In the process of building harmonious interpersonal relationships, leaders' leadership ideas, management concepts and management styles are the key. Leaders can be divided into task type and skeleton type. Task-based leaders tend to care about production technology and work tasks; Employee-oriented leaders attach importance to the needs and interpersonal relationships of subordinates. Research shows that employee-oriented leadership behavior is directly proportional to high group productivity and high job satisfaction.

How to care for employees

Sincerely caring for employees is a favorable means to retain employees. To really care about employees, we must do the following work well: help subordinates get rid of their unsatisfactory work. When you are depressed because of work mistakes or work that can't be carried out as planned, it is the best time to seize the hearts of subordinates. When subordinates are sick. No matter how strong the body is, no matter who it is, when the body is uncomfortable, the heart is always particularly fragile. When personnel changes. People transferred to our company because of personnel changes are usually mixed with expectation and anxiety, and should be helped to get rid of this anxiety as soon as possible. When you are worried about your family. When someone in the family is sick or worried about their children's education, their hearts are always fragile. Weddings, funerals and celebrations should be regarded as opportunities to increase feelings. Give subordinates confidence by telling employees what to do, and then let them decide what to do. This doesn't mean not helping them, but it's best to ask them if they need help when they ask for it. Everyone is assigned to this position because they have different ideas, experiences and backgrounds. The work was assigned to them. Therefore, the most precious thing should be their talent. Remember the names of subordinates. Managers should remember the names of their subordinates accurately. When you have something to call, don't say "Hello, you ...", but call his name. And be as kind as possible, which is the first step to master the emotions of subordinates. Take responsibility with subordinates * * * When subordinates are in trouble, please calmly review yourself first. If it is entirely due to the negligence of subordinates, you can ask him to come forward, sincerely analyze the incident to him, tell him what is wrong, and finally reiterate the purpose-ask every subordinate to do everything and handle things calmly, and you will always be their backing. If subordinates make mistakes, you can meet them alone to make things clear, discuss the cause and effect of the mistakes together, and encourage them to discuss more in the future. The above are some concrete ways to care for employees, and enterprise managers should master them carefully. Of course, there are many ways to care about employees, so we should choose carefully in practical application.

What are the methods of employee care? 20 points

At work, the boss is very strict, but he can relax after work, for example, he can take his employees to travel and play. I used to have a female boss who used to take us to bars, and then we became sisters with her directly. I think so. Even if you want to leave your boss, you can't bear to leave.

Specific practices and measures of caring for new employees

First of all, warmly welcome their arrival. When an enterprise or company recruits a batch of new employees, it is equivalent to injecting a fresh blood into the enterprise. Young people are full of energy, dare to think and do, not afraid of shrinking and enterprising, which has effectively promoted the development of enterprises.

Correct guidance, as an old employee familiar with technology, new employees are new here and know nothing about technology. Therefore, old employees have time to take care of them, and with guidance, they can grow up quickly without detours.

What aspects of employees' performance do enterprises care about?

No one is the only one who can stop the enterprise.

Make employees happy;

More care, more greetings and more help;

Care about the development and progress of employees;

Caring about employees' income;

Care about the future of employees and help them realize their ideals.

Talk to the chairman of a company.

-Some thoughts on a company event.

It is not easy for xx Company to develop to this point. Although uncomfortable, I think it is also a good thing. A blessing in disguise is a blessing in disguise, and there are many things worthy of our deep reflection. I have been thinking about this for several days, and now I want to sum it up and write it out, hoping to inspire the company.

First, establish norms, norms are fundamental.

It is necessary to establish not only system norms, but also process norms, cultural norms, development norms, text norms and so on. The enterprise has developed, with large scale, more employees, complicated business processes and large capital flow. Standardization is inevitable, and standardization should have a system. System is a summary of experience, not a display, but a development. What is formulated should be implemented as soon as possible. Don't wait until everything is perfect. If everything is perfect, there is no need for a system.

It is necessary for every enterprise to establish a strict management system to regulate the behavior of employees. We can make a detailed job description for each post, so that every employee knows what he should do, who to report to, what rights he has and what responsibilities he bears. Of course, this restriction cannot be too strict, but it must be. Establish reasonable norms, and employees will act within the prescribed scope. When it goes beyond the prescribed scope, employees should be required to obtain the permission of management before proceeding.

It can be said that if sales standardization, financial standardization, logistics standardization, transportation standardization, warehouse standardization, contract standardization and management standardization, maybe we will be more active.

Second, talent is an important capital of enterprises.

The paternalistic style that used to treat management positions as officials and employees as tools should be abandoned. Instead, we should respect the personal value of employees, understand their specific needs, adapt to the supply and demand mechanism of the labor market, and rationally design and implement a new employee management system based on the principle of two-way choice. People must be regarded as the important capital of enterprises and the basis of competitive advantage, and this concept should be implemented in the specific management work of enterprises, such as system, leadership style, employee compensation, etc., rather than verbally.

Employees can continue to work in xx Company. I think the main reason is that they took a fancy to the future of xx. I have asked many employees, and they cherish the opportunity in xx. In fact, this should be the most gratifying answer we have heard, and it is also the answer we want to hear most. We should cherish it. At the same time, we should understand that the employee's reward is not the charity of the company, but the embodiment of his own value. Although the treatment of employees in xx is indeed much better than that of other companies, this cannot be the reason why we don't attach importance to them.

Third, respect talents and provide employees with advanced opportunities.

The key to retaining talents is to constantly improve the requirements for them, and more importantly, to provide them with new opportunities for success, which is also the basic requirement for respecting talents. Everyone is self-motivated, and loving challenges is the common performance of excellent employees. If enterprises can constantly set higher goals, they will stay. As bosses, we should realize that employees need to use their brains to help enterprises and get recognition when they grow up. Therefore, it is necessary to create and design some challenging opportunities for employees to pursue higher performance. Only when employees feel that they can get constant support and learn new things in their work will they stay and be more loyal to the enterprise.

According to the requirements of employees and the development of the company, constantly providing opportunities for employees will make employees feel challenged and fulfilled. For senior managers, we should try our best to find and dig, and those who can be cultivated internally should be cultivated internally; We must cherish what we dig from the outside and use it boldly. Only when it is used can the authenticity be distinguished.

Fourth, keep communication and improve efficiency.

Communicate frequently, including management and superiors and subordinates. This kind of communication should be sincere. Although some words may be unpleasant to say from below, I think it is not easy or simple to keep a good attitude.

No one likes to be kept in the dark, and employees will have their own dissatisfaction and opinions, some of which are correct and some are incorrect. Therefore, employees and employees, employees and leaders need to communicate frequently, consult employees' opinions on the company's development, listen to employees' problems, and talk about their own views on these opinions and problems. What is acceptable? What is this? ......

What does the enterprise care for employees include? For example, giving employees birthdays?

What is employee care? Employee care is the core concept of "people-oriented" of the group, and it is the basic guarantee for the healthy growth of employees and the sustainable development of enterprises.

What aspects does employee care include? The main material and spiritual aspects. Material aspects include salary and welfare, working environment, office conditions and reasonable post design. Spiritual aspects include promotion channels, mental health, immediate feedback, work-life balance and so on.

What are the eight best nursing methods for employers? The temperature and humidity in the office are pleasant and there is no peculiar smell.

For places where most people stay all day, keeping fresh and pleasant is helpful to keep employees' physical and mental health and work efficiency.

? Ergonomic office desks and chairs

There is no need to do manual work. Sitting for a long time day after day can also cause lumbar and cervical strain, which can keep employees healthy and reduce corporate risks.

? Less overtime

A better work-life balance is ultimately for a better job. Work overtime when necessary, there is no need to work overtime for the sake of overtime.

? There is a flexible punching time range, giving "late" space, which is a two-way trust. In fact, most employees will not be too late and will automatically make up the time.

? Have afternoon tea from time to time.

It doesn't have to be that rich, a drink or a cake, and a chat to refresh your mind.

? Diversified and cost-effective lunch choices

The company has all kinds of canteens that are not dark dishes, or there are many shops near the company to choose more and more affordable business packages, which is definitely a plus item in recruitment.

? Annual benefits full of innovation and choice

Compared with a pile of jiaozi and moon cakes that I don't want to eat, I can change something I like for the holidays, which is welfare.

? Free fun experience benefits from time to time.

Arrange some free experience activities provided by professional suppliers that employees will be interested in, such as skin care classes, office yoga, financial lectures and so on. In addition to silent employee care, occasionally it can be appropriately high-profile.

What are the employee behaviors that managers care about?

Employee growth communication can be subdivided into eight aspects: Si Qian communication, pre-job training communication, probation communication, post change communication, regular assessment communication, post-job interview and post-job communication management, thus forming a complete employee growth communication management system to improve and enhance the management level of human resources employee relations and provide important reference information for company leaders to make management decisions.

From the perspective of management responsibilities, employee relationship management mainly has nine aspects:

The first is labor relations management.

Handling of labor disputes, interviews and procedures for employees' on-the-job and resignation, handling employee complaints, personnel disputes and accidents.

The second is employee discipline management.

Guide employees to abide by the company's rules and regulations, labor discipline, improve employees' organizational discipline, and restrain employees' code of conduct to a certain extent.

The third is the management of employee interpersonal relationship.

Guide employees to establish good working relationships and create an environment conducive to employees to establish formal interpersonal relationships.

The fourth is communication management.

Ensure smooth communication channels, guide timely two-way communication from top to bottom of the company, and improve the employee suggestion system.

The fifth is employee performance management.

Formulating scientific evaluation standards and systems and implementing reasonable evaluation procedures can not only truly reflect employees' work achievements, but also promote their work enthusiasm.

The sixth is employee situation management.

Organize the survey of employees' mentality and satisfaction, prevent, find and deal with rumors and slowdowns, and solve the problems that employees care about.

Seventh, corporate culture construction.

Build a positive, effective and healthy corporate culture, guide employees' values and maintain the good image of the company.

Eight is service and support.

Provide consulting services on national laws and regulations, company policies, personal body and mind, and help employees balance work and life.

Nine is employee relationship management training.

Organize employees to train in interpersonal communication and communication skills.

How to do a good job of employee care?

To understand the work of employees, it is best to join in and do it yourself. At least, stay with them and observe them carefully. Then you can say that the rest of you should integrate into his work first, so that you can get closer to them, so that you can understand their real thoughts, give some help from life to work, and you will get along better with them. First of all, enterprises should adopt multi-party communication and questionnaire survey to analyze what employees really need and their opinions and suggestions on this activity. Then, take measures in combination with enterprise objectives and enterprise reality. If it is not conducive to the needs of enterprise goals, we should adopt the method of interest transfer to promote its transformation and reshape its goals. If it is conducive to the needs of enterprise goals, it is necessary to stimulate and strengthen their motivation so that all employees can find suitable roles. Secondly, in the later stage of employees' activities, enterprises should reward the winners according to the psychological needs of each employee, such as sports-loving organizations playing games and music-loving organizations playing karaoke games, so that each employee's hobbies can be brought into full play and spiritual sustenance, and activities can be prevented from falling into routine and losing their due incentive effect. The principle of people-oriented employee care should be established. We should communicate with employees, gain insight into their words and deeds with the keen observation of leaders, and put ourselves in the care and education of employees according to their emotional changes. The most important thing is to help them adjust their mood and let them have a good mood to invest in a day's work; Going deeper is to help them locate their lives and work. Secondly, we should use the method of employee motivation to affirm the work of employees and make them satisfied. Furthermore, start a spiritual contract with employees, establish a deep friendship with employees, treat them with sincerity, regardless of high or low; It is not impossible to care about private space properly, on the contrary, it can have unexpected effects. Because it can produce a special relationship. Closer. At the same time, we should care about the daily life of employees and give small gifts on birthdays or Chinese New Year. Gifts don't need to be expensive, but they can be recognized and respected by employees. Let employees speak freely to you at any time. Only from the perspective of employees, employee-oriented care can arouse the voices of employees. Interesting activities, diversified forms, reasonable timing and frequency, complementary activities and material rewards can not only enrich the lives of employees, but also achieve the purpose of motivation. But be careful not to affect the normal work and life order of employees, so as not to lead to the opposite result. To do a good job of caring for employees, it is necessary to deeply understand the specific situation of employees, such as employee structure, age level, cultural background, geographical environment, interest orientation and so on. And according to the actual needs, carry out corresponding activities. Organize and implement according to the characteristics of most people, and consult the opinions and suggestions of employees extensively at the same time, conceive the detailed rules of activities as an ordinary employee and make detailed activity plans. In the process of implementing activities, we should avoid formalization and formalization, constantly create new, surprising and wonderful things to attract employees' attention, and add corporate concept propaganda to the activities to stimulate employees' work enthusiasm and organically combine work with activities. In the process of employee care activities, we should first encourage all employees to participate in activities, exchange experiences with each other and share the fun gained from them; Affirm outstanding employees and enhance their sense of accomplishment. Secondly, we should cultivate a democratic atmosphere, give all participants equal importance and voice, and create an open and frank communication atmosphere; Let as many employees as possible participate in the arrangement and decision-making of activities, adopt feasible, creative and widely accepted suggestions, enrich the forms of activities, enhance employees' sense of ownership and reflect their self-worth; Furthermore, we should create equal opportunities for participation and form a display stage, so that employees can give full play to their personal talents and show their personal style. What employees often say is that it doesn't matter if you are tired at work, but don't be tired mentally. I think we should start with the managers at the grass-roots level. Each team is like a small family, and the foreman is the parents of the employees. Foremen have the longest contact with employees. While creating a pragmatic and efficient working environment, we should also create a warm working atmosphere, so that employees can maintain a relaxed and happy mood when they come to work every day, so that they can actively participate in their work and have a heartfelt smile. Just like the operation mechanism of an enterprise: satisfied employees-satisfied service-satisfied guests-satisfied benefits. If employees come to work every day, it feels like a mental burden. ......

What are the actions to care for employees?

Hehe, I think most employees are most concerned about raising wages! Hehe, of course, we still need the boss to understand the employees' spare time, and not always let them work overtime! On the premise that the work is completed, you can go to work early. If allowed, it would be great to have a definite holiday. Hey, hey. ...