In recent years, psychologists have done a lot of research on the sense of belonging, and believe that people who lack a sense of belonging will lack passion for their work and a weak sense of responsibility.
And with a sense of belonging, you will have inner self-discipline and a strong sense of responsibility, and then mobilize your own driving force, form self-motivation, and finally have the effect of reciprocated.
How to improve the sense of belonging?
According to Maslow's hierarchy of needs theory. Maslow's theory divides needs into five categories: physiological needs, security needs, social needs, respect needs and self-realization needs, which are arranged from low level to high level.
1, physiological and safety requirements
The most basic needs, if you can't even guarantee these two points, don't expect employees to give you a good return.
1) Reasonable salary and treatment
Needless to say, the importance of money, Ma's father's famous saying "employees resign, or pay less or be wronged", everyone agrees.
If the salary of hard work is no different from fishing in troubled waters and punching in and out of work, or if the assistant's salary is only the manager's job, employees will naturally feel cold. Reasonable salary is the most effective incentive to protect and improve employees' work enthusiasm.
HR should pay attention to avoid these points when designing the salary system:
The salary level is lower than the market industry level.
The salary is unfair.
Uneven work and rest, unreasonable work distribution.
The salary of management is much higher than that of grass-roots employees.
There is no basis for salary adjustment, or the performance appraisal is unfair.
Salary payment is delayed and there is an error in calculation.
2) Looking forward to development.
Only companies with a future are qualified to talk about ownership. Another very effective method for HR is to inform the company's current goals and plans regularly, so that employees can have a basic judgment on the company's current development.
2. Social needs (emotional and belonging needs)
Social needs are higher than physical and security needs. After all, emotional needs are more detailed than physical needs.
1) Harmonious team relationship
80% of employees leave their jobs, which is related to their immediate superiors. Leadership is very important when dealing with team relations. Lead the people, have a big picture, and be willing to decentralize; Help them grow, not dictate what employees must do.
Simon, the first person in leadership philosophy? Snack once said: "If leaders put team members first at the expense of their own interests and create a sense of security and belonging for members, then the team will surely achieve great success." Influenced by leaders, the relationship between employees will be more harmonious.
HR can also assist in organizing various meaningful group building activities or interest groups, such as: the Wolf Man Killing Competition, the the glory of the king Competition, the beauty group and the fitness group, etc., so as to strengthen the communication among colleagues.
2) Pay attention to humanistic care for employees.
There is a saying in "Sweetness and Strength" written by Westminster in the United States: British workers are more willing to work hard for a cup of sweetened tea than a meager salary increase. In other words, a little salary increase is not as effective as a free cup of sweetened tea.
In the field of humanistic care, many enterprises have done a good job, such as free bus service, company canteen, paid maternity leave, paid travel, etc ..... There are difficulties in capital and ability, so HR is advised to start with small things, such as:
Help young people who have just graduated to solve some minor difficulties in life and provide housing subsidies or meals.
Give a female colleague a month's physiological leave.
For women with children at home, support their work flexibility.
3. Respect for needs
Respect needs are divided into internal respect and external respect. Content respect refers to people's self-esteem, while external respect refers to others' recognition, trust and attention to themselves. LinkedIn surveyed 6,000 professionals around the world and counted the factors that employees think can bring them a sense of belonging, including:
Work achievement recognized (59%)
Freedom of expression (5 1%)
Pay attention to the contribution to the team (50%)
External respect is the key factor for employees to have a sense of belonging. Pat Wadors, chief human resources officer of LinkedIn, also listed six simple ways to help HR realize employees' sense of belonging:
1) De-label and treat employees as a complete "person", not just "sales manager" and "engineer".
2) Ask employees about their feelings and be a listener.
3) Ask for everyone's opinions in the meeting, instead of giving orders unilaterally.
4) Give employees full trust when assigning tasks.
5) concentrate on the meeting and don't perfunctory others.
4. Self-fulfilling needs
More and more post-90s people start to work. A typical feature of this kind of people is that they pay more attention to spiritual satisfaction and self-worth. For the sake of long-term development, they can accept less salary, but they can't accept no growth.
Source: Personnel Planet