Business leaders should pay attention to the emotional management of employees

Many entrepreneurial friends have blindly copied or adhered to the foreign enterprise system and management methods for some time. Slowly discovered that in fact, many things seem to be easy to use, but in reality it is difficult to use or even useless.

In Shanghai, a German company specializing invited me to talk about "cross-cultural management," this enterprise system is quite imperfect, and they have branches in more than a dozen countries around the world, their development is not described as bad. Even their welfare benefits are not too high. But it is still a headache, the management of Chinese companies.

Why they are not so effective in the Western system and professional management, the effectiveness of China will be greatly reduced.

In the course of the class, Zhang Gu gave them the answer.

Individuals in Western companies are professionals, while individuals in Chinese companies are socialists.

The behavior of professional people in the workplace is dependent on the system, while the social people do not have the basis of feelings and cannot manage effectively. Because China is a more humane society.

Therefore, there is no emotion without management

We may wish to examine and think about our management methods from ancient and modern Chinese and foreign outstanding leaders and enterprises, and how we can realize the realization of the effect of managing emotions. I believe there will be great help.

Tseng Kuo-fan often said that he was the one who made the first choice: emotionally, second, and third. As managers, they must be willing to make some emotional investments and try to be caring and understanding. Caring for people means starting from their material needs and spiritual needs. They care about people's life and work, and they care about people's growth and progress, self-realization, so that employees feel that you are always paying attention to him, and thus more faithful to achieve The company's goals and work hard. Understanding people means understanding people and familiar people. Administrators must not only understand the behavior patterns of the average person, but also study each person according to this model. The key lies in communicating feelings, being good at discovering the specialty and skills of the subordinates, and understanding their true value. Where it is, use its strengths and avoid shortcomings, and arrange each person to the position that can best play its role.

As we all know, Liu Bei in the Romance of the Three Kingdoms, many people say that he is crying out of the world. In fact, this is also a typical example of emotional management. In order to achieve the creation and cohesion of the entrepreneurial team, Liu Bei Taoyuan Sanyiyi has integrated two Guanmeng players. In fact, at the same time, if you are in the same room, you will continue to enhance the brotherly feelings. And Guan Zhang was also loyal to Liu Bei because Taoyuan was righteous. As Zhao Yun, seven in seven out of the rescue Adou, Liu Bei to throw children to show that he loved to win son. Zhao Yun was moved. When recruiting Huang Gai, it was even more true that Huang Gai felt the grace of understanding. Therefore, it created the myth of Liu Bei from the weavers to the three-point world.

As a successful company, it must not rely solely on the system to be successful. Many excellent companies in the world have also discovered the effect of emotional management on the achievement of corporate management operations and the role of employee loyalty and execution.

General Electric's management experience also shows that emotional management creates mutual trust between employees and businesses, which is more conducive to improving labor productivity. The company believes that emotional management consists of the following elements: understanding employee psychology, fostering corporate family atmosphere, corporate **, sticking to employee first.

The article is limited in length, and Zhang Jia Yan first gives you several effective ways to promote employee emotional input:

With the increasingly flat corporate structure, Zhang Gu Yan believes that the company's high performance mainly stems from the employees' initiative. Therefore, the most important responsibility of the leader should be to help employees to realize their talent potential and build emotional bridges between employees and work teams, employees and customers, and employees and enterprises.

Leaders should be "emotional engineers" and be motivated to engage employees in emotional development and closely monitor their effectiveness. The following are 12 effective ways to promote employee emotional engagement:

1. Define clearly how each employee achieves results, rather than defining what to do with each step.

2. Providing employees with the information and tools they need and assisting them in acquiring the necessary skills and knowledge.

3. Know what talents each job requires to be competent. The main basis for selecting talents is not the experience or intelligence, but the talent that can fit this job.

4. Praise the merits of employees in a timely manner, and clearly understand their praiseworthy achievements or performance.

5. Sincerely care about the growth and success of employees, not afraid of them surpassing themselves. When someone finds it inappropriate to stay in the company, but also for the sake of their long-term development, they must have the courage to persuade them to find another job.

6. Help each employee to distinguish between "natural talent" and "learned skills and knowledge." Help them grow their strengths in their field and provide opportunities to try new positions.

7. Listen to employees' opinions and opinions.

8. Clear the company's mission, vision or core values. Help employees find the link between their values ​​and company values. Some employees are keen on competition. Some employees agree with the importance of services. Some employees value skills. The responsibility of managers is to understand the values ​​of each employee and associate the roles of employees with the purpose of the company.

9. Sort out the definition of "quality". Ensure that all employees pursue the pursuit of customer satisfaction. Everyone is committed to meeting quality requirements.

10. When employees work together, work together, and have no worries, they are also the most likely to score. Therefore, managers should try to create a work environment that helps increase employees' friendship.

11. Regularly conduct results or career development assessments with employees. Employees are required to record their own progress and achievements in all aspects.

12. It should be understood that different employees have different views on learning. Some people hope to learn knowledge through training courses. Some people think that promotion and increase of responsibility are learning opportunities.

Zhang Gu Yan has always advocated and disseminated. A truly outstanding leader must be a leader who understands human nature and caring for feelings. For employees' caring and emotional investment, it will be the leader's most worthwhile investment.