Make employees more dedicated

Make employees more dedicated

Recently, several data about the Chinese workplace have attracted my attention:

1. The 2014 data from the National Bureau of Statistics show that the annual working hours of Chinese employees are 2,000 to 2,200 hours, the highest in the world;
2. According to the Gallup 2014 survey, only 6% of Chinese employees are highly engaged, below the global average of 13%;
3. More than half of Chinese professionals work for 34 months on average, compared with 56 months in the United States, according to a 2014 poll by LinkedIn, which is almost two years short. The median number of employees in China is only 24 months.

Put these three data together to see, draw the conclusion is a bit helpless: The Chinese employees are the most industrious, but the loyalty to the enterprise and the work of the degree of engagement is not high.

What is engagement?

Employee engagement is based on creating a good environment for employees and exerting their advantages, so that each employee produces a sense of belonging and a sense of ownership. As a result, employee engagement can actually be attributed to an employee's commitment and devotion to the business in terms of emotion and knowledge, and they will work hard to demonstrate a series of behaviors that positively impact the company's operations.

There are three levels of behavioral performance for dedicated employees:

1. The first layer is say, that is, employees often to colleagues, may join the enterprise, customers and potential customers, say good business;
2. The second layer is willing to stay (stay), that is, employees have a strong desire to remain within the organization;
3. The third layer is full pay (strive), this is the highest level of professionalism, staff not only full-hearted dedication to work, and willing to pay extra efforts to promote business success.

Improve employee engagement, common methods:

When it comes to improving employee engagement, HR has a number of ways to improve the overall pay level, strengthen training and career planning, nurture a good corporate culture, develop leadership, and more.

• When it comes to raising the pay level, I would say that headhunters will always pay 20% more than you. Fair and impartial remuneration system, affecting employee engagement another important potential factor is the very realistic remuneration package, especially in China at this stage, which is particularly important. In the eyes of employees, if the company's remuneration and benefits are less competitive than those of other companies in the industry, employees may be working in the company because they are bullish on other aspects of the company, such as learning, training opportunities and working conditions, but as they improve their ability to work, They may feel that there is not enough balance between the remuneration of the company and its personal ability and the value it creates for the company, so that once they have a chance to find a better-paying job, they are likely to move on. If due to the company's salary problems, the company as a "springboard" or "training college", so that the company to complete the pre-cultivation of the input, but not the due harvest, then the company's loss is actually quite large.
• What about the training? For the newly-stepped into the Society of college students training is very effective, for more than 10 years of work experience of the old staff has little significance. Some companies provide training opportunities for employees, but require employees to sign contract.
• Let every employee see their growth direction and growth of space, thus mobilize the enthusiasm of employees, is to improve employee engagement is the best way. I divide the career of the staff into 3+3+3+3+3, every three years, the first 3 years is the confusion period, the employees themselves have no direction. The second 3-year direction confirmation period, the staff can find their own segment development direction. The third 3 years is the accumulation period, mainly is the accumulation of knowledge. The fourth 3-year period of output. The fifth 3 years is self-fulfilling. Career planning for the first two phases of staff is more useful for each employee to plan career development direction, the next few stages are not too.
• Corporate culture has been speaking, has not seen, the enterprise is not shouting slogans, write a few slogans, corporate culture is not overnight created, but the accumulation of precipitation out.
• Why do people with leadership work here and why not do it on their own?

The misunderstanding of engagement degree

Work hard is dedication?

A survey shows: in China, more than 80% of enterprises have a common overtime phenomenon, more than half of the employees of the Enterprise overtime is "involuntary."

Some private enterprise leaders to "add not to work overtime" as a measure of "employee worship not dedicated" standard, but the survey shows that many employees are forced to choose overtime, in overtime, work efficiency is not high, but also produce a lot of complaints and other bad emotions, in fact, as long as the timely and efficient completion of work, The formalism of overtime will only cause negative emotions to employees. In the celestial enterprise strong, staff weak long-term existence, employees can not be equal to the enterprise communication, there is no union to fight for the interests of employees. Often the enterprise requires employees, employees can only passively accept. If employees make recommendations to the business, everyone will think he is in the water.

There are other employees, usually single unmarried, renting live, under the class home and in the company no different, blowing air conditioning in the company do not money, surfing the Internet. Many enterprises regard this part of the staff as a dedicated staff. The boss will use these employees as an example to ask other employees, which makes other employees very disgusted.

The performance of employees ' non-professionalism

1. Procrastination syndrome
2. Prevarication
3. Doesn't matter

How does employee's non-engagement cause

How do you create a lack of loyalty when employees are not dedicated?

1. Strategic objectives
2. Compensation and benefits
3. Corporate reputation
4. Communication blocked
5. Development space
6. Appointment of Layman
7. Self-Realization
8. Office environment
9. Administrative system

The above points are the reasons for employees to leave the enterprise, we analyze each.

Strategic objectives

The company did not communicate the strategic objectives to the grassroots staff, this is very deadly, so I put it in the first place.

Let us analyze how the Kuomintang failed miserably, the main reason for the failure of the national army is that soldiers do not know why the war. I would like to cite an example, the national army was to do so before the war, the brothers to defend the position, alive a total of 10 pieces of the ocean, killing a total of 5 of the current ocean. No less money, no problem solving, and then see how the Communist army is doing before the war thought work, comrades in front is the enemy, we do a gas to kill into the city, the liberation of XXX, you can work in situ, and organize to help you solve marital problems.

The anti-Japanese War Chinese army still has the clear direction and the goal, has played the very big role in the frontal battlefield, but in the civil War began the national Army soldier does not know why to fight, for the country? For home? There is no clear direction, no clearly visible goal, and obey orders. On the contrary, the soldiers have clear directions and clear objectives.

Compensation and benefits

Technical staff are generally not good with HR talk about pay rise, if the enterprise does not have a reasonable salary adjustment mechanism, employees often use job-hopping means. Headhunters offer a salary level that is always 20% higher than yours, and headhunters have a variety of ways to find your employees.

Corporate reputation

Corporate reputation and trust crisis. Talk about a good commission, break the breach. Good bonuses, and constantly raise the threshold of bonuses, when employees think that the threshold to reach the bonus is not high, will give up efforts, let its natural. The enterprise thinks: as long as the staff is good, will reward you. Employees think: I pay, no return how to do. Mutual distrust.

Communication blocked

Upload can not be released in large and medium-sized enterprises are not uncommon, the main reason for communication is not smooth?

1. Too many levels of organizational structure, excessive levels of internal friction, a lot of middle management will become the role of firewalls, many grassroots staff of innovative ideas will disappear in the middle, the last good staff will slowly leave.
2. High-level management high again, a year is difficult to see with the grassroots staff communication, if the senior staff do not communicate with the grassroots, it is difficult to find middle-level management problems.
3. Process is not transparent, departments to the other departments to develop processes, to take the process, application, approval, implementation, feedback, seemingly perfect, improve the internal friction, reduce the enterprise speed.

Development space

Outside opportunities are always more, there is a better space for development. As a business, what opportunities and development space do you provide for your employees? Why would he stay? Why would he stay? This is a business worthy of reflection. In addition, some companies are constantly airborne foreign aid, not to provide internal staff promotion opportunities, this should be the main problem.

The most ridiculous is "starting from the grassroots", from the grassroots to show you always do the grass-roots. If you don't have a special means, you don't have a chance to climb. Really from the grassroots to achieve top management of a handful.

Appointment of Layman

The appointment of laymen in managerial positions, which is the most hated by employees, one will be incompetent exhausted thousands of troops.

Self-Realization

Self-realization means that employees are required to exert their potential, to express their talents, and only when the potential of the employees is fully realized and displayed, the employees will feel the greatest satisfaction.

It's a "sense of being".

Self-fulfillment maximizes employees ' knowledge and translates it into productivity.

Office environment

Optimize the office environment, employees in the office time, 365 days a year-104 days (rest days)-11 days (statutory holidays) = 250 days, multiplied by 8 hours/day = 2000 hours, and are all daytime, not overtime. Space can affect the behavior of employees, and long-term behavior will form a culture. Improve employee engagement, not only to let employees have the motivation to work, but also to provide employees with comfortable office environment, can find in the Office tools, technology and shared resources, office space is the largest one available resources.

Administrative system

Many businesses have a penalty for escrow. The thought of punishing the feudal society through the thousand years is firmly engraved in the Chinese brains. The most common is late leaving the fine

Summarize

Each 5% increase in employee engagement brings 3% sales growth. Higher employee engagement means higher productivity and profitability, lower flow rates and absenteeism. Therefore, how to improve the employee's engagement, it is worth each enterprise to pay attention to the topic.

Author

Chen Jingfeng, nickname Netkiller, English name Neo "Netkiller series Codex" author, readers QQ group: 128659835

Make employees more dedicated