Mission is not just a business thing

The same question was asked of three construction workers working at the church site: What are you doing? The first worker said, "I'm building bricks." The second worker said, "I'm building the largest church in the world." The third worker said: I am building a place to purify people's hearts. Why do the same work, three people's answers are different? In fact, this huge difference stems from their understanding of the mission of the work they do. There is no sense of mission that is the key factor in deciding whether he is a miserable job or a happy job. We divide the staff into two categories of good and capable people, how to choose employees?

The first kind of people, agree with the company's core values, but also very successful, such a person all liters;

The second kind of people, agree with the company's core values, but insufficient capacity, can be cultivated, change a position to try;

The third kind of people, do not agree with the company's core values, and no results, very simple, let such people leave the enterprise;

The fourth kind of person, very has the achievement, but does not agree with the company's core values, this kind of person is more troublesome, may give the opportunity, but absolutely cannot tolerate this kind of person to shake the company's core value, otherwise, invites him to leave.

A sense of mission is not just a matter of business, but all things in a business are ultimately put to every employee. The sense of mission is the eternal motive force for employees to advance. With a sense of mission, they feel that work is not just a tool for making a living, but a way of achieving self-worth. Even a very ordinary job, but also the social operation can not be missing a link.

Employees ' loyalty to the organization comes first from the emotional attachment of the employee to the organization. A large number of studies have shown that employees with strong emotional attachment to the organization have lower wastage rate and absenteeism rate, and have strong working motivation. So, how can we improve the emotional attachment of employees to the organization? Famous MBA training expert Wang Chanyun teacher summed up the following five points, the staff to improve the emotional attachment to the organization has a great help.

1, let all employees have a sense of mission

A sense of purpose is to know what you are doing and what it means to do so. The existence of an organization is not just for its own survival. If the organization exists only for its own survival, then the existence of this organization is not much value for society. For example, the existence of an enterprise must not only make money for the sole purpose.

In addition to making money, businesses should also serve the community, create culture, provide employment opportunities, and provide high-quality products and services to consumers. These are the enterprises should have the goal, it can also be said that the mission of the enterprise. If an enterprise from the management to the ordinary staff can form such a sense of mission, then this enterprise will eventually have a great development. Careful study of those world-famous enterprises, we will find that any one enterprise is not to profit for their own highest mission, they are mostly to serve the community, the benefit of mankind, change life and other lofty mission as the core of their corporate culture.

2. Keeping employees in the organization safe

People are the animals of society, the social attributes of people, determine the external stimuli to people, will produce different reactions, and this reaction will affect the behavior of people, and thus affect the performance of individuals in the organization. For those who meet organizational requirements, organizations should take advantage of opportunities to use various means to express the organization's identity to them, giving them a sense of professional security. This sense of security is also a generalized reward. At this time, the staff will have a strong sense of belonging, the staff in a very good security work environment, will have a good job of their own career expectations, more will value their long-term professional upgrading, so that can inspire their full potential, into the work. At this time, employees will have a strong attachment to the organization.

Why do many Japanese companies implement a lifelong employment system? Because these employees who enjoy life-long employment systems, they never think about how much money the job can get or what benefits they can gain in the job. They all have a double sense of mission. First, they have a recognition of the company's mission. This recognition is ultimately reflected in their work, and the company's mission is achieved through their work.

In addition, they have a sense of mission to society. For example, employees who are involved in new drug research do not make money for the company by introducing new drugs, but rather find medicines that are beneficial to humans. For them, the job title and salary are not the most important, they want to be able to work for the mission of the heart. Creating a sense of mission will make people feel that they are achieving self-worth. Realization of self-worth is the highest performance of human needs. The self-worth realizes, Tiu Renderen, the husband how to beg? If all employees can have a sense of mission, the effectiveness of corporate culture has reached its peak. The manager can do the inaction.

3. A sense of fairness for employees who have been dismissed

Fairness is a feeling. Fairness should not only emphasize the fairness of results, but emphasize the fairness of the procedure. Without a fair process, it would be impossible to have a fair outcome. In the organization, employees ' sense of fairness mainly comes from promotion opportunities (procedural fairness) and treatment (result fairness). Between procedural fairness and results fairness, employees are not concerned with the absolute fairness, but the relative fairness. It is extremely difficult to leave an employee who is unqualified (which is also relative to its position) out of the organization and to feel treated fairly. This puts a high demand on HR departments and line managers in the organization, but this is another organization that has a strong emotional attachment to employees that must be demanded.

4, let all employees have a sense of identity

Having all employees identify with the organization is a higher requirement for the organization. The formation of identity, in addition to the aforementioned to identify the sense of mission, but also in the hearts of employees to implant more emotions and ideas. A sense of identity takes longer to operate. It is an effective means for employees to understand the internal activities and related information of the Organization to improve their sense of identity. By observing the daily behavior of the organization, the employee understands the characteristics of the organization and the guidelines for its conduct, and if there are certain similarities between these guidelines and the employee's values, then the employee will continue to identify with the organization.

Avenue Invisible. Corporate culture is an invisible, touching things, many people feel empty, not good understanding. Indeed, the concept of corporate culture is mostly abstract, and each employee's education level, acceptance capacity is not the same, so that all employees can fully understand, indeed some difficulties. However, if the enterprise can transform the core value concept into a lively fable and story, it is not only beneficial to memory but also easy to publicize. For example, the enterprise within the occurrence of the core values of the concept of the story, it is summarized as corporate culture concept in the enterprise spread, not only true, but also encourage others, spur yimeimei.

Haier Group also believes that in the establishment of corporate values, the idea is not difficult to put forward, the difficulty is to let people agree with these ideas. Why is the Bible deeply rooted in the West? By a vivid story inside. It is a desirable way to promote a concept and tell a story. For example, Haier advocates innovation and advocates respect for each individual's value. Once put forward a person is the slogan of talent, a beginning staff reaction insipid, indifferent.

They may be thinking, I have no higher education, a small worker, what kind of talent? They then wrote the story of a technological revolution invented by a worker in the name of the worker, and let the cultural center publicize the story among all the employees. Soon, the winds of technological innovation arose among the workers. Haier's cultural center is often in the dissemination of various stories, which has played a very important role in the steady development of enterprises.

In a new start-up company, almost all employees have a sense of mission. It's also very common to think about it. You do the same for yourself. Most people think that the most memorable part of their work is to participate in new projects: Develop new products, expand new markets, and defeat new competitors. In a word, having a sense of purpose is important for us to be able to win in the competition.

Entrepreneurs and employees will naturally have a sense of mission in the early days of the company's founding. However, when the company developed to a stable stage, employees have a stable long-term work, their sense of mission is weaker than before. To have a sense of mission, we must first have a clear understanding of it. We can get answers from the actions of world-renowned entrepreneurs like Richard Branson. Most entrepreneurs are not good at articulating their mission, but we can see their mission from their actions. That's what they do every day and the way they do things. Everyone, the business and the country should know what their mission is and how they can accomplish the task.

Mission is not just a business thing