How to do a good job of employee care in enterprises

First, employee care must first do a good job of 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.

Second, pay attention to spiritual rewards: 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-oriented and employee-oriented types. 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.

It can be seen that harmonious interpersonal relationship is the basis of employee care, and the construction of harmonious interpersonal relationship can not be separated from the leader's people-oriented concept.

Third, give "appetite" care: if you want to keep an employee, keep his stomach first.

The enterprise "canteen" seems to be the product of planned economy, but it is actually a misunderstanding. Now, companies all over the world attach importance to the life and personal health of employees, and have opened internal canteens for employees to provide high-quality and cheap food. In Japan, enterprises have a tradition of opening staff canteens. Mitsubishi Corporation reopened the canteen next to its headquarters in Marunouchi, Tokyo, and served alcoholic drinks in addition to dinner at night. Mitsubishi hopes that employees can use the canteen as a place for free gathering. The famous Shidax service company changed the dining structure of the canteen to provide low-calorie food after discovering that some employees suffered from metabolic syndrome.

Now many enterprises in our country also have staff canteens. In 2007, Google held a small party in the restaurant of the office building, during which Li Kaifu introduced their chef (the executive chef on the business card). This is a young man from Qingdao, fluent in English, who once worked in a five-star hotel. He was praised for his superb cooking on the spot. Google invited a senior chef to provide delicious food for its employees. There is a saying that "it not only satisfies the stomachs of employees, but also gets the hearts of employees".

For a small company, if it is difficult to run its own canteen, it can draw a food guide by recruiting food stores within the company 1 km, which also has good results. In short, all enterprises should proceed from reality and do everything possible to implement the "appetite" care for employees.

Fourth, care about occupational safety: contact the worries of employees.

1957 On February 23rd, China's Ministry of Health formulated and promulgated the Provisions on the Scope of Occupational Diseases and Treatment Methods for Occupational Disease Patients, which included occupational diseases in the coverage of industrial injury insurance for the first time. The most important guarantee of occupational safety in China is social insurance. However, due to the lack of breadth and depth of social security, other security measures need to be attached. At present, there are mainly employer liability insurance, accident insurance and supplementary medical insurance. The ideal commercial insurance is portfolio insurance, that is, portfolio insurance covering the main family members of employees. This not only protects employees, but also relieves their worries.

With the constant change of working conditions, the level and object of labor protection are also changing quietly. Not only front-line industrial workers are involved in occupational diseases, but also white-collar workers or gold collars who work in the office every day need to advocate occupational safety protection. A lot of desk work and computer operation have made white-collar workers victims of unknown occupational diseases such as dry eye, lumbar disc herniation, scapulohumeral periarthritis and mental oppression. These hidden occupational hazards are eroding the physical and mental health of professional people and will also affect work efficiency. Therefore, we should pay attention to everyone in the workplace and let them work safely and happily.

As one of the oldest industrial enterprises in the world, one of its enduring important factors is to adhere to the core values of health, safety, equal treatment and environmental protection. Their safety goal is "zero industrial injury, zero occupational disease and zero accident". Every employee who enters DuPont receives safety training first. Employees should strictly abide by safety beliefs, and management must be responsible for accidents. At any meeting held by DuPont, whether it is an internal staff meeting or a meeting with the head of government, the first sentence of the meeting host is: "Before the meeting, I will introduce the safety exit to everyone." At the same time, evacuation steps were announced at the meeting. Therefore, DuPont's safety record is 65,438+00 times better than that of other enterprises, and employees are 65,438+00 times safer at work than when they are off duty. Shantou recruitment network

As a management concept, safety care can start from the details. There is no gym to arrange workshops, eye exercises, etc. Relieve stress, adjust physical and mental state, and maintain a good working condition.

Fifth, establish employee ownership: create family culture.

Qiu Bojun, chairman and CEO of Kingsoft, said: "Kingsoft has always advocated happy culture and family culture, hoping that employees will feel more belonging in the company. The more the economy is depressed, the more care we have to give employees. "

Sense of belonging is employees' conceptual recognition and ideological dependence on their own organizations, and it is an ideological tendency that personal value relations belong to or attach to organizations. Enterprises can establish this sense of belonging by establishing "employees' home", employees participating in the decision-making process, and employees holding shares.

For enterprises that focus on mental work, competitive, interesting and educational cultural and sports projects should be carried out to achieve the goal of physical and mental health of employees. Among them, the establishment of like-minded organizations such as Badminton Association and Chess Association is more conducive to enhancing the interaction between departments and creating a good working atmosphere.

Employee stock ownership or stock option is the best catalyst to unite organizational centripetal force and establish the spirit of ownership. Mengniu Dairy, Ping An Insurance, Huawei and other large enterprises continue to release the implementation process of employee stock ownership plans to the outside world, and employee stock ownership of fortune 500 companies frequently appears in newspapers. The global financial crisis has greatly protected the rights and interests of employees. Trade union shareholders have a strong voice in enterprise decision-making, which also enhances employees' sense of belonging to some extent. Shantou recruitment network

6. Pay attention to career planning: create development space without ceiling.

Career planning is a series of planned behaviors and processes for a person to seek an ideal career development path, determine his desired career goals, and further design the professional knowledge, technology and ability structure needed for future development on this basis, and constantly develop his own potential. In the development and management of human resources in modern enterprises, employees' career should not be confined to their own enterprises, but should create conditions and provide convenience for their career according to the needs of knowledge workers. Employee career planning mainly includes training and improvement plan, retention and employment plan, work promotion plan, etc. Therefore, when making career planning for knowledge workers, enterprises should focus on making them have lifelong employability, aiming at improving their working ability in future social competition, making them see their own hopes and prospects from career planning, maximizing enterprise value from the perspective of human capital appreciation, and indirectly promoting the great development of enterprises.

With the flattening, diversification, informationization and globalization of organizational development, the development trend of organizations has had a great impact on career planning. When an organization plans its employees' career, it must consider the development stage of the organization, so as to make targeted career planning for employees, ensure the organization's demand for future talents, and enable the organization to retain outstanding talents.

Training is the key link in the implementation of career planning, and employees should be trained with caring attitude. Training can aim at the problems that employees may encounter in their work and enhance their ability to analyze and solve problems. Training activities should not only help employees achieve the goal of making profits for the organization, but also meet the needs of employees to realize their self-worth. Therefore, caring for employees' career development is the focus of caring for employees.

The needs of employees are multi-faceted and multi-level, and the situation of each enterprise is different. Therefore, the specific contents and methods of implementing employee care cannot be generalized. When implementing employee care, we should proceed from reality, consider a series of related factors such as the development cycle, law, stage and financial strength of the organization, and formulate a feasible multi-level care interaction system. In this regard, we can neither find an excuse not to implement it, nor blindly implement it, nor rely on slapping the forehead as a stopgap measure. But to establish a system and form an organizational habit.

In a word, employee care is a multi-factor and multi-level system engineering. Only by proceeding from reality and creatively using various implementation strategies can we play the role of "lubricant" and achieve the expected effect, thus enhancing the sense of belonging and satisfaction of employees and forming the core values of organizational culture.